By: Ciopages Staff Writer
Updated on: Aug 13, 2022
Human resources functional model is a detailed decomposition and a grouping of all the key functions of a best-in-class HR department. The HR functional decomposition, also known as HR capability model, is a tool that allows HR leaders to understand the big picture as well as drill down into a specific area for underlying capabilities.
The human resources functional model is a logical grouping of key functions layered into ever-increasing levels of granularity. For example, it is easy to fathom “Employee Benefits Management” is one of the core HR capabilities. However, going deeper will provide a perspective about “Retiree Communications” as a key cost driver given the numerous calls, and support cases which result from lack of communication.
A detailed Human Resources Functional Model helps in mapping resources to all key functions and assigning the responsibilities based on a cluster of related capabilities. The advantage of a detailed list of HR functions will allow the leadership not to miss functions because they are not the top of mind.
Furthermore, having clear guidelines on who owns what reduces ambiguity, conflict, and things falling off between the cracks.
Today, the two major macro factors – the digital revolution and the entry of millions of millennials into the workforce – have been responsible for rethinking the HR operating model and reinventing how HR needs to deliver on the overall experience and expectations.
A full-fledged list of HR functions can help in developing an integrated and holistic view of the human resources function and envision the future state of the various capabilities in a cohesive roadmap.
The HRIS/HRMS/HCM software suites are comprehensive in the range of modules and the coverage of features and functionality. The traditional requirements gathering is often at too high a level or in the weeds and hence mapping it to the features of a well-structured HR Software System is not a fruitful exercise. Instead, an integrated list of detailed HR capabilities will help in understanding the coverage and gaps rather easily.
When a CHRO faces a question of why does HR function that a lot, a detailed list of HR functions with the breakdown and assignment of expenses to granular services and capabilities will shed light on the true footprint, cost structure, and value. The granular costing of HR services will be a way to calibrate the spend and perform a cost-benefit analysis.
Generally, in most companies, the business and technology teams speak a different language and are not on the same page when it comes to technology enablement of HR capabilities. A holistic list of granular HR functions allows the business and technology teams to be on the same page.
The alignment of business and technology around a common language – the capabilities – is a key value proposition of business architecture.
The HR functional decomposition also allows for the HR leadership to plan and execute competence development programs for staff. For example, while all of the employees in the broader human resources world are deemed as “HR staff,” there is a wide variety of skills and competencies required based on the specific role. For example, a recruiter’s competencies are different than a benefits administrator, and so are the skill needs for a leadership development manager or a compensation benchmarking person.
How else will you use a human resources functional model in your company? Please share your thoughts.
Individual License: Where we offer an individual license, you can use the deliverable for personal use. You pay only once for using the deliverable forever. You are entitled any new updates within 12 months.
Enterprise License: If you are representing a company, irrespective of size, and intend to use the deliverables as a part of your enterprise transformation, the enterprise license is applicable in your situation. You pay only once for using the deliverable forever. You are entitled any new updates within 12 months.
Consultancy License: A consulting or professional services or IT services company that intends to use the deliverables for their client work need to pay the consultancy license fee. You pay only once for using the deliverable forever. You are entitled any new updates within 12 months.
We are sorry, but we cannot send or show sample deliverables. There are two reasons: A) The deliverables are our intellectual property, and we cannot share the same. B) While you may be a genuine buyer, our experience in the past has not been great with too many browsers and not many buyers. We believe the depth of the information in the product description and the snippets we provide are sufficient to understand the scope and quality of our products.
We process each transaction manually and hence, processing a deliverable may take anywhere from a few minutes to up to a day. The reason is to ensure appropriate licensing and also validating the deliverables.
Your best bet is to log in to the portal and download the products from the included links. The links do not expire.
Yes. You can only download the products three times. We believe that is sufficient for any genuine usage situation. Of course, once you download, you can save electronic copies to your computer or a cloud drive.
You can share the deliverables within a company for proper use. You cannot share the deliverables outside your company. Selling or giving away free is prohibited, as well.
Not generally. Compared to our professional services fee, the price of our products is a fraction of what we charge for custom work. Hence, our business model does not support pre-sales support.
Yes, for a separate fee. You can hire our consultants for remote help and in some cases for onsite assistance. Please Contact Us.