One-size-fits-all HR is a thing of the past. A new study from i4cp indicates that HR functions are adapting to today's global business environment and morphing to meet their organizations' unique needs.
So, what's the one best way of structuring a company's HR organization or of formulating major HR initiatives? It turns out there's no single right answer, but size definitely plays a role.
The study found that the most common way of structuring HR is by having HR generalists cover all functional areas, with about two-fifths of survey respondents saying their HR functions are set up this way. But, that finding needs to be taken with a sizable grain of salt because this mostly applies to smaller organizations, those with fewer than 1,000 workers. For midsized companies (between 1,000 and 9,999 workers), the most common way of setting up HR is by having functional areas - which contain specialists - working in coordination with HR partners/generalists located in business units, regions, etc.