Each modern HRM organization implements at least the basic building blocks defined by the HR Roles model defined by Mr. Ulrich. The most common answer from the organizational point of view was the dividing of HRM Function to main three big blocks:
- HR Front Office
- HR Back Office
- HR Centers of Excellence
The key success factor for the implementation of such a HR Organizational Scheme is a clear definition of Roles and Responsibilities of each of the new units. The employees have to get used to much more complicated and complex communication channels among them.
None of the new HR Function can fail in its role and responsibilities and they have to be able to cooperate smoothly, which can be a huge issue in the beginning of the implementation.
The responsibilities must be set as the each of the main HR organizational units can reach its own goals. The HR Front Office has to start acting as the partner to the line management, looking for the solutions in the existing processes and procedures without interacting with the HR Centers of Excellence.
The HR Centers of Excellence have to respect the HR Front Office as the main point of contact for the line management. The HR Centers of Excellence have to follow the internal communication rules as it can happen the line management will stop communicating with the HR Front Office as they will feel the HR Business Partners as a redundant step in the process.
The HR Back Office has to become a flexible and important part of the HRM Function. The HR Back Office has to become an independent part of the organization able to implement processes and procedures defined by the HR Centers of Excellence and able to implement “exceptions” and adjustments required by the HR Front Office.