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Three (HR) models to get rid of

7th, June 2014
 
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by Tom Haak
 
in  Blog
 
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Ulrich

Three (HR) models to get rid of:

1. The pyramid as a metaphor for organisations

Pyramid

 

When you ask people to draw an organisation, nine out of ten times they draw a pyramid or a derivate of the pyramid. Most org charts look like a pyramid when you look from a distance. Can we get rid of the pyramid? There are many other basic forms to use. The question is if it is necessary to draw a static organisation at all.

2. The Deming cycle that is hardly ever a cycle

Deming

Nothing wrong with the Deming cycle. The problem is that it is often not used in a circular way. The circle becomes a line, with three elements: Plan, Do, Check and then it continues with Do, Check, Do, Check and so on. Adjusting plans is seen as a big negative.
Another problem: too much time is spent on planning and checking, not enough time on doing.

3. Dave Ulrichs HR model

Ulrich

Once upon a time Dave Ulrich presented an HR model to the world. This model was embraced by the HR world. Ulrich argued that for good HR all four roles are needed: administrative experts, employee champions, change agents and strategic partners. The HR chiefs of the world got part of the message: HR needs to be a strategic partner. The other necessary roles were often neglected and in many organisations the result is messy: non of the roles Ulrich described is executed at a world-class level.

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About the Author: Tom Haak

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Tom Haak is the founder and director of The HR Trend Institute. Prior to founding the HR Trend Institute in 2014, Tom held senior HR positions in companies as Arcadis, Aon, KPMG and Philips. The HR Trend Institute detects, follows and encourages smart and creative use of trends in the field of people and organizations, and also in adjacent areas.