Self-Quiz
คุณกำลังทำงาน HR แบบใด
Operating Model
Traditional
HR designed
'Service delivery' efficiency
New
Iterative & real-time design of creative solutions
Focus
Low cost and scale
Real-time feedback, self services, and workforce segments
Duration
Take months/quarter to design. Rolled out as large change management programs
Run with regular roadmap updates and change agility; not big bang roll-outs
HR domains
Recruitment, learning, rewarding, etc.
Operate as interconnected silos
HR Biz Partner
Embeded but not fully empowered
HR programs driven by
User needs
Integrated whole, shared insights and working as cross-functional problems; not programs
Operate as lead consultant to the business
Talent Intelligence, data, analytics & insight
HR leadership focus
Multiple HR experience and industry practices
Measured by
Cost of service, employee experience, retention
Business alignment, systems thinking, transformation, external benchmarking
Driver of reinvention, transformation, reskilling, agility, productivity, business growth
Reference: JoshBersin, 2023