Human resources play a crucial role in the organization because they provide several services such as employee benefits, processing of payroll and career advice. These services must be used to enlarge the workforce to attain the desired goals. The report will focus on contemporary issues in HR delivery by taking the company of Facebook which is well known company of social sites and the factors which will be helpful to shape the HR structure in the content of delivering services will be discussing in this report. It is the company which has been founded in 2004 for the purpose to connect the people together. Along with that influence of the implementation on the entity and the recommendations will be demonstrating in this report.
There are numerous factors which may influence on the structure of HR delivery services. Contemporary business environments carry innovative challenges which may influence various aspects of management involving human resource management. The main objectives of HR is to recruit the right people at right place at right time and provide the effective workplace without any disputes in which employees can stay at longer. These challenges can be come in the organization in the form of globalization, legal amendments, changing in the expectations of the employee and technological development. These are the factors which directly or indirectly influence the structure of HR (Waddell, Creed, Cummings and Worley, 2013). Facebook is the big company of social networking website. The vision statement of the company is “people use Facebook to remain connected with families and world and to explore that what is going around the world.” the vision statement of Facebook involving global market, tool for discovery and self-expression and facilitation of communications among friends and family. The mission of the Facebook is to connect more people with this networking websites and make the world more open and bonded. To achieve the growth, Facebook need to be more attentive and build HR delivery structure in the effective way. There are several factors which might shape the HR delivery structure efficiently and these factors are describing below:
It is a factor which defines the great importance of HR model and ensures that one vendor can manage all requirements of payroll and provides the usual integration to the technology of HR. it is the factor which may shape the HR delivery structure in the improvement of operational costs, contacts with vendor and compliance needs (Grant, 2014).
Facebook is well developed social networking site with having trust of number of people. To maintain the trust, Facebook need to focus on improvement as per technology change. Transactional human resource outsourcing will turn into broad spread since the HR platforms of standardized cloud have become friendlier outsourcing with fast deployment for the purpose to improve the global process standards (Barash, Ducheneaut, Isaacs and Bellotti, 2010).
It is the factor which will be helpful for the Facebook to bring the change in the structure of HR service delivery model. It is the application of services which can be utilized to plan and executes the new technology architecture. It will include the testing, data migration, system upgrades, configuration changes and system administration.
It would be the central for Facebook to the execution of HR service delivery model and it becomes a essential service provider by the vendor of outsourced services who can utilize their platform knowledge and the best practices of global to provide the correct information as per required analytical (Delaney and Huselid, 2011).
There are majorly two types of model traditional model and Ulrich’s three legged stool model. Traditional model is helpful model which revolves around a dominant team that is able in providing to key services and handles the requirement of the employee. Ulrish’s three legged stool model contains HR centers of expertise and HR partners.
It is the model which is being used in SMEs where the range of staff is required in versatile form to handle the typical tasks in effective manner. It is the model which has the nature of standardized in the organization so as to save the cost and enhance the level of the services.
Figure 1: Traditional structure
Source: (Rutter, et. al., 2017).
It is the traditional structure which shows that CEO of the company is only one person who has the authority to take the decision of the company. Mark Zuckerberg is the CEO of the Facebook there are wide team who perform under the guidance and information of CEO. It is vital for the HR manager of the company to make the good environment to develop the good strategy for the company and take care of those impacts which may have bad influence on the company’s image. The responsibilities of HR manager is to create good staff, develop and create better work environment and get feedback from the employees of the company and make possible changes as per requirements (Plutchi and Conte, 2011).
Figure 2: line staff liability of HR manager
Source: (Pollack, 2015).
It is a model which is created by David Ulrich and it is based on the four roles of HR that is strategic partner, change agent, employee champion and admin expert. It is the model which has been accepted by many companies to overtake the traditional model of HR which is populated by the generalists.
Figure 3: Ulrich model of HR roles
Source: (Sparrow, 2014).
As per the model of Ulrich, HR roles is comprised with Strategic partner, change agent, administrator expertise and employee champion. These are the roles which is necessary for the daily operations. A strategic partnership is a relation between two commercial entities. For instance, Facebook acquired Watsapp in its own organization so it is required for the HR team of Facebook to handle the day to day activities in an efficient manner. Change agent refers the innovation in the organization (Shaw, 2017). The role of HR is not limited up to hire or recruitment, they need to go beyond these limitations and have to perform as administrative expert. Employee champion is important for enhancing the mental health at workplace.
HR business partners: HR business partners are liable for deciding objectives of business with employee and management of the units of business. It is the position which has been served for resolving the issues of HR. it is the one of the important legged stool of which act as an employee champion and change agent (Youndt, Snell, Dean and Lepak, 2012). It is the group which makes agenda for HR and work closely with the seniors of the Facebook Company.
Shared services: it is the group of the standardized which is able to handle the day to day operation efficiently. HR responsible to hire, recruit and providing training and development courses to the employees of the Face book so that they can get prior knowledge about the concept of the organization. The advantage of this service is to improve quality, lesser consumptions, satisfaction of employees and explore new ideas for innovation (Bamberger, Biron and Meshoulam, 2014).
Figure 4: Three legged stool
Source: (Theotokas and Kapantais, 2017).
It is the small group of HR with specific knowledge to resolve the issues in the organization. It is able to produce the transformational services to initiate the HR services. They are known in the company to manage the complex queries and attain competitive advantages by innovating in training and compensation and benefits area.
The size of the Facebook Company is wider and it operates as per decentralized function. It is related to the social networking sites. The culture of the Facebook is friendly and it focuses on the innovation and creativity. It uses its corporate culture to create competitive advantages and highly capable human resources (Waters and Ackerman, 2011). The HR structure will be modified in the company of Facebook and build the new model of HR that is Ulrich’s three legged stool in which the roles of HR will be amended and set to achieve the aim of the company.
There are so many studies have been conducted to analyze the efficiency in following the Ulrich model along with the amending HR structure. The Ulrich model will bring the effective influence on the HR structure of the Facebook Company. The possible changes would be done within time frame by involving the views and ideas of the employees. It is a model which contains 4 roles of HR such as strategic partner change agent and admin export. It would be the center of Excellence. By implementing the new model in the company brings positive environment within the organization and help to enhance the revenues of the company.
There may be many issues in the responsibility between HR professionals and line manager. Facebook is the known social net-working website. It is required for the HR team of the company to analyze each factor before implementations. In the long run, the model of Ulrich may be cost consuming. There are a various factors which can be highlighted as the weak points of the HR of the Facebook. These factors can be difficult applications and design, skill differentiation and poor delegations of responsibilities. It is essential for the HR manager and line staff of the Facebook to understand the model efficiently, the role of HR should be effective while executing any amendments in the model. Structure of the HR services should be created as per the delegations of the services because poor delegation may cause the disputes within the organization. In term to the weaknesses pointed out, numerous actions could be taken to protect the model from failing.
Conclusion
It has been concluded that the function of HR is necessary for every company. It is the essay which is based on the Facebook Company and the changes in the HR structure of the company. Traditional HR model and the Ulrich’s three legged stool model has been discussed essay which describe the role of HR in the company. It would be the new implication for the Facebook Company to modify the structure of the HR model. The description about the three legged stool has been made in this essay which described the HR business partner, shared partners and center of Excellence.
References
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014, Human resource strategy: Formulation, implementation, and impact, Routledge.
Barash, V., Ducheneaut, N., Isaacs, E. and Bellotti, V., 2010, Faceplant: Impression (Mis) management in Facebook Status Updates, In ICWSM.
Delaney, J.T. and Huselid, M.A., 2011, The impact of human resource management practices on perceptions of organizational performance, Academy of Management journal, 39(4), pp.949-969.
Grant, A.M., 2014, The efficacy of executive coaching in times of organisational change, Journal of Change Management, 14(2), pp.258-280.
Plutchik, R.E. and Conte, H.R., 2011, Circumplex models of personality and emotions, American Psychological Association.
Pollack, J., 2015, Understanding the divide between the theory and practice of organisational change, Organisational Project Management, 2(1), pp.35-52.
Rutter, H.R., Savona, N., Glonti, K., Cummins, S., Finegood, D., Greaves, F., Harper, L., Hawe, P., Moore, L., Petticrew, M. and Rehfuess, E., 2017, The need for a complex systems model of evidence for public health, Lancet.
Shaw, D., 2017, Managing people and learning in organisational change projects, Journal of Organizational Change Management, (just-accepted), pp.00-00.
Sparrow, P., 2014, The analysis of HR departments and the contribution of David Ulrich, Wiley Encyclopedia of Management.
Theotokas, I. and Kapantais, N., 2017, Human resources division transformation in the banking sector: the implementation of the’three legged stool’, International Journal of Decision Sciences, Risk and Management, 7(1-2), pp.88-104.
Waddell, D., Creed, A., Cummings, T.G. and Worley, C., 2013, Organisational change: Development and transformation, Cengage Learning.
Waters, S. and Ackerman, J., 2011, Exploring privacy management on Facebook: Motivations and perceived consequences of voluntary disclosure, Journal of Computer?Mediated Communication, 17(1), pp.101-115.
Youndt, M.A., Snell, S.A., Dean, J.W. and Lepak, D.P., 2012, Human resource management, manufacturing strategy, and firm performance, Academy of management Journal, 39(4), pp.836-866.
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