Greater Omaha Packing

Mohsine Gdid

Organizations must rethink their business models and make strategic decisions with the global economy undergoing dramatic changes. Many are turning to HR to address these challenges. This shift is reshaping the HR operating model and the role of an HR professional.

The HR operating model transformation is critical for companies looking to remain competitive, and it also enables them to lead culture transformation and provide agility, innovative thinking, and strategic leadership.

Many years ago, we noticed a trend in our industry. Many companies were moving from traditional HR operating models to more agile, flexible ones. We saw this as an opportunity for us to improve our operating model. We knew we needed more flexibility and agility to respond quickly to market changes and employee needs.

Our goal was to transform our human resources department into a more efficient and effective operating model that would enable it to deliver more value to the organization. We implemented it in three phases. In phase one, we focused on establishing a new vision for HR and creating a new operating model that aligns with this vision. Phase two focused on developing a unique employee experience strategy that supports our vision and strategy. Finally, in phase three, we executed our new operating model by creating a management infrastructure to help it. Spending time discussing and clearly defining these phases internally with stakeholders is essential for a successful and meaningful transformation.

Today, most HR professionals will agree that leading culture transformation is also one of their priorities.

“ The HR operating model transformation is critical for companies looking to remain competitive, and it also enables them to lead culture transformation and provide agility, innovative thinking, and strategic leadership.”

The first step in this initiative for us was to ensure that everyone understood the role that culture plays in the success or failure of our organization. Culture makes any company special. It could be a set of values, expectations about how things should be done, or even a feeling that everyone's on board with each other's mission. Whatever it is for you and your team members, it shapes how your employees act day in/day out in their work environment. That kind of influence makes it critical for HR professionals to understand how their teams operate so they can help them build better relationships with each other and more effectively reach their goals as an organization moving forward!

When I think about the culture of any organization, I am not thinking about what it looks like on the outside, and I am not thinking about the values written on the wall or how much time people spend in meetings talking about them.

I am thinking about how those values play out in everyday life, how people treat each other when interacting individually, and how they affect how people treat each other as a whole.

Do you have a team of people united by their shared vision? Or do you have groups that need to determine why they work together? Do your employees feel like they have ownership over their jobs? Or does it feel like management is just telling them what to do?

As HR professionals, we have a unique opportunity to inspire, motivate, and lead the cultural transformation of our organizations. We may be wondering how to go about this, and here are three simple ways that HR can support culture transformation.

1. Help employees understand why participating in the process is vital. The success of a culture transformation starts with employee engagement, so make sure they're informed about what's going on and why it matters.

2. Provide training and resources for managers on successfully leading their teams through change. Ensure they know how important it is to model good behavior in light of what they're asking their employees to do.

3. Encourage employees to feel empowered by the changes to help them adopt new behaviors that will benefit them personally and the company overall!