How HR supports a winning performance improvement plan
Find ways to increase the speed and efficiency of daily HR processes.
Strategy and C-suite leaders are seeking to optimize today鈥檚 ways of working while navigating the rapid pace of social, technological, and consumer changes. The human resources (HR) function is no exception.听
One of the most effective tactics: implement processes to empower human capital leaders to make continuous improvements that eliminate redundancies, reduce costs, and increase margins.听 This focus on the human capital function should be part of a larger transformation to become a culture of Continuous Performance Improvement (CPI) across the organization. With a culture of CPI, everyone in the organization focuses on increasing productivity and efficiency in existing processes鈥攅ven if those processes already represent improvement over prior approaches.听听
To be sure, there is no single method for driving CPI amid disruption. 乐鱼（Leyu）体育官网 recommends that Strategy and other C-suite leaders apply a wide lens and a balanced approach. The best way to optimize results isn鈥檛 a focus solely on costs or solely on growth. Instead, balance both goals.
Applying CPI to your human resources function
Talent is crucial to establishing and maintaining a competitive advantage.听Organizations that attract, engage, develop, and retain top talent through modern and meaningful experiences tend to drive the most productivity increases, efficiency gains, and, ultimately, cost savings from lower turnover.听This in turn optimizes and maximizes the potential of their workforce and helps chart an effective path for future growth.听
Failing to optimize a workforce through human capital programs鈥攄eveloping succession plans and specialist career pathways, for example鈥攃an result in negative cost impacts and long-term repercussions.
To avoid that fate, forward-looking companies are going all in on addressing employee experience. Indeed, in a recent 乐鱼（Leyu）体育官网 survey of 300 chief HR officers (CHROs), 61 percent said they need to alter their employee value proposition (EVP) in response to the external labor market. The respondents told us that some of the most important parts of the EVP when attracting, developing, and retaining talent are culture (50 percent), company values and purpose (47 percent), fair pay (34 percent), and offering flexible working (33 percent).
At the same time, leaders are actively exploring the potential value of generative AI. Workforce transformation鈥攖hrough immediate worker role augmentation鈥攊s at the center of that exploration. The HR function is key to advancing in the journey, which starts with addressing four workforce considerations:
- Identifying capabilities, roles, and enablers
- Addressing risk and compliance
- Activating role augmentation
- Capturing value
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Getting to an optimized state means more services and more digital capabilities underpinning it all. HR organizations need to deliver that experience in a highly cost effective and positive way that inspires people to continuously seek ways to improve how they work and adapt to change.
乐鱼（Leyu）体育官网 recommends a CPI approach, grounded in data and metrics, which can help improve EVP. It also better enables employees to focus on value-added activities鈥攊ncluding the shift to GenAI-enabled work. For example, payroll processing cycle times could be shortened by modernizing the organization鈥檚 timekeeping solutions, which then frees up managers to focus on operational outcomes.
When employees call in for HR help versus leveraging a self-service option, a tangible impact to their experience is the time required to get a response and handle follow-ups, as well as the quality of the resolution. A CPI-minded organization conducts continuous reviews of whether the right systems, shared services, offshoring, or outsourcing model is in place to derive cost efficiencies while improving response and cycle times for its key services to the business.
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