Mercer Taiwan | HR Transformation

Workforce and Careers

HR Transformation

The High-Performance HR of the Future

Human Resources can’t expect to keep up with a changing world by standing still. HR professionals need to equip their operations, and themselves, to function in a rapidly changing global environment.

We think of the future of HR differently than most. Many obstacles get in the way of HR success: reorganizations, M&A, talent shortages, budget pressures, employee demands, and disruptive new technologies. But at Mercer, we don’t just want you to react to these issues — we want your HR team to become an essential business function leading the way in delivering bottom-line results.

HR, Designed With Purpose

We look to HR with an eye for design. How can core HR processes like recruitment, succession, and performance management be made more efficient and effective? How can HR become a valuable business partner, central to strategy discussions? It’s all part of HR transformation.

Great design doesn’t always equate to great practice. Mercer’s proprietary HR Operations Scanner® has shown many organizations where their HR service model is falling short or where the design is misaligned with strategy. With these insights in hand, HR was able to change their operations and become a value-adding strategic player.

Mercer was named a Kennedy Vanguard in HR Transformation in the firm’s 2015 HR Consulting Report.

Mercer’s entrance into the Vanguard this year is a direct result of the firm’s concentrated effort to strengthen the breadth and depth of its HR transformation service offering. . . . Mercer’s integrated approach reduces the complexity of HR transformation and ensures changes to HR programs are effectively communicated and adopted.” — Kennedy Information, LLC

HR Best In Class Teams

Organizations haven’t always adequately invested in their HR talent. With changes afoot in the world of work, this investment has never been more of a priority. Mercer can help.

With HR-specific assessment tools, workshops on trending topics such as “telling a story with data,” and strategic partnering, Mercer leads HR professional development. Self-learning tools in many technical HR areas, as well as in-house talent simulations and public programs, will equip your HR department with powerful new skills.

Human Capital Management: Workday and SAP

Moving to the cloud has never been easier. Mercer consultants can advise you on accelerating your Workday or SAP deployments, or implementing a new Workday solution. We can also offer up-to-the-minute advice on technology choices.

How Mercer Can Help

HR transformation isn’t a one-time event — it’s a journey. Let us help you:

  • Make your HR practice work for your business through HR effectiveness.
  • Build a stronger HR team through HR talent assessment and development.
  • Transition to a more efficient system with HR sourcing and technology.
  • Get more returns out of your human capital management investments through our advisory and implementation services for Workday and SAP.
  • Patch holes or completely revamp your HR technology.

Workforce and Careers Services and Products

HR Effectiveness

Mercer helps companies understand what HR work is performed where, the relative cost and effectiveness of HR priorities, and the degree of alignment with business objectives.

Mercer works with clients to implement new HR function capabilities and related HR transformation objectives.  Typical outcomes include, lower cost of operations, improved service levels, and additional capabilities such as Strategic HR Business Partners that work with the business units on mission critical objectives like talent selection and workforce planning.

HR Governance

Mercer helps HR organizations develop HR governance models to support their HR strategy as part of a broader HR transformation project or on a stand-alone basis.

We help clients make decisions and manage HR investments to optimize performance of the organization’s human capital assets, mitigate enterprise HR risk, align the function’s priorities with those of the business, enable HR executive decision making, and fulfill fiduciary and financial responsibilities.

HR Organization Design and Implementation

Mercer assists organizations with the design and implementation of new HR organizational structures aligned to business needs, the unique needs of the organization and industry best practices.

Our services include development of organizational structures across all of HR including service centers, HR Business Partners and Centers of Expertise. We provide benchmarking, sizing, cost modeling, staff deployment and change management for the HR function and the business.

HR Service Delivery Model

The definition of an effective HR service delivery model includes the development of an optimal HR infrastructure, HR sourcing strategy, and HR governance framework, aligned to support the business, people, and HR function strategies.

Mercer helps organizations design, build, and implement new HR service delivery models. This includes the organizations’ sourcing strategy, HR structure, and technology strategy. 

HR Shared Services

Mercer uses an evidenced-based, diagnostic approach to helping organizations develop the business case and identify the benefits of moving to shared services.

Our trusted methodologies are used to design and implement HR shared services including organization design, benchmarking, headcount sizing, technology enablement strategies, process redesign, training strategies, program and change management.

Human Capital Scan®

Mercer's Human Capital Scan® is an online tool that captures information on your client’s business strategy, human capital practices, and current and future workforce needs.

The HC Scan® can be used as a stand-alone instrument but more often is used in the context of a broader project and augmented by executive interviews.

Operations Scanner™

Operations Scanner™ is a measurement and diagnostic tool that captures critical and quantifiable insights into how HR operates day-to-day.

Insights include how effectively HR allocates resources – both labor and non-labor, how internal and external customers perceive HR’s performance, how to prioritize process redesign and new technology implementation, which service delivery models may be most beneficial to the organization, how changes, such as outsourcing, would affect HR and the broader organization Operations Scanner can also be used in non-HR related functions, such as sales, marketing, and finance.


Mercer is much more than a deployment partner. We understand the Workday maturity lifecycle from pre-deployment to ongoing Production Support as a Service (PSaaS).

Most Workday customers implement this solution using professional services partners, not through Workday themselves. Therefore, clients look to Mercer for support before, during and after their implementations. Mercer leverages its global consulting expertise to build the system with the employees, managers, and HR users in mind, enhancing workflow and role/responsibility clarity.

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