Analysis of Contemporary Issues in HR Delivery at Facebook

This report provides an analysis of contemporary issues in HR delivery, using Facebook as a case study. It begins with an executive summary and an introduction to the role of HR in organizations, focusing on services like recruitment and training. The report then identifies factors influencing HR delivery structure, including global payroll outsourcing, transactional HR outsourcing, hybrid HR application management, and analytics and reporting. Two HR service delivery models are discussed: the traditional HR model and Ulrich's three-legged stool model. The report then examines the factors influencing the implementation of these models and their impact, specifically within the context of Facebook. Finally, the report offers recommendations for the HR role and structure of HR services within Facebook, highlighting potential weaknesses and suggesting actions to mitigate them. The conclusion summarizes the key findings and emphasizes the importance of HR in organizational success.

Running head: Contemporary issue in HR services 1
Managing organizational change
Contemporary issues in HR delivery

Contemporary issue in HR services 2
Executive summary
Human resource is the department which handles all activities regarding recruitment,
training and selection. There are various model of HR which is helpful for the company to run
the business with planning. The factors of HR delivery structure has been discussed in this essay
with Global payroll Outsourcing and transactional HR Outsourcing. There are two type of HR
Service Delivery models has been discussed in this essay which includes traditional HR model
and Ulrich's three legged stool model. Recommendation has been made regarding the HR role
and the HR structure of the Facebook Company.

Contemporary issue in HR services 3
Contents
Executive summary.....................................................................................................................................2
Introduction.................................................................................................................................................4
Factors of HR delivery structure..............................................................................................................5
Global payroll outsourcing......................................................................................................................5
Transactional HR outsourcing.................................................................................................................6
Hybrid HR application management.......................................................................................................6
Analytics and reporting...........................................................................................................................6
HR service delivery models.........................................................................................................................6
Traditional HR model..............................................................................................................................7
Ulrich’s three legged stool model............................................................................................................8
Factors influence.......................................................................................................................................11
Impact of implementation..........................................................................................................................11
Recommendations for the HR role and the structure of HR services.........................................................11
Conclusion.................................................................................................................................................13
References.................................................................................................................................................14

Contemporary issue in HR services 4
Introduction
Human resources play a crucial role in the organization because they provide several
services such as employee benefits, processing of payroll and career advice. These services must
be used to enlarge the workforce to attain the desired goals. The report will focus on
contemporary issues in HR delivery by taking the company of Facebook which is well known
company of social sites and the factors which will be helpful to shape the HR structure in the
content of delivering services will be discussing in this report. It is the company which has been
founded in 2004 for the purpose to connect the people together. Along with that influence of the
implementation on the entity and the recommendations will be demonstrating in this report.

Contemporary issue in HR services 5
Factors of HR delivery structure
There are numerous factors which may influence on the structure of HR delivery
services. Contemporary business environments carry innovative challenges which may influence
various aspects of management involving human resource management. The main objectives of
HR is to recruit the right people at right place at right time and provide the effective workplace
without any disputes in which employees can stay at longer. These challenges can be come in the
organization in the form of globalization, legal amendments, changing in the expectations of the
employee and technological development. These are the factors which directly or indirectly
influence the structure of HR (Waddell, Creed, Cummings and Worley, 2013). Facebook is the
big company of social networking website. The vision statement of the company is “people use
Facebook to remain connected with families and world and to explore that what is going around
the world.” the vision statement of Facebook involving global market, tool for discovery and
self-expression and facilitation of communications among friends and family. The mission of the
Facebook is to connect more people with this networking websites and make the world more
open and bonded. To achieve the growth, Facebook need to be more attentive and build HR
delivery structure in the effective way. There are several factors which might shape the HR
delivery structure efficiently and these factors are describing below:
Global payroll outsourcing
It is a factor which defines the great importance of HR model and ensures that one vendor
can manage all requirements of payroll and provides the usual integration to the technology of
HR. it is the factor which may shape the HR delivery structure in the improvement of operational
costs, contacts with vendor and compliance needs (Grant, 2014).

Contemporary issue in HR services 6
Transactional HR outsourcing
Facebook is well developed social networking site with having trust of number of people.
To maintain the trust, Facebook need to focus on improvement as per technology change.
Transactional human resource outsourcing will turn into broad spread since the HR platforms of
standardized cloud have become friendlier outsourcing with fast deployment for the purpose to
improve the global process standards (Barash, Ducheneaut, Isaacs and Bellotti, 2010).
Hybrid HR application management
It is the factor which will be helpful for the Facebook to bring the change in the structure
of HR service delivery model. It is the application of services which can be utilized to plan and
executes the new technology architecture. It will include the testing, data migration, system
upgrades, configuration changes and system administration.
Analytics and reporting
It would be the central for Facebook to the execution of HR service delivery model and it
becomes a essential service provider by the vendor of outsourced services who can utilize their
platform knowledge and the best practices of global to provide the correct information as per
required analytical (Delaney and Huselid, 2011).
HR service delivery models
There are majorly two types of model traditional model and Ulrich’s three legged stool
model. Traditional model is helpful model which revolves around a dominant team that is able in
providing to key services and handles the requirement of the employee. Ulrish’s three legged
stool model contains HR centers of expertise and HR partners.

Contemporary issue in HR services 7
Traditional HR model
It is the model which is being used in SMEs where the range of staff is required in versatile form
to handle the typical tasks in effective manner. It is the model which has the nature of
standardized in the organization so as to save the cost and enhance the level of the services.
Figure 1: Traditional structure
Source: (Rutter, et. al., 2017).
It is the traditional structure which shows that CEO of the company is only one person
who has the authority to take the decision of the company. Mark Zuckerberg is the CEO of the
Facebook there are wide team who perform under the guidance and information of CEO. It is
vital for the HR manager of the company to make the good environment to develop the good
strategy for the company and take care of those impacts which may have bad influence on the
company’s image. The responsibilities of HR manager is to create good staff, develop and create

Contemporary issue in HR services 8
better work environment and get feedback from the employees of the company and make
possible changes as per requirements (Plutchi and Conte, 2011).
Figure 2: line staff liability of HR manager
Source: (Pollack, 2015).
Ulrich’s three legged stool model
It is a model which is created by David Ulrich and it is based on the four roles of HR that
is strategic partner, change agent, employee champion and admin expert. It is the model which
has been accepted by many companies to overtake the traditional model of HR which is
populated by the generalists.

Contemporary issue in HR services 9
Figure 3: Ulrich model of HR roles
Source: (Sparrow, 2014).
As per the model of Ulrich, HR roles is comprised with Strategic partner, change agent,
administrator expertise and employee champion. These are the roles which is necessary for the
daily operations. A strategic partnership is a relation between two commercial entities. For
instance, Facebook acquired Watsapp in its own organization so it is required for the HR team of
Facebook to handle the day to day activities in an efficient manner. Change agent refers the
innovation in the organization (Shaw, 2017). The role of HR is not limited up to hire or
recruitment, they need to go beyond these limitations and have to perform as administrative
expert. Employee champion is important for enhancing the mental health at workplace.
HR business partners: HR business partners are liable for deciding objectives of business with
employee and management of the units of business. It is the position which has been served for
resolving the issues of HR. it is the one of the important legged stool of which act as an
employee champion and change agent (Youndt, Snell, Dean and Lepak, 2012). It is the group
which makes agenda for HR and work closely with the seniors of the Facebook Company.

Contemporary issue in HR services 10
Shared services: it is the group of the standardized which is able to handle the day to day
operation efficiently. HR responsible to hire, recruit and providing training and development
courses to the employees of the Face book so that they can get prior knowledge about the
concept of the organization. The advantage of this service is to improve quality, lesser
consumptions, satisfaction of employees and explore new ideas for innovation (Bamberger,
Biron and Meshoulam, 2014).
Figure 4: Three legged stool
Source: (Theotokas and Kapantais, 2017).
Centre of excellence
It is the small group of HR with specific knowledge to resolve the issues in the organization. It is
able to produce the transformational services to initiate the HR services. They are known in the
company to manage the complex queries and attain competitive advantages by innovating in
training and compensation and benefits area.

Contemporary issue in HR services 11
Factors influence
The size of the Facebook Company is wider and it operates as per decentralized function.
It is related to the social networking sites. The culture of the Facebook is friendly and it focuses
on the innovation and creativity. It uses its corporate culture to create competitive advantages
and highly capable human resources (Waters and Ackerman, 2011). The HR structure will be
modified in the company of Facebook and build the new model of HR that is Ulrich’s three
legged stool in which the roles of HR will be amended and set to achieve the aim of the
company.
Impact of implementation
There are so many studies have been conducted to analyze the efficiency in following the
Ulrich model along with the amending HR structure. The Ulrich model will bring the effective
influence on the HR structure of the Facebook Company. The possible changes would be done
within time frame by involving the views and ideas of the employees. It is a model which
contains 4 roles of HR such as strategic partner change agent and admin export. It would be the
center of Excellence. By implementing the new model in the company brings positive
environment within the organization and help to enhance the revenues of the company.
Recommendations for the HR role and the structure of HR services
There may be many issues in the responsibility between HR professionals and line
manager. Facebook is the known social net-working website. It is required for the HR team of
the company to analyze each factor before implementations. In the long run, the model of Ulrich
may be cost consuming. There are a various factors which can be highlighted as the weak points

Contemporary issue in HR services 12
of the HR of the Facebook. These factors can be difficult applications and design, skill
differentiation and poor delegations of responsibilities. It is essential for the HR manager and
line staff of the Facebook to understand the model efficiently, the role of HR should be effective
while executing any amendments in the model. Structure of the HR services should be created as
per the delegations of the services because poor delegation may cause the disputes within the
organization. In term to the weaknesses pointed out, numerous actions could be taken to protect
the model from failing.