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 ...

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.

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 ...

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 ...

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.

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 ...

That’s quite a mouthful. But what One Model essentially does is provide a toolkit for extracting, modeling and governing HR data as well as delivering that data to various applications and services.

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 ...