Human resource management (HRM) is at the forefront of many organizations: HR teams want to play a more strategic role in their organizations and they’re pressuring the HR function so it can better meet business needs. And many organizations are acquiring integrated Human Resource Information Systems (HRIS) as well. The latter introduce greater automation, and cloud computing enables greater accessibility to the information. What’s happening then is a major paradigm shift where HRM is now becoming everybody’s business.

E3 coaches organizations as they define the transformations needed to maximize the benefits of an integrated HRIS. In fact, the self-service functionality of the HRIS is a unique opportunity to reengineer the employee experience, their roles, and those of managers and the HR team so that everyone comes out a winner. Our coaching approach allows for consensus building yet keeps business needs top of mind.

The tools we use are inspired by best practices, and our management consultants, besides their knowledge of the HR sector, bring to the table additional types of expertise in areas such as business architecture, change management and process improvement to help our customers make their HRM transformation project happen.

 

A more strategic function

 
Though this topic has been covered everywhere by the specialized literature in the past 20 years, the HR function is still looking for a way of completing its strategic shift. E3 is coaching its customers as they position themselves accordingly. With relation to that, we’ve developed a business relationship management solution that strategically and rigorously guides the relationship the HR function maintains with its internal clients, besides measuring their satisfaction and defining targeted improvement activities. Based on the BRM (Business Relationship Management) framework and the mandatory understanding of reciprocal needs, the approach is an opportunity to shed more light on the value added by the HR function.

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