Change the organizational structure and remove transactional work

The HR Business Partnering Model is about the change of the HR Organizational Structure and removing the transactional work out of Human Resources. To remove the transactional work is a real challenge. The removing of the transactional work usually needs a fair co-operation with IT.

The change of the HR organizational structure is about bringing new logics in the work of Human Resources. The employees have to be clearly allocated to the right functions as HR Front Office, HR Back Office and HR Centers of Excellence. The change of HR Structure has to be closely followed by the change of the communication rules as the new functions and new roles can be setup quickly.

The change of the organizational structure has to be done carefully as the employees will be worried. Their role will change and they can be made redundant, when they do not meet the criteria.

The removing of the transactional work can be less painful. The remove can be done internally in Human Resources as the specialized HR Function takes the transactional part of the job fully and it can use fewer employees, who are highly skilled in the administrative part of the HR job.

The other way is the introduction of the self-service portal as the HRIS solution, which can significantly increase the costs of Human Resources for some time. The HRIS solution decreases the transactional job in HR significantly as the employees can do the job on their own, when it is needed. The HRIS solution looks extremely attractive, but the employees lose the connection to Human Resources, which is also a risk.

The HR Business Partnering concept usually does not need more employees, but the job has to be divided differently as the employees are utilized fully in the area of their expertise.