Managing people

The world of work is changing. Outsourcing. International mobility. Talent shortages. New labour laws. Globalisation. Shifting demographics. An ageing workforce. Where, how, and for whom, people work is, in turn, transforming company structures and cultures. Over the next decade, the convergence of dominant business, demographic, and social trends will only accelerate the changes sweeping through today’s workplace.

The human resource (HR) function is also changing—and HR leaders are under more pressure than ever to demonstrate results from their workforce practices and policies. Business leaders recognise the link between business performance and the people within their organisation. And they understand that people-related issues need to be at the heart of the boardroom agenda. As a consequence, HR managers are being encouraged to implement people strategies that support the organisation’s business objectives and increase accountability and transparency around people management and reporting.

The bottom line: HR is increasingly seen as a strategic linchpin—one that needs to work closely with operations, finance, and other corporate departments to help drive business strategy and success.

PwC research into the future of the workplace has helped shape innovative people strategies within many of the world's major organisations. Our HR services focus on three core issues: international mobility, reward, and HR management. These services are delivered by our global network of 6,000 dedicated HR professionals whose members have with deep functional skills in tax, benefits, retirement, compensation, financial planning, international assignment, equity, and compliance matters.

Every day, we work with organisations of every size and in many different industries to meet a wide range of HR challenges, including:

  • Attracting, motivating, and retaining employees
  • HR benchmarking and measurement
  • Employee benefits and compensation programs including pensions
  • Executive compensation and HR governance
  • Global work force mobility and expatriate planning
  • Transaction-related human resource issues
  • HR function effectiveness and service delivery