Remember the saying, “culture eats strategy for breakfast” by Drucker and Fields? Clever? Yes. But once you consider the role an operating model plays on behalf of strategy and culture, you quickly realize that neither breakfast nor lunch (culture nor strategy) matter without “a well functioning body” – which is essentially akin to an operating model (OM).
For 15-20 years, the dominant OM for HR has been based on Ulrich’s Three-Box model. As an OM, it has served the purpose of helping HR to focus on adding value to the business and working more strategically. However, significant shortcomings of the OM to this day involve:
- Power struggles and stratification of the three boxes
- Fragmenting the HR value stream which drives complication and expense
- HR being more focused on itself rather than securing the delivery of people, products, and services that matter
Many changes and innovations have occurred in the HR field during this time including:
- The need to retain a keen focus on the end-to-end dynamic employee experience
- The rise of HR analytics, digitalization and AI
- The criticality of employee self-service coupled with improved information pushed to line leaders, which changes who and where real HR work gets done
However, HR remains a cost center under commercial pressures whilst struggling to stay relevant and responsive. What’s HR to do…?
Introducing the Employee Life Cycle OM for HR based on the end-to-end employee experience. This modern, norm-busting OM directly aligns HR to its core purpose while driving efficiency, effectiveness, and the fungible use of HR resources with a keen focus to deliver just what the business and colleagues need and nothing more.
Join Mark LaScola, Managing Principal, and Peter Turgoose, Senior Consultant, both from ON THE MARK, for a webinar that unveils the Employee Life Cycle Operating Model for HR on January 22. They will tell the story behind the development and implementation of the Employee Life Cycle OM and cover:
- The drivers and impetus behind the development of the OM
- The Employee Life Cycle OM, its description, and how it works
- The benefits of using this approach and methodology
- How the Employee Life Cycle OM naturally mirrors the business as well as colleague needs and priorities
- Drives outside-in thinking/doing, liberates HR to work together to deliver relevant business needs.
- Drives agility, fungible HR resources, and the broadening of skill sets of those HR professionals working within it.