Process Improvement as Reengineering Phase 1

In the phase 1 (thanks to David Ulrich) the reengineering (HR Administrative Expert) is the same as the general process reengineering effort. Many books write about the process reengineering and it was an extremely modern trend in 80s and 90s of the last century. Later, the difficulties were discovered as the process reengineering and process improvement did forget about the human part of the change.

The HR reengineering is a bit different from the classical business reengineering and Arthur Yeung provided a simple six steps model for the HR reengineering:

1. Define target process to be reengineered.
2. Create models “how it works now”.
3. Critically check the background conditions.
4. Create models “how it will look”.
5. Implement, develop, and propagate.
6. Measure the impact on the organization and the business of the organization.

The goals of the six steps model by Arthur Yeung are pretty simple. It is about the identification of the HR Processes to be abandoned and the rest of the HR Processes can be simplified. It is done usually by investing into HRIS (Human Resources Information System).