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.
What is an 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.
How is an HR Capability different than an HR Process?
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.
What are the best practices on how to build an HR Business Capability Model?
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?
- Don’t do it for the HR team, do it with them. The HR functional expertise is an important ingredient, as also the fact that the HR team has to use the HR capability model in their day-to-day work.
- Model for tomorrow, not today. It is important to incorporate forward-looking capabilities into the HR capability model.
- Go granular as at the highest level, the information is interesting but necessarily practical in key use cases.
What are the typical use cases of when and how we should use an HR Capability Map?
There are several valid and viable business and technology use cases for leveraging an HR business capability model.
- Align your HR team and the IT team with a common language.
- Assigning HR capabilities to the corporate strategic pillars provides a direct linkage to deign HR priorities based on corporate strategy.
- Use the HR business capability modeling output as an input into current state analysis and transformation planning.
- Use the HR capabilities to express your product/platform roadmap.
- Associate HR value streams and processes to capabilities to generate a multi-dimensional picture, which in turn can help in employee experience optimization.
- The HR capability map can be used as a basis to conduct vendor evaluation.
- HR capabilities can agglomerate to form clusters of HR services, which can influence and shape the IT services model.
Do we need to start from scratch or can we purchase a pre-built 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.