HR Model

                             Figure 1 HR Model 

The HR model describes the organisation of Human Resources as it reaches the strategic goals.The HR Models is the complex description of the key HR objectives, HR capabilities HR Process and HR standards .

The HR Model brings the clarity to the HR Department. The HR Management Team designs the set of fundamental principles for the HR operations in the organization, divides high-level responsibilities, plans key HR Processes and assigns individual job roles into specific HR functions. This is the essential task to change the way how HR operates in the business. Managers and employees in HR cannot implement changes if they do not know the master plan. The HR Model acts as the masterplan for everyone in HR. It is also an excellent communication tool.

Figure 2 how changing and increasing  business needs impact HR models and Require human resources to make a dramatic shift in its scope,responsibilities ,competencies and behaviour

A good HR Model addresses following items:

• roles and responsibilities of Human Resources in the organization;
• accountabilities of HR functions;
• key HR functions roles (e.g., Compensation and Benefits, Training and Development);
• key HR Processes;
• job roles required in Human Resources to run critical processes;
• main principles to set the HR Organizational Structure;
• job profiles and job descriptions of essential HR Roles;
• driving principles for the HR Process Management, HR Measurement, and HR Analytics.

It always starts with the basic set-up of the HR Management function and how Human Resources will interact with internal and external clients. Nowadays, most companies implement the model of the HR Front Office, HR Back Office and HR Centers of Excellence. It is a difficult HR Model, but no one invented anything better than this. This organizational set-up requires a detailed model because the organization of processes and employees around the model is crucial. Otherwise, the chaos reigns the HR Department.

Why is the HR Model important?

The HR Strategy is usually high-level. The Strategy does not solve the issue of the HR Process ownership. The strategy defines the strategic role of HR in the organization and initiatives to be done within the frame of several years.

The HR Model is the best decision tool for the ownership of the new HR Processes. Additionally, it helps to identify gaps in the HR Organizational Structure and the skills and competencies of HR employees.

The model makes the management of HR function run smoothly. It is crucial for the employees as they can orientate in HR Processes quickly and they can easily identify the process owner in case of questions and uncertainty.

The HR Model brings the improvement into the decision-making process in HR. The decision lines are clear, and managers are not asked to approve the regular requests. They act as the approvers for the exceptional cases.

What are the outcomes of the HR Model?

The main outcome of the HR Model is the clear principle for the design and setting of the HR Roles and Responsibilities and assignment of the different HR Projects into different units in HR.

The model definition is not easy, but it saves many conflicts in the future. The HR Model helps to build a stronger and more competitive HR Function in the organization.

The model clearly defines the strategic HR Processes and strategic HR Areas, which have to be developed further to build a strong and competitive position on the market.

Additionally, it helps to identify the full responsibility for the administrative HR processes. The employees are sure about their goals and the main drivers for their success in HR.

HR Model Design

 The HR Model can be drawn within few minutes in one office, but the people will just find “This is will not work”, the HR Manager should motivate them to find “We will make the HR Model living”.

The design of the HR Model has to be moderated process as the results has a guaranteed quality and it meets the requirements of the HR Management Team. The employees are free to bring their ideas, but they should them bring them at the right moment and then they have to be forced to labor them into details.

The HR Model is not about the details of the HR Processes, HR Responsibilities and HR Jobs, but the HR Management Team should be able to divide them on the basis of the HR Model. The HR Model defines the role and operation of Human Resources and the employees should be forced to have this idea, when they brainstorm and design.

The process of the design of the HR Model is about the following steps:

1. Meet the internal clients and find out their expectations from HR
2. Turn the expectations into a clear requirement from HR Team
3. Leave HR Employees to brainstorm in 4 main areas – HR Jobs, HR Roles and Responsibilities, HR Processes and HR Clients
4. Ask HR Employees to prepare the HR SWOT Analysis for the implementation of the new HR Model
5. Set the implementation team
6. Monitor the progress of the implementation

The HR Employees are smart and they are able to manage most implementation issues on their own, but they would like to report their progress and the HR Model is extremely important issue and the HR Management should monitor the progress regularly.

HR Model Benifits 

The HR Model can be used for the evaluation of the current HR Processes, it helps to abandon the processes, which are not needed and they are run just because “it worked this way so far” and it helps to adjust employees to the new HR Roles.

The HR Model does not have to be sophisticated, the HR Model help to the HR Management team to set new HR Roles and Responsibilities as they are clearly visible and the organization of Human Resources keeps the internal and external logics.

The HR Model does not manage Human Resources. HR Model helps to the HR Management to keep consistent decisions about the proper setting of HR Processes and to allow employees to understand their own power to decide. The HR Model can be designed quickly, when the HR Management keeps its focus on it and it can save a lot of the effort in the future, when the decision about the new process, new responsibilities have to be made.

The HR Model should be a part of every larger HR Organization as it explains quickly and easily, how the department is structured and the HR Roles and Responsibilities are clear enough for the new

 

         Figure 3 HR Model high level Overview 

 Conclusion

The HR Models helps to set the HR Responsibilities , HR roles and HR jobs profile correctly .The HR Model does not help to improve the job of human Resources on its own , it is a good tool for making adjustments and changing the organisation structure of HR.So that It is very important to identify the HR model .

References

Figure 1 https://www.google.com/searchclient=opera&q=human+resources&sourceid=opera&ie=UTF-8&oe=UTF-8

Figure 2 https://www.google.com/search?client=opera&q=human+resources&sourceid=opera&ie=UTF-8&oe=UTF-8

HRM Hand book (c) 2021-2 https://hrmhandbook.com/hro/model/

Written by Srimali