By: Ciopages Staff Writer
Updated on: Nov 02, 2021
HR Business Capability Model is an essential tool in transforming the Human Resources function in the digital age. A map of HR capabilities can be the foundation of the process to identify the desired state of HR function and align them to business capabilities. Here is a basic overview to get you started along with a link to pre-built HR Business Capability Model.
As with any other business capability maps, an HR business capability model is a logical decomposition of HR function into deeper levels of granularity. The goal is to capture the essence of what HR does at an atomic building block level.
A process is how things get done. A business capability, on the other hand, is what it does. The distinction is subtle, but yet very important. For example, Recruitment Management is a capability whereas “Campus recruiting” is a process that supports one aspect of overall recruitment management.
Processes are important, but as they are more ephemeral, it is important to focus on the capabilities at a foundational level. Then for experience optimization, the “flow type” entities such as Value Streams and Processes come into play.
While a detailed tutorial on how to build an HR business capability model is outside the scope of this article, here are a few good resources, and a couple of suggestions:
To learn about how to build an HR Capability Map or any map in general, please review Capstera’s tutorial.
A few suggestions on how to build a Human Resources Business Capability Model?
There are several valid and viable business and technology use cases for leveraging an HR business capability model.
We are glad you asked. Indeed, CIOPages.com offers a ready-to-use, pre-built HR Capability Model for sale.
The HR business capability model can be used as a straw model/starting point and enterprises can modify and customize the model to their unique needs.
If you need help in customizing the model to your company, please contact CIOPages.com advisory services.
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