Why some HR projects fail?

If we want to speak clear­ly about suc­cess, we mean the inter­nal­iza­tion and blow­ing of the spir­it into HR Project and human resource sys­tems.
The suc­cess and fail­ure of human resources projects would be deter­mined by its two main pillars.

How to Lead HR Projects to Suceed

One is the con­struc­tion of the project and the pro­posed sys­tem and mod­el, which must have suf­fi­cient reli­a­bil­i­ty and cred­i­bil­i­ty. The oth­er is the matu­ri­ty lev­el, capa­bil­i­ty and matu­ri­ty of change executives.

Both the senior man­agers of the orga­ni­za­tion who are sup­posed to sup­port change and the human resources busi­ness part­ner of the com­pa­ny who are expect­ed to have suf­fi­cient knowl­edge and skills.
Enough depth of sub­ject mat­ter and sys­tem and mod­el required for be matu­ri­ty, as well as a accep­tance of crit­i­cism that does not lead to resentment

. If these two wings of change and the project of improve­ment (man­agers and human resources) speak to each oth­er with mutu­al respect and under­stand­able lan­guage, we can con­sid­er them mature.

This fea­ture is a pre­req­ui­site for the suc­cess of a human resource improve­ment project. In the absence of these two, we will either have a human resources unit that is tired of senior man­agers or we will face senior man­agers who com­plain about the lack of pro­fes­sion­al capac­i­ty and lack of knowl­edge of busi­ness in human resources.
If these min­i­mums are not avail­able, skip the human resource improve­ment project. Unless you are pre­pared to devel­op both sides of the aisle.

Relat­ed Matters:

Job duty descrip­tion or job Pro­file; Which one is more appropriate

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