•  C-Suite rank ‘improving employee experience to reduce attrition’ the highest priority
  •  HR managers say ‘empowering managers to deal with day-to-day employee relations’ is at the top of the agenda
  • 70% of respondents are currently undertaking or planning to undertake HR transformation within 12 months

The C-Suite and HR managers have different priorities when it comes to what they consider the number one benefit of  HR transformation, according to employee relations experts, AdviserPlus.

In their new HR Transformation Research, it was revealed that ‘improving employee experience to reduce attrition” was the top priority for C-Suite leaders, whilst for HR managers the highest priority was to ‘empower managers to deal with day-to-day employee relations so that HR can focus on strategy’. In fact, 50% more HR Managers than C-suite respondents ranked this as their top priority.

Conducted in partnership with the Empowering People Group, the research analysed answers from 220 C-Suite leaders and HR managers to understand the drivers of HR transformation and the barriers to implementation.

Michael Campbell, Director at AdviserPlus, said: “The research provides valuable insights into the benefits and barriers of HR transformation, and one of the key findings is that the C-suite and HR managers are misaligned on a number of points that may impact the success of any transformation initiative. These findings demonstrate how vital it is to ensure business and HR leaders work together to ensure HR transformation will help achieve business goals.”

When asked about the order of importance in any HR transformation initiatives, both C-Suite and HR manager groups agreed they’d want line managers to take greater ownership of people matters. However, C-Suite’s second choice is to improve metrics and visibility across the organisation, while HR wants to improve the ability of managers to deliver on tactical people matters, so that HR can deliver on strategy. This shows that HR wants to be more involved with overall business strategy and less with day-to-day employee challenges, such as absence management.

Campbell explained further: “It’s positive to see both personas agreeing that empowering managers to take on more employee relations matters is a vital component of HR transformation, as the benefits of this are huge. Not only does it free HR from the day-to-day tactical support so that they can focus on strategy, it also enables line managers to build closer connections with their direct reports, which is a key part of any employee engagement strategy.  ”

About AdviserPlus

AdviserPlus optimises the management of employee relations processes for HR, line managers and employees by combining cloud technology, data insight and expert guidance.

Through AdviserPlus’ case management technology and people support, the business helps line managers to feel confident and capable when dealing with employee relations issues without introducing risk to the business. It empowers leaders, engages people and drives efficiency.

Employee relations transformation helps HR to be viewed as a strategic partner, bringing labour savings through digitalisation of processes or reduction in absenteeism costs with MI and analytics, impacting the bottom line and delivering people performance improvements.

Lisa Baker

Author Lisa Baker

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