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HR needs to shift from the organization-centric Target Operations Model (TOM) to a more fluid human-centric model -Target Interaction Model (TIM)

By | Nicolas BEHBAHANI | Director @ Future of Work | People Analytics, HR KPIs

💡 HR needs to shift from the organization-centric target operations model (TOM) to a more fluid, human-centric model that begins with the target interaction model (TIM).

For a sustainable and flexible HR setup with real business impact, organizations need to place TIM before TOM, designing the future TIM and then evaluating and evolving the TOM to match. This TIM approach isn’t necessarily going to be a new model and a centralized TOM can still follow the three-pillar approach, for example but it does so in a more federated, centralized way. It may, however, require new roles, responsibilities and capabilities regarding how the function is set up to operate, according to a new interesting research published by Mercer and Thinkers50 using data from internal Mercer surveys.

✅The traditional ‘TOM’ approach: Centered around the organization

Today HR tasks

Researchers defined this model as target operations model (TOM) which is an older model, one that centered the organization and infrastructure, layered in processes, designed delivery of content and, only after these steps, began to look at EX.

This model is built around business efficiencies and cost savings and rests on three pillars below:

✔️HR business partners (HRBPs)

✔️Centers or communities of excellence (COEs)

✔️HR shared services.

Mercer researchers believed that TOM by itself has failed to achieve the intended cost benefit it promised and has ultimately had a negative impact on employees.

Click here to read the full article

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