The twenty-first-century HR organization
dc.contributor.author | Ulrich, Dave | en_US |
dc.contributor.author | Younger, Jon | en_US |
dc.contributor.author | Brockbank, Wayne | en_US |
dc.date.accessioned | 2008-12-01T20:59:13Z | |
dc.date.available | 2009-02-03T16:28:49Z | en_US |
dc.date.issued | 2008 | en_US |
dc.identifier.citation | Ulrich, Dave; Younger, Jon; Brockbank, Wayne (2008). "The twenty-first-century HR organization." Human Resource Management 47(4): 829-850. <http://hdl.handle.net/2027.42/61309> | en_US |
dc.identifier.issn | 0090-4848 | en_US |
dc.identifier.issn | 1099-050X | en_US |
dc.identifier.uri | https://hdl.handle.net/2027.42/61309 | |
dc.description.abstract | Like any value-creating staff function, HR departments should operate as a business within a business. Others have focused on the strategy and direction of HR departments. This article examines the next evolution for how HR department organization structure can deliver value based on two premises: (1) HR organization should be structurally aligned with the organization structure of the business and (2) because diversified/allied business models prevail, it is important to lay out the five roles and responsibilities of HR that respond to this organization model: service centers, corporate, centers of expertise, embedded HR, and operational HR. The article lays out the duties of each role, the relationship among these roles, and suggestions for implementing this new HR structure. © 2008 Wiley Periodicals, Inc. | en_US |
dc.format.extent | 238027 bytes | |
dc.format.extent | 3118 bytes | |
dc.format.mimetype | application/pdf | |
dc.format.mimetype | text/plain | |
dc.publisher | Wiley Subscription Services, Inc., A Wiley Company | en_US |
dc.subject.other | Business, Finance & Management | en_US |
dc.title | The twenty-first-century HR organization | en_US |
dc.type | Article | en_US |
dc.rights.robots | IndexNoFollow | en_US |
dc.subject.hlbsecondlevel | Business (General) | en_US |
dc.subject.hlbsecondlevel | Computer Science | en_US |
dc.subject.hlbsecondlevel | Management | en_US |
dc.subject.hlbsecondlevel | Psychology | en_US |
dc.subject.hlbsecondlevel | Southeast Asian and Pacific Languages and Cultures | en_US |
dc.subject.hlbsecondlevel | Economics | en_US |
dc.subject.hlbtoplevel | Business | en_US |
dc.subject.hlbtoplevel | Engineering | en_US |
dc.subject.hlbtoplevel | Social Sciences | en_US |
dc.subject.hlbtoplevel | Humanities | en_US |
dc.description.peerreviewed | Peer Reviewed | en_US |
dc.contributor.affiliationum | Ross School of Business, University of Michigan ; RBL Group, RBL Institute ; The RBL Group and professor of business, the Ross School of Business at the University of Michigan, 1030 East 300 North, Alpine, UT 84004 | en_US |
dc.contributor.affiliationother | RBL Group, RBL Institute | en_US |
dc.contributor.affiliationother | RBL Group, RBL Institute | en_US |
dc.description.bitstreamurl | http://deepblue.lib.umich.edu/bitstream/2027.42/61309/1/20247_ftp.pdf | |
dc.identifier.doi | http://dx.doi.org/10.1002/hrm.20247 | en_US |
dc.identifier.source | Human Resource Management | en_US |
dc.owningcollname | Interdisciplinary and Peer-Reviewed |
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