HR Delivery Models of the Future
Understand what matters when redesigning HR.
- HR executives struggle to find the right delivery model, and often view the three-prong model as an end goal.
- This delivery model often fails to realize desired results; while in some cases it was not implemented properly, at times it is not the right model in the first place.
- Organizations have unique operating environments and strategies, but have focused on adopting universal HR delivery models.
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Our Advice
Critical Insight
- The design of HR’s service delivery is critical to successfully executing strategic initiatives and is a source of competitive advantage.
- HR’s delivery model should be designed to support broader organizational goals and mimic organizational design.
- Deciding where data analytics fits into a delivery model is a critical step in moving to evidence-based HR.
Impact and Result
- There is no single HR model – HR’s delivery model should be designed to the organization.
- There are four factors impacting the design of HR’s delivery model:
- Aligning HR’s delivery model to support organizational goals and complement the broader organizational design.
- Clearly defining HR’s purpose to maximize its contributions to the organization.
- Establishing the degree of agility required to quickly adapt and respond to changes within the operating environment.
- Ensuring efficient delivery of services through automation, digital services, and focusing on employee experiences.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Contributors
- Bill Middleton, HR Director, LeasePlan USA
- Borge Obel, Professor, Aarhus University
- Dr. Christopher G. Worley, Senior Research Scientist, University of Southern California
- Dave Ulrich, Professor and Author, Ross School of Business, University of Michigan
- David Holmes, VP & Senior HR Partner, Manulife Financial
- Dr. David Weiss, Author, Strategist, Consultant, Educator, President and CEO of Weiss International Ltd.
- Dr. Elaine Farndale, Associate Professor, School of Labor and Employment Relations at the Pennsylvania State University
- John Boudreau, Professor and Research Director, University of Southern California
- Lucy Adams, CEO, Disruptive HR Agency
- Michel Hebert, Senior Manager, Research, Info-Tech Research Group
- Michele DiMartino, Senior Consultant, KatesKesler Organization Consulting
- Mona Najib, HR Director, LeasePlan USA
- Dr. Paul Sparrow, Professor, Lancaster University Management School
Organizational Design Guide
Implement Organizational Design
Redesign the HR Structure
Redesign the Structure of HR Functions
Design and Prepare for HR Shared Services
Determine the Right HR Outsourcing Solution
Reconceptualize Job Descriptions
Optimize Span of Control