We help you create a People Function and depending on your size and maturity there are various options to the function that will align to your growth agenda. We operate the People Function as a commercial enabler making sure your people, your most valuable asset, align value to your business model.
An overview of different People Functions and Services gives you an understanding of your ‘as is’ and ‘to be’ with people. To set the scene, in 2011 Bersin by Deloitte released a model that defines four levels of HR function maturity. We work with CEOs or Founders to assist on building a HR model that aligns to growth and provides agility to he sets of services that enable success today and beyond and help bring the model below to life. Source: Bersin & Associates Research Bulletin, Vol 6, Issue 37, 2011
People Function Level 1: Compliance Driven HR Services
At the lowest level of maturity (Level 1), the “compliance-driven HR” organisation focuses primarily on fulfilling mandatory HR requirements. Leadership is often shared with an Operations or Finance role, and the philosophy concentrates on the local legal requirements concerning hiring and employment. These organisations have no documented HR strategy and few, if any, consistent talent processes. Instead, line managers assume many of the responsibilities for recruiting, managing and motivating employees.
People Function Level 2: Fundamental HR Services
At Level 2, a “fundamental HR services” group has an HR strategy focused on improving processes and creating HR depth. Core HR services are standardized and efficient. In addition, the organisation begins to focus on talent management services, such as recruiting, succession planning, training, development, compensation and workforce planning, with separate, automated systems for these processes.
People Function Level 3: Strategic HR
At Level 3, a “strategic HR” group is defined by its approach to business partnership. These organisations are focused on creating deep connections with the business goals, while maintaining an optimised HR group. This function includes more strategic talent management, as well as flexible frameworks for core HR functions that meet both legal and business needs. Some core HR services may be outsourced or automated, while strategic HR functions are improved. System integration and communication are critical to this level.
People Function Level 4: Business Integrated HR
At the highest level of maturity (Level 4), the “business-integrated” HR organisation helps to drive the business through workforce strategies and people data. Focused on optimising the workforce to meet business needs and offering insights that will inform business goals and directions. The HR leader is a strategic role, closely connected with business executives. HR systems are tightly linked and connected to business systems, enabling HR and business leaders to access the necessary people data to make decisions.
Source: Bersin & Associates Research Bulletin, Vol 6, Issue 37, 2011.