The High-Impact HR Operating Model

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keyboard_arrow_downTitleAbstractKey TakeawaysFiguresFAQsFirst page of “The High-Impact HR Operating Model”PDF Icondownload

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Abstract

HR has a new mission. Here is the plan.

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Key takeawayssparkles

AI

  1. HR must transition from traditional service delivery models to the High-Impact HR Operating Model.
  2. 42% of global companies find HR operations impact on success to be 'weak'.
  3. Nearly 40% of variance in performance links to HR performance and people management skills.
  4. HR needs to evolve competencies in adaptability, agility, and analytical acumen for effectiveness.
  5. Communities of Expertise (CoE) replace outdated Centers of Excellence to enhance collaboration and business alignment.
Figures (3)arrow_back_ios
— Adapting the model to an organization follows six steps, Figure 4. By using a set of well-established tools and frameworks developed and applied across many complex enterprises around the globe, an HR organization can guide and accelerate its journey to achieving the High-Impact HR Operating Model. These form a powerful foundation upon which to build the transformation priorities, roadmap, and business case.
— Adapting the model to an organization follows six steps, Figure 4. By using a set of well-established tools and frameworks developed and applied across many complex enterprises around the globe, an HR organization can guide and accelerate its journey to achieving the High-Impact HR Operating Model. These form a powerful foundation upon which to build the transformation priorities, roadmap, and business case.
HR Operational Services includes three primary areas of responsibility, see Figure 6 below: For example, traditional HR shared services might include administering an Applicant Tracking System and generating offer letters as the only activities within the wide arena of Talent Acquisition. In the High-Impact HR Operating Model, HR Operational Services would deliver broader recruitment capabilities with specialist knowledge that might include sourcing, screening,
HR Operational Services includes three primary areas of responsibility, see Figure 6 below: For example, traditional HR shared services might include administering an Applicant Tracking System and generating offer letters as the only activities within the wide arena of Talent Acquisition. In the High-Impact HR Operating Model, HR Operational Services would deliver broader recruitment capabilities with specialist knowledge that might include sourcing, screening,
Copyright © 2014 Deloitte Development LLC. All rights reserved. Delivering operational services value in specialized areas HR Operational Services enables operating excellence by delivering efficiently and effectively across HR processes, with an emphasis on inquiry management, transactions, and specialized functional services. The addition of knowledge-based and specialized functional services to the traditional scope of a shared services model expands the opportunity for Business HR and Communities of Expertise to focus on delivering valuable impact to help drive business growth and performance.
Copyright © 2014 Deloitte Development LLC. All rights reserved. Delivering operational services value in specialized areas HR Operational Services enables operating excellence by delivering efficiently and effectively across HR processes, with an emphasis on inquiry management, transactions, and specialized functional services. The addition of knowledge-based and specialized functional services to the traditional scope of a shared services model expands the opportunity for Business HR and Communities of Expertise to focus on delivering valuable impact to help drive business growth and performance.
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FAQs

sparkles

AI

What explains the contradiction of HR's perceived weak impact despite ongoing transformations?add

The study finds that 42% of global companies view HR's impact as 'weak,' despite investments in HR transformation, indicating a gap between expectation and performance.

How does the High-Impact HR model differ from traditional HR delivery methods?add

The High-Impact HR model shifts from a focus on service delivery to fostering strategic talent capabilities, emphasizing coordination and community over silos and administration.

What evidence indicates that High-Impact HR leads to better organizational performance?add

Research shows companies adopting the High-Impact HR model achieve 30% greater stock returns and are twice as effective at recruiting top talent.

How can HR technology improve business engagement and decision-making?add

High-Impact HR utilizes advanced analytics technologies, which organizations at top maturity levels report enable a 2x improvement in leadership pipelines and enhanced talent mobility.

What roles do external business customers play in shaping HR strategies?add

External business customers significantly influence talent strategies; HR executives engaging directly in customer interactions reported translating insights into more effective talent programs.

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