As a living entity, a company is called upon to make important changes in order to remain competitive. This is essential for its long-term survival. But these changes are not without difficulty in terms of organization and behavior. What is the role of the HR function in this process? How can it support companies in achieving their objectives?
The main phases of the transformation
Companies change regularly to adapt to new economic, social, technological and even legal requirements. For these changes to be successful, the people who make up the company must also change. Otherwise, there is a strong chance that the company will be outpaced by its competitors. This change cycle generally includes 3 main phases: diagnosis, support and management.
During the diagnostic phase, you must take stock of the elements to be transformed and the actors involved. It is also important to evaluate their capacity to accept the changes that will be made and the possible resistance they might show.
This is followed by the support phase, during which you must choose the most appropriate levers to communicate and train in the new working methods and procedures. At this stage, it is important to pay attention to the social climate so that it does not deteriorate.
The steering phase consists of choosing leaders within the company who will be able to lead the various transformations to their conclusion. Throughout these three phases, several methods and tools will be useful.
New leadership styles
The transformation of companies leads to profound changes in leadership style. Indeed, leaders need to change the way they make decisions. They must adopt more inclusive methods that include listening to employees, debating ideas and following up with regular feedback.
They must also be daring enough to seize the opportunities that arise for the company’s development. But since not all parameters can be perfectly mastered in a transformation process, leaders must admit their mistakes in order to be true role models for their employees.
Accompany and measure the transformation
A company engaged in a transformation process must measure the progress of the new working methods that are being put in place. Above all, it must ensure that employees do not feel that they are undergoing change, but rather that they are key players. To this extent, it is important to encourage all employees of the company to take initiatives to increase their level of commitment. They must have more flexibility in performing their daily tasks for better productivity. Their pride and well-being must be maintained at all costs. When the daily measurement is well organized, you can identify the levels of resistance to change to address them in collaboration with management.
Strategic Workforce Planning and business transformation
The Strategic Workforce Planning allows for short and medium term planning of the various actions to be taken. It allows you to make an inventory of the existing situation, to anticipate the different needs of the company, to take stock of the internal resources capable of meeting them and to plan the recruitment of new talents. It also includes :
- A plan for the development of skills
- Integration strategies for new recruits
- Succession in strategic positions
- Cost control and investment in human capital
- Anticipated management of employee mobility;
Whatever the company’s challenges, the Strategic Workforce Planning federates all energies around a desire for transformation. All entities (employees, HR department, business managers, management, IRP, etc.) benefit from its many advantages. It helps you make smooth adjustments and improve collaboration within the company. In short, to remain competitive in their market, all companies make changes in their organization. They must integrate new leadership styles and regularly measure the various reforms they implement. As a Human Resources Director, the Strategic Workforce Planning will help you carry out the entire transformation process.
