When organisations consider implementing an HR transformation, their business cases may be flawed.
We have seen examples where business cases show only support for the outcome preferred by HR. They often overstate the potential benefits of HR transformation and/or outsourcing and also tend to understate the current costs of transactional HR.
Getting the right data and making sure the business case is factual is not always easy. This guide looks at some of the most common issues we tend to see in HR business cases and highlights some of the insights needed to successfully develop a business case.