Human resources function transformation

Building a human resources function to fuel growth

People in M&A

For fear that talent shortfalls will constrain growth, organisations are looking to refocus efforts and invest in those employees who will be most valuable to their businesses. Human resources (HR) leaders are being challenged to mobilise and manage talent to help businesses grow. It appears that HR has a long way to go in persuading business leaders that it’s up to the challenge. Two years ago, 64% of CEOs felt that HR was unprepared for transformational change and that doubt still lingers. This year, 60% of CEOs say they are rethinking their HR functions, including their effectiveness and transformation.

How we can help

We provide solutions to the human resources issues that organisations are experiencing today and also help them to plan ahead for future HR function transformation. We provide tailored and flexible solutions targeting clients’ specific needs, bringing our HR function and HR technology capabilities together to help organisations transform.

Our experiences:

  • Human resource diagnosis for a global mobile Internet intelligent terminal company, and designed the blueprint for the human resource operation model, and built the four-pillar model of human resources for the client to realise the transformation of its HR function.
  • Human resources diagnosis for a leading domestic mobile phone manufacturer, designed the principle of strategic transformation of human resources function, and provided a list of human resources operation modes and services. We also helped to conduct the organisational structure and corresponding position design, and assisted in the implementation of the transformation of human resources functions.

HR function transformation

We work with clients to review, align and develop HR functional strategies that realise the needs and intent of an organisation’s strategic business and people objectives. This sets the change agenda for the HR function of the future and works in alignment with the broader people strategy capability.

The design of the HR operating model and the HR service delivery model involves a top-down approach which incorporates the strategic vision of HR and the business to develop design criteria, identify work types and delivery options, structure the high-level design, and define the enablers.

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Policies and processes

HR policies and processes are the lifeblood of the function and tie a number of our capabilities together. We work across business, technology and data interdependencies and apply PwC’s global process standards to operationalise the operating model through defined tasks, actors, activities, workflows and governance.

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HR shared services

HR shared services (HRSS) are a structural, technological and cultural way of achieving scalable administrative and tier two efficiencies. PwC can provide “make vs buy” assessments, as well as end-to-end sourcing, design and implementation support for HRSS options.

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Workday implementation

PwC’s Human Capital Management (HCM) Solution powered by Workday provides a digital, integrated, and powerful platform to help companies achieve a HCM function that does more than just manage human resources data—it also helps organisations realise the business objectives they desire.

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Contact us

Johnny Yu

Johnny Yu

China Consulting Partner, PwC China

Tel: +[86] (10) 6533 2685

Olive Lu

Olive Lu

Partner, PwC China

Tel: +[86] (10) 6533 7066

Sabrina Wei

Sabrina Wei

Partner, PwC China

Tel: +[86] (21) 2323 2166

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