Ultimately the teams that form the structure of your HR department will be determined by the business needs of your company. So for instance, one person or team focuses on training and development, another on issues that involve monetary transactions (salaries, compensation, benefits and so on), and another that deals with compliance and employee and labor relations. Regardless of the size of your organization, at a very basic level, the most effective way of organizing the structure of an HR team is to have individuals (or teams) that each specialize on key human resource functions. Structure of HR departments depend on the size of your organization, your industry and the speed of change within your industry, and whether or not the responsibilities of HR are sourced internally or externally. These changes mean that HR departments play a more strategic role within an organization, and that manager and director-level HR roles are interacting with the CEO, CFO or COO of the company. This evolution has seen the creation of new positions like Chief Diversity Officer (CDO), Chief Human Resources Officer (CHRO), and changes in who the Vice President of HR or CHRO reports to. Responses also indicated that HR is taking sole responsibility for major policy decisions. According to a report produced by the Cranfield Network on International Human Resource Management in collaboration with SHRM called Human Resources Management Policies and Practices in the United States, 70 percent of responding organizations said HR has a place on the board of directors, and 66 percent reported having a written HR management strategy. The HR organization and HR departments are evolving from administrative departments that lead the transactional HR activities of record-keeping, payroll and employee benefits administration into teams led by C-level executives and directors who report to C-suite. What Does an HR Organization and Team Structure Look Like?
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