3 Popular and Effective Ways to Structure Your HR Team

Every HR team’s job is to ensure the wellbeing of the employees’ performance. Specifically, the goal of an HR department is to hire and fire people, to make sure that the employees are receiving their promised compensation and benefits, and to define, monitor, and report the employees’ work.

The purpose of every HR team is to maximize the productivity of the company by constantly optimizing the efficiency of all employees.

Therefore, as an employer, manager, or CEO, the best way to keep the company’s profitability and performance high is to employ an amazing HR team that’ll keep your employees happy and productive.

Well, in today’s post, we’re providing several insightful tips and tricks to organize your HR team properly, all according to three popular and extremely effective structure models.

The Matrix Model

 The matrix model works best for the type of employees that are used to report and communicate through more channels or to more leaders. This type of structure allows your employees to focus on their own growth and progress and to work on various tasks set by different managers.

The matrix promotes transparency and communication between the employees from different teams and mid-level managers. This way the team members will have more autonomy and a bigger company will be much easier to manage. Of course, this structure is not one size to fit them all, but it comes with several advantages:

  • Great communication between employees, teams, and managers
  • Easier coordination of the resources
  • Promotes specialist’s development
  • Encourages a flexible usage of the HR department

The HR Business Partner Model (HR BP)

 This HR business partner model encourages strategic delivery of complicated solutions for the company’s employees, solutions that come from experts in the field. Therefore, this model implies hiring exceptionally skilled HR managers that are not just great in their field, but they can also adapt to different sectors and environments.

The model is focusing on mainly four objectives:

  1. The financial performance of the company
  2. The strategy of the company
  3. The change management
  4. The consistent improvement of the business performance

Here are some of the characteristics of this system, and here’s how it can potentially skyrocket your business performance:

  • The HR Business Partner model focuses on solving the company’s needs by employing professional and effective strategies of implementation.
  • It ensures that the actions taken by the employees are properly aligned with the company’s needs, expectations, and goals.
  • It is an HR strategy that involves a lot of trust and fruitful internal relationships.
  • Even though this approach is based on goals, it encourages proactive thinking and out-of-the-box problem-solving. The main purpose, as mentioned above, is to increase the team’s performance and ultimately the company’s wellbeing.

This HR system is arguably the best model that’ll help medium-sized to big-sized companies manage their challenges, setbacks, and productivity levels.

The Shared Service Model

 John Carr, HR manager at Essays.ScholarAdvisor, defines the shared service model as “A way of organizing the company’s activities within a wider HR operating model. Generally, the term refers to the prioritization of HR assignments and activities into a shared, centralized and often shared functioned.”

Even simpler, more a central HR unit is used to store and manage all the operations, while more parties get shared access to it.

There are more activities that can be covered in the shared service model, some of the most important being

  • The professional support given by employees to customers in the form of solutions, advice, and insights
  • Administrative tasks

Here are the main reasons why many successful companies are currently adopting this model:

  • Improves the quality of the results – the team is encouraged to be more consistent, strategic, and accurate accomplishments and it is responsible for offering quality customer support that’ll improve the brand’s reputation.
  • Cost reduction – if the administrative HR activities are performed in a centralized unit, companies can reduce the number of employees and the accommodation charges.
  • Flexibility – this model can immediately improve their flexibility, therefore creating a higher quality service.

 Conclusion

 There is no such thing as the perfect HR model. Every advantage and disadvantage is debatable and subjective because every company’s needs and expectations are different. Analyze the pros and cons well and make your decision.

You can even ask your team’s opinion about these structures to see how they react when you first introduce them. Of course, it’s not your job to please everyone’s needs, so focus on the majority and try to make the rest focus on the bright side of this change.

To get some more tips on how to structure HR team please contact the manager at https://essays.scholaradvisor.com/ website.

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