{"id":2985,"date":"2017-06-30T11:12:34","date_gmt":"2017-06-30T11:12:34","guid":{"rendered":"https:\/\/julhiet-sterwen.com\/hr-advis\/"},"modified":"2018-10-17T15:34:24","modified_gmt":"2018-10-17T15:34:24","slug":"hr-advisory","status":"publish","type":"page","link":"https:\/\/julhiet-sterwen.com\/en\/hr-advisory\/","title":{"rendered":"HR Advisory"},"content":{"rendered":"

The Human Resources<\/strong> department is facing an exceptional wave of transformations in terms of its roles, technologies, regulation and the social environment. The traditionally long-term approach<\/strong> taken by HR experts no longer fits the fast pace<\/strong> of digital transformation, with social learning, big data, digital work places, and so on. Needs have accelerated, while the means allocated to HR continue to drop. In this context, it is increasingly difficult for CHROs to fulfill their role as a business partner<\/strong> and driver of transformation<\/strong>.<\/p>\n

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A new vision<\/h2>\n

Faced with these challenges, the HR department needs to both reinvent certain activities from a new angle and uphold the fundamental principles of fairness and compliance.<\/p>\n

Employees are being recruited through new channels<\/strong>.<\/p>\n

Management and reward systems<\/strong> must become more agile and collaborative.<\/p>\n

Forward planning<\/strong> is increasingly involving the different internal departments, becoming workforce planning.<\/p>\n

Skills development and culture building<\/strong> are becoming critical issues for management teams, who need to update their practices toward more autonomy and innovation.<\/p>\n

Training<\/strong> is becoming digital, collaborative and customized.<\/p>\n

Talent management<\/strong> needs to integrate social networks and big data.<\/p>\n

 <\/p>\n

 <\/p>\n

Combining different approaches<\/h2>\n

To help CHROs with their transformation, we believe it is vital to strengthen the links between the vision of business challenges, the HR policy, the reporting hierarchy and employees. \u201cHard\u201d approaches to organizations, processes and HRIT must be combined with \u201csoft\u201d approaches to skills, cultures and behaviors. To be effective, HR management must be simple and pragmatic<\/strong>, working closely with sponsors from different departments and employees. Julhiet Sterwen offers unique expertise on the French market in HR consulting<\/strong> and change management<\/strong>, to boost collaboration between HR professionals and different departments, and provide support to teams in the field.<\/p>\n","protected":false},"excerpt":{"rendered":"

The Human Resources department is facing an exceptional wave of transformations in terms of its roles, technologies, regulation and the social environment. The traditionally long-term approach taken by HR experts no longer fits the fast pace of digital transformation, with social learning, big data, digital work places, and so on. Needs have accelerated, while the … <\/p>\n

Continue reading “HR Advisory”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":3444,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"class_list":["post-2985","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\nHR Advisory - Julhiet Sterwen<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR Advisory - Julhiet Sterwen\" \/>\n<meta property=\"og:description\" content=\"The Human Resources department is facing an exceptional wave of transformations in terms of its roles, technologies, regulation and the social environment. 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