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dc.contributor.authorNarayanan, Nina
dc.contributor.authorFerreira, Katrina
dc.date.accessioned2020-11-17T15:58:04Z
dc.date.available2020-11-17T15:58:04Z
dc.date.issued2019-11-01
dc.identifier.other16791159
dc.identifier.urihttps://hdl.handle.net/1813/74433
dc.description.abstract[Excerpt] The workplace is being shaped by many changes, including digitalization, globalization, demographic shifts, leadership transitions, and organizational redesign. Over the last 10 - 15 years, many large organizations have gone through a structural transformation of their HR function centering on the “three-legged stool model” which distributes HR work into three key groups: HR Business Partners, Centers of Excellence, and Shared Service Centers. This model initially allowed HR to become leaner, less administrative & more strategic, although the adoption and results of the model have been mixed. Inconsistent implementation of theorist recommendations, HR role changes over time, and the changing needs of organisations and how those needs might be fulfilled have signaled a need for further HR change. As the rapid growth and usage of technology has digitized service delivery and customer engagement in every business sector, the HR operating model will need continuous transformation.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: Copyright held by the authors.
dc.subjectHR
dc.subjecthuman resources
dc.subjecttechnology
dc.subjectHRBP
dc.subjectHRM
dc.subjectgeneralist
dc.subjectchange management
dc.subjectHRSS
dc.subjectHR shared services
dc.subjecttransformation
dc.subjectthree-legged stool
dc.subjectinnovation
dc.subjectemployee experience
dc.titleHow Does HR Need to Change its Operating Model to Align More to Changing Times?
dc.typearticle
dc.description.legacydownloadsHow_Does_HR_Need_to_Change_its_Operating_Model_to_Align_More_to_Changing_Times.pdf: 109 downloads, before Oct. 1, 2020.
local.authorAffiliationNarayanan, Nina: Cornell University
local.authorAffiliationFerreira, Katrina: Cornell University


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