Description of HR Model. What is it?

The HR Model describes the organization of Human Resources as it reaches the strategic goals. The HR Model is the complex description of the key HR Objectives, HR Capabilities, HR Processes and HR Standards.

The HR Model is a bridge between the HR Strategy and other key areas of HR Management like HR Processes and the HR Organizational Structure. The definition of the model is a key tool driving the responsibilities of HR Function in the organization.

Why is the HR Model important?

The HR Strategy is usually high-level. The HR 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.