Jon's 'Different Slant' article suggests modern HR organisation designs will increasingly involve a mix of traditional functions, horizontal (process, project, product, agile) teams, communities and networks, as well as melds of these.
Jon has outlined these models in a bit more depth in Linkedin, and you may like to check out those posts there as well:
Beyond the Ulrich Model - Transformation of HR in the New People Centric Organisation.
Updating the Ulrich (conceptual/outcomes) Model - part 1
Updating the Ulrich (conceptual/outcomes) Model - part 2
Updating the Ulrich (physical/activities) Model
The Melded Network HR Model (HR Magazine Different Slant)
Functions in the New Melded Network HR Model
Strategic HR Review
Building Better HR Departments is
Strategic HR Review, Vol. 15 Iss: 3,
pp.129 - 136
The paper is researched and written by:
Jon Ingham (Strategic Dynamics Consultancy Services Ltd, Bracknell, UK)
Dave Ulrich (RBL Group, Provo, Utah, USA and Ross School of Business, University of Michigan, USA)
Jon Ingham on building better HR
One of the benefits of speaking at conferences around the world is that I frequently bump into Dave Ulrich speaking too, e.g in Australia last year, at the Art of HR conference in Croatia before and on our tour of South America the year before that etc. In one of our chats Dave suggested we do some writing together and this is the result - an article on building better HR functions published in the Strategic HR review.
For businesses to receive full value from HR, it is very important to upgrade the quality of HR professionals. It is even more important to upgrade HR departments. Our paper suggests how this can be done, offering senior HR leaders a roadmap for improving their HR departments
Our paper is based on our accumulated experience and provides answers to four questions on building a better human resources (HR) department: why?, who?, what? and how?
We demonstrate how better HR departments create better organizations and will often do this by enabling better relationships between the people working in them. Developing the right relationships is also an increasingly important part of creating an effective HR organization.