Adapting another HR structure over developing a tailored structure:
- Creates reactive and misaligned HR functions.
- Contributes to confusion, delays, and wasted effort.
- Increases overhead expenses when the structure is too broad or complex.
A well-designed HR structure:
- Defines HR roles and accountabilities, decreasing duplication of effort and confusion.
- Increases overall HR effectiveness and improves delivery of services.
- Allows HR to focus on value-added work that pushes organizational performance.
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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Book NowModule 1: Discuss Design Principles and Capabilities
The Purpose
- Assess current-state implications and identify future state.
- Draft and discuss design principles and capabilities.
Key Benefits Achieved
- Reviewed and assessed the current state of the HR structure
- Vision for the future statement determined
- Identified the design principles and capabilities for the HR structure
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Review the assessments. |
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| 1.2 | Identify current-state implications. |
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| 1.3 | Determine future state. |
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| 1.4 | Draft design principles. |
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| 1.5 | Discuss the capability model. |
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Module 2: Design HR Operating Model
The Purpose
- Finalize capability heat map.
- Review centralization, decentralization, and sourcing.
Key Benefits Achieved
- A finalized HR capability heat map
- A finalized level of delivery centralization/ decentralization map (if applicable)
- Sourcing options defined
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Review and finalize capability heat map. |
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| 2.2 | Discuss centralization and decentralization. |
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| 2.3 | Determine and define sourcing options. |
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Module 3: Design HR Operating Model
The Purpose
- Review capabilities and design potential HR structures.
Key Benefits Achieved
HR operating model reviewed and two potential HR structures identified
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Review capabilities against design principles. |
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| 3.2 | Review HR operating models and build two potential HR structures. |
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Module 4: Design HR Work Units
The Purpose
Select and modify HR structure and discuss HR work units.
Key Benefits Achieved
- HR structure selected and modified if necessary
- Completed responsibility and accountability matrix
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Select final HR structure and modify, if necessary. |
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| 4.2 | Complete responsibility and accountability matrix. |
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| 4.3 | Discuss HR work units. |
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Module 5: Finalize Work Unit Structure
The Purpose
Finalize work unit structure and create high-level plan for next steps.
Key Benefits Achieved
- Finalized work units, and if time permitting, inclusion of work unit responsibilities
- Review future-state HR structure presentation template for completion (time permitting)
| Activities: | Outputs: | |
|---|---|---|
| 5.1 | Finalize HR work units. |
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| 5.2 | Complete work unit responsibilities. |
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| 5.3 | Start mandate statements, as time allows. |
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| 5.4 | Document high-level plan for next steps. |
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