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Can we do without HR
The Orion 2022 research programme
Step
1
of
7
14%
ABOUT YOUR ORGANISATION
How many people are employed within your organisation
1-500
500-1,000
1,000 - 5,000
5,000 - 10,000
10,000 +
Industry
(select from drop down list)
Chemicals, mining, forestry
Construction
Consumer goods
Education
Financial services
Government
Health care
Industrial goods and services
Media
Oil and gas
Professional services
Retail
Technology
Telecommunications
Travel and leisure
Utilities
Other
Other (please specify)
Geographical spread
Regional: Based predomonantly in a single country of operation
International: Operations in multiple countries, but with a high degree of geographic autonomy
Global: Globally organised operations in all major regions
YOUR HR FUNCTION
How many people work in HR or associated functions?
Does your HR function include the following as discrete roles?:
(please tick as many as applicable)
Strategic HR Business Partners
HR Service Centre/ Operations centre
Centres of Excellence
Governance & Planning
Outsourced Services
Overall How effective is your HR model in meeting the demands of your business?
Current model working well no future plans to change
Current model working sufficiently may need to evolve in the next 5 years
Current model satisfactory no appetite from either the business or HR to change
Changes to the model anticipated in the medium term 2-5 years
Changes to the model anticipated within 2 years
What disciplines do your HR function cover and how does your business view it:
(please tick as many as applicable?)
Effective, Valued function
Provides an adequate service
Poor, lacks quality or coverage
Creates a critical problem for the business
Strategic HR advice and guidance
Operational HR advice and guidance
HR administration
HR Help Desk Services
Organsational design
Talent management
Learning & Development
Change Management
Payroll
Talent Acquisition
Operational recruitment
Reward
Employee Relations
Reporting & Analytics
Equality, Diversity & Inclusion
HR Technology/ Systems
HR Leadership
When was the last time your HR Function undertook significant change
Currently undergoing change
Within the last year
Within the last 2 to 5 years
More than 5 years ago
The function has never changed
What was the scope of this change?
Re-organisation of HR Services
Process re-design/ streamlining
Significant investment in technology
All listed- large scale transformation programme
How Successfully was the change perceived
Excellent
Good
Unsure
Poor
Very Poor
What do you regard as the most important technology areas for HR to invest in?
(rank from most important at the top, to least important at the bottom by dragging and dropping)
Artificial intelligence
Core systems
Workforce Analytics
Automation
Talent systems
What best characterises the organisation’s view of HR technology?
It needs to deliver the basics and nothing more
We should modernise our systems but we don’t wish to be leading edge
We need to invest in automation and AI to be competitive
We are leading edge in our use of HR tech
THE SHAPE OF THINGS TO COME
Will the following activities become more important to the business, less important or stay the same in the next 5 years
More Important
Stay the same
Less Important
We should not be doing this
Strategic HR advice and guidance
Operational HR advice and guidance
HR administration
HR Help Desk Services
Organisational design
Talent management
Learning & Development
Change Management
Payroll
Talent Acquisition
Operational recruitment
Reward
Employee Relations
Reporting & Analytics
Equality, Diversity & Inclusion
HR Technology/ Systems
How satisified are you that HR has the capabilities to meet the future changes required in the business?
"Completely Satisfied" - We have invested in the capbilities and skills we need to manage the change
"Increasingly confident" - We have made some investment but still have a way to go
"Concerned" - We lack core capabilities and will need to make investment
"We have our heads in the sand" - we lack the HR skills and have no plans to improve
Overall do you think the relevance of HR in your organisation will
Become Critical
Stay the same - the challenges may differ but the need for HR will be constant
Be "A dying swan" - become steadily less relevant to the business
Be "Dead in the water" - HR function will be much reduced in size and influence
What best sums up your organisation's attitude to HR?
An overhead - we should run it efficiently and minimise cost
Developing - we can see value in HR beyond pay and rations
A critical part of our business strategy - we will not succeed without a strategic people function
How do you react to this statement : "HR does too much spoon feeding of line managers?"
Completely Agree - Our managers do not take enough responsibility for their people
Partially Agree - Our managers could do more but we haven't encouraged ownership
Partially disagree - Our managers should do more but lack the capability to do it
Completely disagree - Our managers are very clear on their responsibilities in managing their people
How do you react to this statement : "HR should sit on the board?"
Absolutely- it's a critical business function
Maybe - Only if the people issues justify it
No- it's an adminstrative support function
Do you think Greg Jackson is right to claim that businesses do not need an HR function to operate effectively?
Name
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