HRExecutive
JANUARY 14, 2025
In the 1980s, when Cox was working his way through HR leadership roles at PepsiCo, the HR function was in its coming-of-age phaseworking toward the seminal seat at the table. Approaching the turn of the century, HR shifted from the personnel focus to the more strategic, less transactional HR functions of today.
AIHR
NOVEMBER 1, 2024
According to its proponents, certain bundles of HR activities support companies in reaching a competitive advantage regardless of the organizational setting or industry ( Redman & Wilkinson, 2009 ). If HR executes these practices correctly, it’s able to add substantial value to the business and foster goal achievement.
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AIHR
APRIL 24, 2025
HR should focus on building a strong foundation for the future. Build a resilient HR team for M&A challenges Before any deal progresses, ensure the HR function can manage M&A complexity. Pre-merger planning This phase is about preparation, insight, and risk mitigation.
AIHR
DECEMBER 18, 2024
Centralized HR is a model where decision-making, processes, and responsibilities are concentrated within a central HR team at the corporate or head office level. This team oversees most, if not all, HR functions across the organization. However, a centralized HR model can vary based on the organizations needs.
PSB
APRIL 15, 2025
Founded in 2009, the company has established itself as a leader in innovative e-learning solutions, serving over 1000+ clients worldwide. Deel Best for Global Teams Deel has revolutionized LMS for distributed teams by integrating learning management with global payroll and HR functions.
AIHR
MARCH 9, 2020
In line with the previous, the role of HR is another factor that influences the HR to staff ratio. A highly operational HR function will do different work and require a larger HR workforce compared to a highly strategic HR function. An example is the HR business partner population.
Visier
MARCH 31, 2016
In an October 2009 installment of HR Executive Online, Robin Lissak articulates – most succinctly – what he considers the “four principal building blocks” of HR transformation. They are: Implementing a new way of delivering HR services. These include: Setting the global HR strategy: requires change analytics capabilities.
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