HR Operating Model Proposal: Excellent Care Home and Bersin's Stages

This report presents an HR operating model proposal for Excellent Care Home, a residential care provider. It leverages John Bersin's Transformational Stages of HR to align HR services with business objectives, focusing on recruitment, high performance, retention, and staff development. The report analyzes the application of Bersin's stages—Operational Approach, Service Centre Approach, Talent Outcomes, and Business-driven HR—to address Excellent Care's specific needs. It further explores resourcing strategies to attract skilled talent, emphasizing factors like salary, work environment, and corporate culture. The proposal also details an employee onboarding process, highlighting best practices such as pre-boarding, simulations, and community building to enhance employee integration and productivity. The report concludes by emphasizing the importance of innovative employee onboarding methods for creating engaged and motivated employees.

Bersin’s Transformational Stages
of HR
HR operating model

In this proposal I will be using Bersin’s Transformational Stages of HR to outline the
HR operating model to support the SME which is Excellent Care Home which
provides services to older and vulnerable adults in a residential setting, The proposal
will reinforce business objectives and alignment as well as include efficient approach
to the delivery of the HR Services to the Excellent Care Home.
The proposal will also include the theories of John Bersin and an analysis of the
operating model, in addition the advantages and disadvantages of the model will
also be discussed.
The second step of the proposal will outline resourcing proposition that will assist
towards attracting highly skilled talent through innovative approaches to Excellent
Care. It would also look at the methodology that would be employed by Excellent
Care.
While the concluding part of the proposal will look at outlining how Excellent Care
would enhance its employees’ skills and ability to execute their business strategy.
Clear definitions would be giving quoting relevant theories to support the argument
for the development proposal.
Task 1
According to Bersin (2015), which stated that Human resource profession was now
at a crossroads. While the global economy changes, and technology has now
created dependency for some organisations to be highly interconnected and

transparent and what HR does must change with their approach. He stated that
“talent is now the number one issue on CEO’s minds”.
For Excellent Care Agency the business objectives are Recruitment of staff, High
performing staff, and retention of staff as well as development. Bersin theory of
transformational stages can be used in supporting the efficient delivery of services to
the services.
1. Recruitment of staff: Excellent Care can achieve this using the Operational
Approach which is the first stage of Bersin’s theory which lays more
emphasis on control. In this stage Excellent Care HR can assess its staff
based on strategic planning using Bersin’s theory emphasis will be made on
the assessment of the skills, competency the individual who is applying to the
position brings to Excellent care. The advantage of implementing this control
measure is that the HR department of Excellent Care is able to project future
needs of the business and develop current staff to meet the needs of the
business. It can also control the recruitment of staff by developing social
programs to engage incoming staff by rewarding current staff when they refer
someone to the Agency. The benefit of the reward system is that they will
have individuals applying for the position, while the disadvantage of this is that
the individuals applying for the position might not be qualified or have
knowledge of the job description, they are only bothered about the incentives
they will get for their friend who referred them. Using operational approach, it
will allow Excellent Care HR to meet the target of recruiting personnel for the
job on time (Hook and Jenkins, 2019).
2. High Performance: The second stage of Bersin transformational stage which
is the Service Centre Approach, this stage looks at how Excellent Care HR
can provide services for their staffs to maximise efficiency: The proposal set
out will see the Excellent Care HR providing incentives such as Employee of
the Month Awards to motivate staff as well as ensuring order and discipline
which allows the employee to be kept under check and ensure they perform
their functions efficiently by measuring their performances based on self-
appraisals or appraised by their supervisors, The advantage of this is that it
will minimise errors or mistake Care Staff might make while on the job. The
disadvantage of this is that its effectiveness can then be lost as standard of
performance cannot be defined in quantitative terms and individuals

behaviours, morale and job satisfaction are difficult to set quantitative
standards on, In addition, it could be disadvantageous for Excellent Care HR
in terms of appraisals by supervisors as it becomes costly due to the time the
supervisor could be using to complete under pressing tasks will be allocated
in supervising the lower staff thereby overloading the supervisors. However,
the benefits of monitoring/checks will reduce the risks of accidents and
compensations paid out.
3. Retention: According to Bersin (2015), the third stage of the model can be
employed here, the third stage is focused more on driving talent outcomes
and lays importance on enticing and improving talent as well as providing an
integrated talent management process. The process demands that companies
need to recognise that applications and technology alone cannot address the
entire talent management challenges. Excellent Care HR can retain staff by
ensuring during the recruitment process the right person is utilised in the right
position. In addition, digitising access to information and action should be
embedded as part of the integrated engagement experience thereby creating
an effective communication by HR to staff will promote good working
relationship between Excellent Care HR and Staff. The disadvantage of
developing talent is that the talent management process could become
expensive to maintain in the long run in terms of time resources and the
financial implication to Excellent Care. Also Line managers could impede the
level of commitment by staff due to lack of support. There is also the risk of
conflict between HR and management when proper agreement is not reached
(Pranita and Manpreet, 2021).
4. Staff Development: In this stage according to Bersin (2015), few companies
have reached added stage in their development which is referred to as
“Business-driven high impact HR”. The high impact HR model empowers HR
professionals by aligning the work the Excellent Care will need with the
capabilities that can deliver it most effectively. It lays emphasis on
coordination within and beyond HR (Deloitte, 2014). There are three principles
that Excellent Care HR should focus on which are: it is about the business
whereby the insights about the workforce should guide how HR operates and
not the other way round, the should be deft in a way that the HR will
demonstrate flexibility and coordination which unlocks high business

performance throughout the business as well as being beyond the business
which looks at the external market and thus HR of Excellent Care must
integrate this within how they operate.
Using Bersin’s theory for this proposal justifies the business needs of Excellent care
in terms of the recruitment, retention, performance and development of future staff to
meet the targets of the business.
Task 2
According to the (Green, 2021) employer value proposition is defined as a set of
attributes, often intangible, that make an organisation distinctive, promise a particular
employment experience, and appeal to people who will thrive in its culture. The
proposal for Excellent Care HR to seek highly skilled talent to work for the business
will see the HR advertising on job vacancy website, company own website as well as
using current staff to spread the word this is less cost effective and can be quite
effective. Emphasis should be placed when advertising on this which are some of the
innovative approaches to recruiting highly skilled staff:
Salary: Pay is a starting way to engage highly skilled talent, a business that pays its
employees at a higher rate than its competition would ensure that prospective
applicants would have a positive outlook of the employer from the onset. If the pay is
lower than the average, other unique attributes will be needed to attract skilled talent.
Excellent Care HR will ensure that when advertising the job vacancy the pay should
be highlighted.
Work Environment: With the current climate of Covid-19 when advertising the
vacant positions Excellent Care HR should include the option of flexible
working/work from home and highlighting the work environment such as offering
stylish office furniture. These are some of the factors that are important to some of
the young talents who value the ability to be flexible and have a healthy work-life
balance.

Corporate culture: it is now becoming important that an applicant can feel that they
can identify with a business culture as well as their value. Hence, why this should be
very specific. Excellent care HR should clearly state what their attitude reflects on in
terms of social or political views if necessary. This is particularly good for highly
skilled staff who are looking for long term employment.
Opportunity for Growth: Ways in which Excellent Care will support staff after they
have started working with them should be highlighted in terms of free training
courses or the option of moving up with the business in the future as a manager.
Job Security: The feeling that a position is not under threat from a profitable angle
can be an essential decision criteria for a risk adverse candidate.
When applicants have been shortlisted from the applications received notification
should be sent to those who were not shortlisted for the position. Once an offer as
been accepted the successful applicant should be informed and feedback on the
application process should be requested, checks of essential documents would then
be followed up on as well as arranging an induction period by Excellent Care HR.
Then follows the employee onboarding, which is aimed at the successful adjustment
and integration of new staff. It involves assessing, defining and aligning the needs of
the new staff with the culture and reinforcing the organisation’s vision and strategic
priorities. Onboarding is a proactive process intended to substantially improve a new
staff ability to understand the culture, contribute to the team, understand the
leadership team and, ultimately, perform at his or her best. Onboarding plans should
be put in place by HR which should include before they arrive. The best practices for
onboarding should include a plan which will consist of this steps:
1. Engaging with staff after they have signed their contracts: A robust program
for onboarding new employees should ideally kick-start the process right from
the moment a staff accepts an offer. One way for Excellent Care HR to go
about this is to leverage the functionalities of their onboarding tool to send
welcome emails and invite them to browse through the new staff’s portal that

provides them engaging information about the company, its various business
functions, and growth path.
2. Use of simulations: New staff’s generally feel nervous and intimidated about
their first day and are worried how they would navigate themselves in an
unfamiliar environment. Use your onboarding tool to provide them a simulated
experience of the first day through live interaction. Real-time simulations help
alleviate anxiety by providing a virtual tour of the workplace which in turn
helps to build familiarity with the new environment.
3. Build New staff Community: Excellent Care can use their onboarding tool to
create an online new staff community where employees can share their ideas,
ask questions, seek suggestions and gain insights into the company’s
corporate values, strategy, tools, and the resources necessary to succeed at
work. The idea is to help them bond, know the people within the organization,
build relationships, and be well equipped for the journey ahead.
In Conclusion, businesses across the globe are exploring innovative ways to connect
with their new staffs’ and turn them into confident, engaged and motivated
employees. By adopting innovative employee onboarding methods and using
interactive onboarding tools you can provide them an environment of trust, support
and care right from the time they accept the offer. A structured and interactive
employee onboarding program translates into faster productivity, improved retention,
higher compliance and security, and finally, improved ROI (Best Practice Employee
Onboarding: The Ultimate Guide (2019), 2019).
Reference:

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<https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/
gx-hc-high-impact-hr-pov.pdf>
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<https://hronboard.me/blog/employee-onboarding-best-practices/>
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disadvantages.html>