Human Resources Business Capability Model: A Comprehensive, industry-agnostic, multi-purpose Human Resources functional area business capability model. Our Human Resources business capability model spans all key areas of Human Resources and is a hierarchical decomposition of “What” HR does.
What do I get?
Human Resources Business Capability Model with ~175-180 capabilities
Word processing document
Capability Management in a Box
Looking for more? Try our Capability Management in a Box. Or rather in a Spreadsheet
Why do we need a Human Resources Business Capability Model?
The value of business capabilities is immense as they help bridge the gap between business and IT, help understand the essence of what a business does, and align development efforts to strategic priorities, which helps evolve and enhance capabilities.
Ideally, your firm should have a structured and well-defined enterprise business capability model, and Human Resources business capabilities should be an integral part of that enterprise model. And furthermore, for the capability model to the actionable, it should be decomposed to a slightly granular level of capabilities (Level 3 or 4).
One of the core functions of an enterprise is Human Resources. In today’s highly competitive market for rare talent, the HR capability has become ever more important. CIOPages Human Resources Business Capability map intends to capture the detailed view and a nuanced perspective of what HR does. It includes the nuts and bolts functional capabilities, as well as emerging and value-add functions/capabilities.
The Human Resources Business Capability Model will help provide a jumpstart to envision a future state, conduct gap analysis, identify capabilities which are needed/improved, and help focus efforts on capabilities that matter!
What’s is in Human Resources Business Capability Model?
HR Business Capability Model – Level 1
|HR Strategy and planning||Workforce Management||Compensation and Benefits Management||Recruitmentand Hiring|
|Talent Management||Learning and Development||People Relationship Management||HR Analytics and Reports|
The Human Resources Business Capability Model is decomposed to a minimum of two levels across the spectrum of HR Capabilities and many a time to levels three and four as well, depending on the granularity and modularity required.
The HR capability model is structurally sound, internally coherent and maintains principles of MECE (mutually exclusive and collectively exhaustive), for the most part.
Example Decomposition of a sliver of the Human Resources Business Capability Model
|HR Strategy and Planning Management|
|Compensation and Benefits|
|Recruitment and Hiring|
|Learning and Development|
|People Relationship Management|
|HR Analytics and Reporting|
|Compensation and Benefits|
|Pre-Qualification and Screening|
|Interviewing and Selection Management|
|People Relationship Management|
- As the Human Resources Business Capabilities Model is a digital product, there are absolutely NO Returns.
- Depending on your industry, the type of HR policies and practices you have, and the scope of your transformation, some of the Capabilities may not be relevant to you.
- If you are a consultant or a consulting company, there is a different pricing, license, and terms.
- Sold on an as-is basis and no warranties
- This sale does not include implementation help or support. If you need professional services assistance, please contact us.
- Please review our standard terms of service.
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Need Customization Help?
What are Business Capabilities?
Business capabilities are the foundational building blocks or Rosetta Stone for business and technology alignment. Business Capabilities describe “What” business does.
How should I use Human Resources Business Capability Model?
- Understanding the core essence of an enterprise and what it does.
- Alignment between business and technology with a common language
- Mapping to Applications/Services to understand the footprint and coverage
- Creating a gap analysis between current state and future state based on Capability Maturity
- Understanding business needs for IT enablement based on stable entities
- Conducting vendor analysis using capabilities to compare apples and apples
- Leveraging in M&A to compare capabilities and their maturity between two firms
But, our Company is unique – will it fit us?
Of course, every business is slightly different regarding some capabilities as well as how they work. However, while there may be divergence at the edges, there is a lot of convergence at the core between most firms. At the end of the day, you need to prospect, recruit, hire, pay, manage and grow your employees – the differences may be in the relative emphasis on the key value streams and absence or presence of specific capabilities and competencies based on your unique needs.
Last but not the least, we don’t expect our Human Resources Business Capability Model (or any other model in fact) to fit you 100%. We expect you to take this as a straw model, and a springboard to achieving the level customization and specificity you desire.
We offer professional services help to tailor the Human Resources or the Human Capital Management capability map to your needs and capture your firm’s unique essence. Contact Us for Advisory Service details
When should we buy a Human Resources Business Capability Model?
Anytime is a good time! However, there are always triggers which may necessitate a Capability Model.
- Strategic review and revamp of HR Strategy and Operations.
- Re-architecture or replacement of HR Systems
- Re-engineering of HR processes.
- HR capabilities as a part of an enterprise model
But, we have a Human Resources Business Capability Map already?
Well, in that case, either you can go with it, or if you require validation and cross-reference, you will still find our model valuable. After all, the price is less than the one-hour of time spent on the combined brain power assembled in the room.
What is my ROI?
The Value of Time Spent:
Typically, it takes a team of 4-5 to draft a Business Capability Model:
- Product Manager
- Business Architect
- Enterprise Architect
Human Resource Functional Experts – 2 or 3 to represent the broad spectrum of HR functional areas.
Now you can multiply the average hourly cost of the team and the hours spent on defining a HR capability map, and you’ll get the story.
In addition to the time spent and the associated costs of drafting routine Capabilities, you also have an opportunity cost.
By quickly adding/deleting/modifying the base set of HR Business Capabilities, it will allow you the luxury of spending the balance of your quality time in conceptualizing and crafting the unique and specific Capabilities, which capture the core essence of your company and its HR practices, principles and perspectives.
Of course, let’s not forget the “Day Job” each of the SMEs (subject matter experts) could be doing.
Instead of spending countless hours stretched across weeks or months, you can have a baseline of Capabilities in a couple of sittings. That helps you expedite and accelerate the transformation.