The Future of Your HR Operating Model

According to some political pundits, the current HR operating models are not fit for the future. This calls for re-evaluation of the Ulrich model that was introduced in the 1990s. This original modification was due to the changes in technology, and the need to demonstrate greater value for money was provided. After conducting research, the goal of the research was to spend more on HR Strategy and less on HR administration.

The HR Business Partner (BP) role was initially introduced to address some of these issues that were identified through this process. Even with the new introduction, there was still a need for balancing of the transactional workload. Training BPs is another challenge in human resources and matching expectations is a major part of this endeavor because only a third of BPs are excellent in all aspects of their jobs. The other third is only excellent with time and development, and the last third are not qualified for the position.

Why Companies Need a New HR Operating Model

HR records should be interconnected, and there should also be tools for recruitment, learning, payroll systems, successions planning, and compensation management. With these tools in place, it makes it easier to manage the human resources aspect of any employer. For instance, human resources may need to handle the talent, reward, learning, recruitment, and employee relations aspects of their business.

Part of the problem is that they are not spending enough money on delivering a good HR salary. Researchers are still working on the self-service tools, but there seems to be good prospects for this aspect of the HR tool package according to professors at the University of Southern California.

Pundits suggest that, now, is a good HR operating model. With over 50 percent of organizations of 5,000 employees or more and a new leadership team, HR services are more apt to be more organized. Even with more organization, the problem still lingers with HR ERP technology that has not yet been delivered. This has left many multi-million dollar transformation initiatives unfinished or being delivered late.

With new investments, there will be more HR services solutions that will make the global workforce more mobile. When workers are displaced with technology, there will be an economic impact of between $5 and $7 trillion dollars. When there is a high unemployment rate, there is more paperwork to organize and handle. HR services are more important when there is a greater demand for employment than for talent.

With HR units becoming more fragmented, there is a greater need for HR strategy, but there is a greater challenge to deliver it. Furthermore, there is a greater need for transformation of HR organizations with every new merger and acquisition.

Only Time Will Tell

HR has struggled with change management, and this has necessitated the need for HR transformation. Employees are learning new analytics skills and vendor management skills to improve HR management. When you determine how the changes will impact your organization in the future, your company will be more prepared. Challenge your employees to determine what future HR skills will be needed, and your company will be more disaster prepared.

Authored By: Rebecca Whiteside. Rebecca writes on behalf of HR Payroll Systems. Follow them on twitter and Google Plus