How to Set Up The HR Process of The Organization (Catalogue of Activities, Distribution Grid) - Sample

The setting-up of the company’s HR process allows making a distinction between the activities that are allocated to the HR-Department or, conversely, to the line. It also allows acquiring a global vision of the different steps followed by collaborators within the company, as well as clarifying the corporate culture in terms of HR management.

In practice as well as in the literature, two main trends can be identified:

• The HR Department as a services and advisory provider: It is the most up-to-date and demanding version of this department. It consists in advising and supporting the line in the management of the company’s personnel. The Chief HR Officer thus represents a true “business partner” for the company. He/She leads the company towards the setting-up of its strategy and business plan.

• The HR Department as a “supermarket” and logistical support to the line: The HR Department takes orders from the line and carries them out. It does not take part in the collaborators’ assessment phase nor does it provide advice on development issues. In other words, it works as of a back-office for the line.

In the first case, the HR Department serves as a vehicle of the company’s corporate culture. It is not rare that it is endowed with a veto right against decisions of the line that would stand in contradiction with this culture. The second version can mainly be found in large companies that are heavily centralized or that are organized along lines of products – as well as in very small structures in which the boss rules with unlimited power.

The definition of the HR process is mainly supported by the two following tools:

1. The catalogue of HR activities: The aim of this catalogue is to list up all the Human Resources management-related activities in the company. This step is a prerequisite to the distribution of the roles within the HR process.
2. The HR process’ competence grid: The aim of this grid is to allocate the HR process’ tasks to its diverse actors, independent of the importance given to the HR function.

You can read the full article on HR4free, our dedicated Human Resources Blog.