For many organizations, it takes much time and efforts to overcome resistance to change and than, start to implement "a shared services model". Another "con" of the approach is that some organizations do not need centralization of their activities. Very often employees are neglected during the development of "a shared services model", so they feel lack of motivation and lack of training which resulted in failure. "A shared services model" is not only a cost reduction method, but a new system of administration.
In changing economic environment, "a shared services model" becomes one of the most widely spread business strategies. The main problem faced by the companies today is that, in some cases, implementation of '"a shared services model" fails. And instead of benefits and cost saving companies have to make additional spending to restore their strong position. The concept of shared services is not new. It was introduced by Ulrich in 1995, but recent years, this concept becomes "a buzz word" (Shared Services, 2005). The main mistake made by some companies is that "a shared services model" is treated as universal "panacea" for managing people and organisations as it is intimately involved with the environment in general.
The issue of a "shared services model" is controversial, because it is impossible to develop a single problem solving approach for all types of organisations and management styles. In some cases, "a shared services model" shows a great potential for organisations to save costs and implement quality services. Unfortunately, there are many organisations unable to implement changes connected with and caused by a "shared services model" as well as unable to foresee limitations of this model for their performance. The preliminary research finds out that "a shared services model" has disadvantages and a negative impact on the successful implementation of quality services as organizational structure is often neglected in the operational change. So, the aim of the paper is to examine and analyze disadvantages of "a shared services model" and to determine the main factors of poor implementation of "a shared services model" which caused it to fail.
It is important to note that this is not a completely new concept, because it embodies the principles of commercial partnerships. "Organizations in other industry sectors have been using shared service centers for a decade or more to achieve economies of scale and drive greater process consistency, especially in geographically or organizationally dispersed business units" (Harris, 2004).
In 1995, David Ulrich in his article "Shared services: from vogue to value" (published in Human Resource Planning) described the concept of a "shared services model". Nevertheless, a slogan "the user is the chooser" created by David Ulrich became the core of this model. In 1997, David Ulrich published a book "Human Resource Champion" giving theoretical background of the concept and practical advice for those who want to implement a "shared service model". The limitation of his study is that he does not pay much attention to possible limitations of this model.
Another guru of "a shared service model", P. Reilly (2000), gives detailed overview of the concept in his work "HR shared services and the realignment of HR".
Recent years, "a shared services model" becomes a very popular concept in a management practice. Many organizations try to implement this model, but most of them do not take into account possible "cons" of this approach. The studies on this topic pay much attention to advantages of "a shared services model", but do not explain its disadvantages and the reasons of failure…
YouTube has very recently changed its websites layout, which has enhanced its functional capabilities. This new layout enables its advertisers to advertise more effectively to their target audience. This new layout is more personalised for account holders and fit all the assessment criteria’ of online marketing.
The aim of Ulrich was to bring about a change in the working process of the HR in order to make it more organized and structured. David Ulrich being a professor and an expert in human resource management gave rise to handful of principles and ideas for the upgrading of the HR working system.
This shift has resulted in emergency of the HR Business Partner model that has been very effective in helping organisations grow and sustain their competitiveness amidst influences of globalization, increasingly innovative product and service markets and constantly changing stakeholder expectations.
tions and continuous improvement. This assignment stands alone from the workbook for this unit. Assignment is related to classroom input and discussion. The human resource services have evolved to incorporate more than just hiring, firing and other administrative work.
One use of the human resource department is through the hiring and firing of employees. In these regards, all aspects of the organization rely on the human resource department to ensure that employees are screened properly and when there are significant disciplinary problems that they be released
Under the traditional HRM model employers use training as a way to amend perceived shortcoming. The strategy under strategic human resources management for HRD is to develop programmes and policies that correct negative behaviours to improve performance. The strategy under strategic human resources management in a strengths based organization is to identify and make most of people's strengths while trying to improve only the performance critical weaknesses to an acceptable level.
A company’s success invariably depends on the efforts of its employees. This calls upon the employer to develop an amicable rapport with employees through its line managers and the human resources department. The nature of the human resources activity, however, is typically monotonous and repetitive.
The author describes that the middle aged man, Joni is the first among the four siblings. He has a sister who is his immediate follower, and two other brothers. He has been constantly having problems with his widowed mother since his father’s death, almost ten years ago. He was finally taken to the rehabilitation centre after along struggle.
made a majority of HR professionals within the HR to express their disappointment over the lack of respect and acknowledgement for the services that they avail. Several forces congregate to support the notion that HR management should take a significant strategic focus in most
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