What are the barriers to moving forward with an HR Transformation?

How do you organisations move forward with an HR Transformation? According to a survey produced by Mercers (Global HR Transformation Study by Mercer Human Resource Consulting - http://uk.mercer.com/summary.jhtml?idContent=1268285 ), 53% of organisations worldwide list skills and competencies of the HR staff as one of the most significant obstacles to enhancing the overall role of the HR function.

I tend to agree, and in my experience a new range of skills and competencies are required by HR folk these days; Internal Consulting, Business & Financial Acumen, Vendor and Project Management and Customer Relationship Managment, immediately spring to mind (and that's just to name a few). The capability of line managers to supervise staff and the business’ perception of HR’s value are other leading barriers holding back the development of HR.

In order for the HR function to move forward with its transformation, organisations must implement a talent strategy that arms HR with a range of skills. There are skills that relate to finance and business (so that Business Partners can play their role effectively) and other competencies are critical to HR Shared Services, Lne Managers etc, some of which will require internal development and other skills may have to be acquired by your organisation Either way Talent Development is the key to ensuring successful transformation of the HR function