Transformation Consulting: The Difference Between Potential and Performance
Transformation seems to be thought of as a natural process around organizational changes. But we recently dug into the research on Strategic Consulting, and that’s just not the case. A recent report from Gartner uncovered that up to 75 percent of all ERP projects fail to meet objectives. With SaaS ERP solutions such as Workday driving Transformation, there is a lot of opportunity to improve. But how do you take a project from its potential to peak performance?
What Transformation Is Really About
Often, implementing new SaaS ERP software such as Workday is the catalyst for Transformation, but not the singular purpose. HR Transformation is about changing the way people think and work. It’s also about how systems and people interact, and how organizations grow and scale for the future.
Every project has the potential for success, but deploying a new HR system is stressful. A good project involves several stages: planning, architecting, configuring, testing and managing the change. It’s a months-long endeavor that involves a concerted effort from the project team, often while still managing their “day jobs.” At the end of the project, if the Transformation piece has not been part of the process, long-term success will be in jeopardy.
Including Transformation from the Beginning Will Set Your Deployment Up for Performance
HR Transformation consulting should begin even before the project kicks off. An evaluation of the current state of HR will provide insight around stakeholders, priorities, and roles and responsibilities. A set of guiding principles for the project will ensure there is alignment for it. This information will help design the future state of the HR team, including new responsibilities, stakeholders and focus. All of this information is vital to the planning stage of your Workday implementation.
In addition to the future state of HR, a Transformation consulting team can look at the current business processes and help configure them for the new HR system. Using a “lift and shift” model, where the current business processes are copied as-is into the new system, is ineffective. Processes need to be reviewed and possibly redesigned to fit both the new system and the new HR operating model. Addressing these concerns will prevent future issues with the software, as well as eliminate confusion among employees. Developing business processes that align with the HR operating model will enable the HR team to focus on strategic initiatives.
Optimized for Excellence
Implementing a SaaS ERP like Workday is a costly undertaking. Adequate time, money and resources are required for a project to be successful. Including Transformation consulting in the project ensures that the team is aligned on project goals, and that business processes are optimized for the new system. This positively affects outcomes and ROI, giving you the performance you knew was possible.