Digtial HR Hero

Shaping the Future of Human Resources

The role of human resources is shifting dramatically—and the challenge facing HR leadership is clear: How do you create an agile, next-generation HR function fit for the digital era?

Human resources, once viewed as a dependable cornerstone of business, is morphing into one of the most critical and dynamic functions in any organization. As companies become bionic—blending human and technological capabilities—the primary barrier to progress is not technology. Rather, it is finding the right human capabilities, skills, and talent to unleash the power of technology.

Companies with next-generation HR capabilities deliver significantly better financial performance than companies weaker in those areas. To ensure that HR is a strategic partner to the business, companies must address five fundamental questions:

  • How do people drive business value in the organization—and how does HR help maximize that value?
  • What is the right HR operating model and organizational framework to ensure that leaders own people strategy and implementation?
  • How should HR processes and digital HR practices be structured? What HR strategy and capabilities are needed to succeed?
  • What are the most promising, innovative digital IT solutions available to support work in human resources?

Armed with these insights, companies can reinvent human resources for the digital era by excelling in three areas: digital HR, employee life cycle, and HR and people analytics.

Managing Employee Journeys Throughout the Employee Life Cycle

BCG’s employee journey methodology allows HR personnel to optimize the employee experience over the entire employee life cycle—from employee onboarding to reskilling and on through and beyond retirement.

HR and People Analytics

Our HR and people analytics tools generate quantitative—and actionable—data on what people do at work, how a transformation will affect their work, and how changes in behavior can improve financial performance. We help our clients anticipate future HR trends and prepare their organization and workforce.

BCG’s Strategic Workforce Planning (SWP) tool leverages predictive HR and people analytics to forecast workforce needs, identify capabilities gaps, and develop strategies to build the workforce of the future. Our HR consultants work in partnership with data analysts to enable a shift from capacity-driven and role-based planning to a skills-based perspective.

With Workplace Analytics, Microsoft and BCG are activating behavioral change. We offer data-driven interventions to unlock the potential for collaboration and productivity and to quantify the impact of transformation projects.

BCG’s WISE—Workforce Inclusion Scorecard and Evaluation—provides transparency into how diverse employees are represented across the employee life cycle: recruiting, retention, attrition, and promotion. The WISE dashboard can be used to set diversity goals and to predict and track progress.

Diversity analytics can be explored further through DIAL—Diversity & Inclusion Assessment for Leadership—an online survey tool that measures how employees assess a company’s progress in diversity and inclusion. DIAL identifies what works well and where action is needed to enable companies to drive meaningful change. Its results can be compared against benchmarks in more than ten industries

Featured Client Work in Human Resources

Engagement Levels at a Pharma Company Improved More Than 50%

In an organization characterized by low employee engagement and high resistance to change, BCG shaped a new and inclusive way of working that raised engagement levels by more than 50%.

BCG’s Featured Insights in Human Resources

Measuring What Matters in Gender Diversity

Companies won’t have balanced workforces unless they approach diversity like any other business priority, with clear metrics to understand the gaps and targeted interventions to fix them.

Why HR Needs a Reboot

HR leaders must take on a more strategic role in response to big changes, such as the need to harness powerful data analytics and deal with a shift toward freelance work.

protected by reCaptcha

Subscribe to Our People & Organization eAlert.

People Strategy

SUBSCRIBE