HR is in desperate need of a new business model. The combination of boomers retiring, Millennials expanding their presence in the workplace, intense competition for top talent, confusing and ...

2. HR Structures Should Be Broader Many organizations are doing more with fewer resources. The structure should be more broad where the teams are providing the same support but perhaps less ...

Stephanie Heathman and her team are at the forefront of a movement transforming HR from a back-office burden into a strategic, consultative engine powering business growth. SAN DIEGO, CA / ACCESS ...

Interpersonal skills (e.g., communication, inclusion) and technical HR expertise (e.g., recruiting) have long been strong suits for HR professionals and will continue to serve them well.

See Figure 1. Evolve the model, build capability Mercer’s study finds that more than two-thirds (68%) of high-performing HR functions have redesigned their HR structure within the last five years.

McLean & Company's research findings highlight that HR function structure is the foundation for enabling both HR and organizational strategies. Misaligned structures can lead to wasted resources ...

When Coca-Cola Refreshments business leaders or employees have a question about an employee relations issue, they simply pick up the phone and dial the company's centralized call center, which is ...

15Five’s Predictive Impact Model is an AI-powered data model that helps HR teams confidently build strategic action plans to maximize employee engagement with the confidence of precise ...