5HRF Formative Assessment HR Function models comparison in different Organizations


Write a short report with headings and subheadings

You are a consultant advising a variety of organisations on how to set up their HR function. One of the clients was at a business dinner recently and was boasting about having a cutting-edge shared services HR function in response to which one of your other clients stated that they had changed their business model to one that was more flexible and dynamic taking away daily admin tasks for HR.

Your client now wants you to write a brief report on how different models compare and the types of organisations where different models and ways in which HR can now be set up. Make reference to any associated costs and benefits as well as any real life case studies which can be used to illustrate your points

Please use a report format which is clear and tidy in around 1000 -1500 words and use Harvard Referencing.


Table of Contents

1.0 Introduction. 3

2.0 Different Models of HR function. 3

2.1 Traditional HR function Model 3

2.2 Ulrich’s Three-Legged Stool Best Practice Model 4

3.0 HR Function Varying in Different Organisation Types. 5

4.0 Conclusion and Recommendations. 7

4.1 Conclusion. 7

4.2 Reccomendations. 7

References. 9




Executive Summary

The association between a strategy, organisation structure, and HR is significantly crucial in recognizing the extent to which organisations are involved in the change process. This report has evaluated on how an organisation is used in structuring their HR services delivery. Different HR models can be adopted in modern organisations which include Ulrich’s three-legged stool model and the traditional HR structures, model. It is important to note that there lacks a one-size-fits-all model that can be used in all organisation as a best practice in modern organisations. Regarding recommendations, the clients can be recommended to ensure that the HR function are increasingly aligned with the HR service delivery. This would allow their HR function to be more closely aligned with their business practice. Also, to save on costs, they can capitalise on HR outsourcing strategy in HR services provision. This would nevertheless be dependent on the type of organisation of consideration.



1.0 Introduction

In the modern business environment, the HR practitioners are expected to appreciate how to be strategic in the management of the human resources in tandem with an entity intended for future direction. According to CIPD (2020), over the past two decades, the roles and the structure of the HR function in organisations has been an issue of debate, with some arguing that the process has gone through a transformation process. To affirm this, CIPD (2020) quoting Dave Ulrich’s noted that senior HR leaders must structure and restructure the delivery of their services to meet challenges of changing national and international business conditions. Taking this background into account, this report evaluates how different models compare in various types of organisations and best practices in setting up an HR function.

2.0 Different Models of HR function

According to CIPD (2020) research, HR function needs to be structured in a manner in which it is reflecting on a business area of operation and the expectations of business clients. There are nevertheless two dominant models of HR function, which include the traditional approaches and the three-legged stool model of business partners, shared services, and centers of expertise (Swift, 2012).

2.1 Traditional HR function Model

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