Six Sigma in HR Transformation by Mircea Albeanu and Ian Hunter with Jo Radford.

Why should the HR professional care what Six Sigma is or how it can be applied in the HR function? According to Orion Partners' specialists, there are ten key reasons: to create excellence in process delivery; to reduce defects; to increase efficiency; to create a quality focused mindset; to benefit from best practice; to bring clarity to the processes of HR; to use a structured scientific approach; to speak the same language and improve communication; to gain control over your processes; and, to strengthen your business case. To help illustrate some of the key messages examples are drawn from Orion Partners' work using Six Sigma tools with international organizations over the last seven years. This concise guide is ideal for project and programme managers involved in business transformation, and for HR managers as well as Six Sigma specialists seeking to understand its applications within human resources.

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Using Technology to Create Value by Allan Boroughs and Cat Rickard.

This provides a step by step guide detailing how to identify your requirements, develop a compelling business case and ensure that the design of the selected technology solution addresses your HT and business priorities. This book includes suggestions on the skills required to implement HR technology effectively, along with case studies to illustrate the types of issues and decisions that need to be taken.

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Service Led Design: Planning the New HR Function by Jane Saunders and Ian Hunter.

The authors differentiate between a successful implementation and what can be a costly backward step to alienate the business. They show how any prospective HR transformation should consider five fundamental issues in the service design phase to align the HR approach to the business strategy.

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Going Global: Managing the HR Function across Countries and Cultures by Cat Rickard, Jodi Baker and Yonca Tiknaz Crew. 

This book provides an outline of the types of activity and capability that are needed to establish an HR function capable of supporting business operations at a regional or global level. It focuses on two areas: the decision to go global, and once taken, the activities needed to deliver a global function.

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High performing HR Leaders - A model for success

What are the skills, knowledge and attributes of highly successful HR

Leaders? What is the difference that makes the difference between the best and the rest?
Since 2004 Orion Partners have been working successfully with the results of a study we conducted into what it takes to be an exceptional, high performing HR Business Partner*. The findings from that study have proved so useful in helping our clients recruit and develop talented HR Business Partners that we decided to use the same methodology to gain an equal understanding of what it takes to be a great HR Leader.

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Facing up to the Future, meeting the challenges of changing HR career paths

Download the material from a recent web cast, held with HR leaders from across Europe, to review the findings of Orion's latest resreach project. The presentation summarises the research report, offering an insightful view on the career paths of those who lead HR transformation projects in some of world’s largest organisations.

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High performing HR Business Partners. 

A global study

The migration of the HR generalist role to that of strategic HR Business Partner has been underway since the 1990s and is now a firmly established and well understood role within the function.
What is much less well understood is what it takes to be an exceptional, high performing HR Business Partner. What are the skills, knowledge and attributes of the best of breed? What is the difference that makes the difference between the best and the rest?
By 2004, Orion Partners found that too many client organisations were continuing to struggle with the answer to that question. This was hampering clients' ability to identify the best candidates, guide and develop those already in position and consequently to deliver the full value of the HR transformation to the business clients.
Orion decided to invest in a search for some answers. Jan Hills, Partner, began a global study using a modelling technique she had developed called The Success Profile. We show here how the study was conducted and what results were found.

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Transforming HR

A report entitled "Transforming HR" was published in February 2005.  This work talks about the challenge facing you. Faced with threats and challenges as never before, HR professionals urgently need to adapt new models to deliver real value to the business. The solution is: This specially commissioned report sets out a blue-print for the future of HR to enable you to deliver proven value to your Board, business and colleagues. In this ground-breaking report you will learn all about: how to free up HR to deliver; the role of the Business Partner; the role of the Shared Service Centre; the pros and cons of outsourcing HR; the critical factors to look for in a partner; the keys to securing the best agreement; techniques for leveraging technology.

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HR Business Partnering

This book highlights the changes and challenges to the role of the HR Business Partner, overviewing the emerging service delivery models for the HR function (in particular the development of shared services and outsourcing options) and what this means for the HR Business Partner (HRBP) in the modern enterprise. The purpose of this book is to provide a conceptual framework and practical advice, based on real life case studies and recent research, into how HR Business Partners best add value to the organization. The authors have extensive experience of working in the area of HR restructuring (having been HR Directors in blue chip organizations and senior advisers in leading consultancies) and have consistently come up against confusion and contradiction about what is the new role of the HR Manager/Business Partner in supporting business managers in the delivery of strategic and tactical objectives. Theory and conceptual models are used to underpin this book but it has been written as a pragmatic, hands-on guide that will help its readers think through how best they might fulfil the role of the HRBP. The book contains checklists, case study examples and self-assessment tools. It is supported by supplementary material (updates, further case studies, templates and tools) which are available via the authors' website.

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HR Transformation Technology

"HR Transformation Technology" is a complete, business-orientated guide to the planning, design and delivery of HR information systems. It spells out the full scope of the applications required to support HR shared services and business partner roles and goes on to set out the step-by-step process for managing the delivery of a major HR information system project, and ensure it remains on schedule and on budget."HR Transformation Technology" provides: an understanding of the role of IT in HR and the way in which it supports key elements such as the HR shared service centre and HR Business Partners; a clear picture of the nature, features, benefits and pitfalls associated with the main types of HR IT application; the knowledge to build and communicate a definitive business case for the project; and, details of the processes to be followed when defining what you need and selecting the partners who can deliver it.The book also provides up-to-date, practical examples of what other major organizations have achieved and provides an invaluable top ten list of do's and don'ts for the HR systems project manager. This book is indispensable for anyone with responsibility for delivering HR systems.

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