8. December 2010 05:15
I am very pleased to announce an article on organization design co-authored by myself and expert practitioner Simon Davies has been accepted for publication into WorldatWork Journal, a peer-reviewed academic publication with over 26,000 subscribers. WorldatWork is a not-for-profit organization providing education, conferences and research focused on global human resources issues including compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce.
For the last 7-8 years, we’ve found ourselves fixing the gaps and issues stemming from HR organizations that have implemented a "three box" model for Human Resources. This led to Simon and my collaboration entitled A Critical Review of The Three-Box Model for HR Organization Design. As you can imagine from the descriptive title, it considers and evaluates where the most popular model for HR department design (the Three Boxes orginated by Ulrich) falls short in practical applicability. More importantly, we take this critical assessment a step further and offer tangible strategies for making this model work in the organization by way of identifying and remedying the original three box model’s inherent shortcomings and unaddressed trade-offs.
Our experience has shown us that both senior executives and HR professionals agree that HR can and should be delivering more value to the business by expanding significantly beyond the transactional space HR has traditionally operated in.
You can read the abstract here.
We are also in talks to have an article published with a major UK association in early 2011. We will keep you posted once we have established a definitive publication date.
In the meantime, we’d deeply appreciate any comments you may have on our current abstract. We're also always looking for suggestions on future research and articles, so feel free to contact us or leave a comment below with your ideas.
View the latest update on this publication.
- Mark LaScola, Managing Principal, ON THE MARK
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