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HRHeadStart #84: HR Structures; Your "Hype Cycle"
The Talent Agenda
How should we organize the HR function? There’s a multitude of frameworks and models to look at. We could start with the classic Ulrich model of HR Business Partners, Centers of Expertise and HR Shared Services and move to various evolutions and adaptations of it. Is there a single model that is better than others? Probably not. The choice of the HR organization structure depends on the HR strategy - what HR is trying to help the business accomplish, what are the top focus areas and how it envisages delivering the required services.
Here’s a nice overview of various HR models from leading consulting firms like EY, Deloitte, McKinsey etc. and the article also presents some ideas about how best to structure the HR function.
The Gartner hype cycle represents a technology's lifecycle stages from conception to maturity and widespread adoption. Initially, when a new technology is introduced, there's huge excitement and high expectations. But soon after, disappointment sets in as the technology might not deliver on the promised expectations. Over time, as the kinks are worked out and people understand its actual uses and benefits, the technology becomes a mainstream trusted tool.
You can also use this to think about your own career. The trigger happens when you start a new role within the same organization or in a new place. The expectations are high, especially so if it’s a new organization. But whether you go uphill or downhill from the inflated expectations is very dependent on the actions you take. And instead of hitting the plateau of productivity over time, what can you do to trigger another wave of expectations?
Learning is not compulsory, but thriving depends on it.