In today’s rapidly changing world, HR must adapt and evolve to meet the needs of the business. HR Service Delivery is a key part of this transformation, providing a centralized, efficient and effective way to deliver HR services.
Defining HR service delivery
HR service delivery (HRSD) is the way in which HR services and support are delivered to employees. It includes how HR services are designed, how channels for employee support are established, how technology is used to support HR service delivery, and how performance is managed.
In order to be effective, HR service delivery must be aligned with the overall business strategy. It should also be responsive to the needs of the business and the employees it serves.
There are many different models for HR service delivery, but all share some common features:
- A focus on the customer/employee experience
- A clear understanding of business objectives and how HR can support them
- The use of technology to streamline processes and improve efficiency
- A commitment to continuous improvement
The most successful HR service delivery models are those that are constantly evolving to meet the ever-changing needs of businesses and employees.
The benefits of HR service delivery
There are many benefits associated with HR service delivery, and these can be divided into three main categories: efficiency gains, quality improvements, and cost savings.
Efficiency gains are achieved through the automation of HR processes and the use of self-service portals and online tools. This can free up HR staff to focus on more strategic tasks, and it can also make it easier for employees to access the information and support they need.
Quality improvements can be achieved through the standardization and simplification of HR processes. This can lead to fewer errors and a better overall experience for employees.
Finally, cost savings can be achieved through the reduction of manual processes, the streamlining of administrative tasks, and the elimination of duplication and waste.
The challenges of HR service delivery
The challenges of HR service delivery are numerous and complex. They include everything from reducing costs and increasing efficiency to improving the quality of service and the overall employee experience.
In order to overcome these challenges, organizations must implement a comprehensive HR transformation strategy that includes the following key components:
Cost reduction: One of the biggest challenges facing HR service delivery is the need to reduce costs. This can be achieved through a variety of methods, including automating routine tasks, outsourcing non-core functions, and streamlining processes.
Improved efficiency: Another key goal of HR transformation is to improve efficiency by eliminating manual tasks, reducing processing time, and improving accuracy. This can be accomplished through automation, workflow optimization, and data standardization.
Improved quality of service: A third goal of HR transformation is to improve the quality of service delivered to employees. This can be done by ensuring that services are consistent and meet employees’ expectations. Additionally, organizations should strive to make it easy for employees to access the services they need when they need them.
Employee experience: A fourth goal of HR transformation is to improve the overall employee experience. This can be accomplished by making it easier for employees to find the information they need, providing self-service options whenever possible, and offering personalized service experiences.
The role of technology in HR service delivery
Technology plays a vital role in enabling HR organizations to transform the employee experience and deliver seamless, personalized services at scale. By automating routine HR processes and using data to drive insights, HR teams can free up time to focus on strategic initiatives that support the business.
HR service delivery platforms like CloudOne™ by ServiceNow provide a centralized, digital hub for all HR services, from onboarding and benefits enrollment to performance management and career development. With CloudOne, HR teams can quickly deploy new services and applications while reducing IT burden. And because the platform is built on the Now Platform®, it integrates with other ServiceNow applications to provide a complete view of the employee lifecycle.
The future of HR service delivery
Organizations are under constant pressure to do more with less. To meet this challenge, HR must operate more efficiently and effectively. HR service delivery (HRSD) is a proven model for transforming HR into a strategic business partner that delivers quality services at scale.
HRSD can help organizations achieve their HR transformation goals by:
- Improving efficiency through the use of HR technology and process improvements
- Improving quality through the use of best practices and standardized processes
- Improving service levels through the use of performance management and continuous improvement techniques
Organizations that adopt HRSD can realize significant improvements in efficiency, quality, and service levels. In addition, they can realize cost savings of up to 30% or more.
Case study: HR service delivery at a large company
In today’s business environment, the role of HR is changing. To meet the demands of the modern workplace, HR must evolve from a reactive, transactional function to a proactive, strategic partner that is focused on driving business results.
One way that organizations are looking to achieve this transformation is by implementing HR service delivery (HRSD). HRSD is a model for how HR can provide efficient, effective and consistent services to employees while freeing up time to focus on strategic initiatives.
A large company implemented HRSD as part of its HR transformation journey. In this case study, we will take a look at how the company approached HRSD, what lessons were learned along the way and what results were achieved.
Case study: HR service delivery at a small company
The company is a small, family-owned business that has been in operation for over 50 years. The company has always been managed by the family, and they have never had an HR department. The company employs about 200 people, most of whom are hourly workers in the manufacturing plant. The company has always done well, but in recent years, competition has increased and margins have shrunk. The company is now looking to accelerate HR transformation in order to remain competitive.
The company decides to implement an HR service delivery model
After doing some research, the company decides to implement an HR service delivery model. The company believes that this model will help them to improve efficiency and save costs. The company also believes that the model will help to improve communication between employees and managers, and will help to create a more positive work environment.
The company implements the HR service delivery model
The company begins by implementing a self-service portal for employees. The portal allows employees to view their pay stubs, request time off, and view their benefits information. The portal also allows managers to view employee information and request time off on behalf of their employees. The portal is well-received by both employees and managers.
Next, the company implements an employee call center. The call center allows employees to call in with questions about their benefits or payroll. The call center is staffed by knowledgeable representatives who are able to answer most questions quickly and accurately. Employees appreciate being able to get answers to their questions without having to go through their managers.
Finally, the company configures its HR software so that it integrates with the employee self-service portal and the employee call center. This allows all of the employee data to be stored in one central location, which makes it easier for managers and HR staff to access information when they need it.
Lessons learned: Implementing HR service delivery
Since the early 2000s, many organizations have implemented HR service delivery (HRSD) in an effort to improve the efficiency and effectiveness of their HR functions. While HRSD has become increasingly widespread, its successful implementation at scale remains a challenge for many organizations.
There are a number of reasons why implementing HRSD can be difficult, including the need to change established processes and practices, overcome resistance from employees and managers, and ensure that the new system is properly integrated with other HR and business systems. In addition, HRSD initiatives can be costly and time-consuming, requiring significant changes to organizational structure, culture, and technology.
Despite these challenges, some organizations have been able to successfully implement HRSD at scale. Based on our experience working with clients on HRSD initiatives, we have identified a number of lessons that can help organizations overcome the challenges of implementing HRSD and achieve success.
1. Define the scope of the project carefully
2. Build a strong business case for HRSD
3. Secure buy-in from senior leaders
4. Assign clear ownership for the project
5. Engage employees and managers early on
6. Design comprehensive solutions
7. Implement change in phases
8. Manage risks throughout the project
9. Evaluate results regularly
