• eHR is about redefining the value that the human resources function creates in the

organization. It’s about transforming HR’s role from the process shepherd/administrator to
the talent consultant, provider of world-class solutions, and manager of supply networks.

• The story you see depicted here is not new--it's about reducing the amount of time HR

spends moving data around and increasing the time we spend consulting on real talent
issues that drive business results. We've all been telling this story for some time--but most
of us haven't moved far enough in this transformation. We're still stuck in the day-to-day
details of managing processes and transactions and trying to dig up the data we need to do
our jobs.

• What's different now is that eHR promises to drive this transformation in a real way--

beginning by reducing the administrative burden on HR, through a move to shared
services, automation of processes, and pushing capabilities out to end users (getting HR out
of the middle). The second stage of eHR's impact with regard to this redeifintion of HR's
value proposition comes in the form of better data, analytics, and tools for HR professionals
in their expanded role as talent consultants.

• Only by aggressively moving on both of these fronts can we hope to really make the

transformation in HR’s role and mission possible.