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Jan 11, 2009


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Hi Jason - great article, particularly split between HRO and HRT. I agree that the HRO industry has matured in many ways, but do see an increased demand from clients in "lift and shift" solutions at the moment. The main driver is cost, with organisations requiring improvements quickly. Also companies are still working out their new longer-term business strategies in the current economic environment, so while these are being developed HR execs are being more tactical.

For info see Blog entry :-

Andrew Spence
Glass Bead Consulting

Jason and Phil: thanks for sharing this excellent discussion. Your separation of HRO and HR Transformation is spot-on. HRO provides a vehicle for better access to HR data on a global scale and can help enable transformation. However, as Hank points out, having a better handle on your data, costs and processes is critical in this economy and "sensible HRO", which is not a lift-and-shift model, can drive companies to get much tighter with managing their costs and processes more effectively.


I think Jason is spot on with his analysis. One area that I have seen big differences in high performing HR environments vs. lagging HR environments is in the area of understanding the basics of running their portion of the business. The high performers seem to: always know their financials (budget vs. actuals, 3rd party costs, etc), are always open to having a detailed operations conversations, have strong project management skills, and demonstrate a daily "passion for execution" on even the most mundane tasks. Lastly, these leaders are able to "fold em" when something is not working and try something else.

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