Yahoo's HR Structure and Service Delivery: An In-depth Report

This report examines the evolution of Yahoo's organizational structure and its impact on Human Resource Management (HRM) practices. It begins with an executive summary and an overview of Yahoo's background, mission, vision, and objectives. The report then analyzes Yahoo's organizational structure, comparing the matrix structure under Marissa Mayer with the line structure after Verizon's acquisition. It explores Human Resource Service Delivery (HRSD), including E-HRM practices and the traditional approach to HR structure, involving generalists, specialists, and administrative HR managers. The report also discusses the modern and innovative approach to HR structure, referencing Dave Ulrich's three-legged HR model. It investigates factors shaping HR delivery, the impact of structural changes, and concludes with recommendations for the HR role and structure of HR service delivery, including a Gantt chart for implementation. The analysis considers the implications of the Yahoo's HR initiatives for the performance of the business.

Running head: YAHOO AND HRM
YAHOO AND HRM
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Executive Summary
The primary aim of the report is to examine the various features of organizational structural
change that was held in yahoo. Also, the influence of the organization’s structural change of the
HRM practices in the practices. The paper will discuss regarding the dissimilarities that exist
between the structures of the organization that was during the period of Marissa Mayer as well as
Verizon in yahoo. The report attempts to conduct the identification of the present structure of the
organization for a better understanding of the business’s position in the global market. The
difference in the structure of the organization has played a crucial role in the business’ working
culture that has been undertaken. The entire process has also impacted the human resource
management practices of the process. The report will also focus on the various changes in
Human Resource Service delivery along with the ways in which it brought alteration in the
operations of the organization. Modifications that have been implemented in the organization
have also enhanced the working process according to the business objectives.
It is the HR operations that is depended on the various changes implemented in the organization.
The report will aim to discuss the HR management’s traditional approach and the part that is
played by generalists, the HR managers responsible for the administrative department, specialists
of the organization. The reorganization of the various responsibilities as well as roles that HR
managers play regarding the organization assisted in maintaining the operation’s efficiency. The
enumeration of the parts HR managers play according to the concern of the firm helped in
enhancing the business operation according to the concern of the organization. To find modernist
HR management as per the Dave Ulrich’s three-legged HR model is the focus of the report. The
way it helps in listing down various modifications in the organizational operation through listing
HR’s strategic partners, administrative expertise, the catalyst in the company and the

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participation of the employee in the process that are planned by the operation. The idea of using
Ulrich’s HR model is to provide a vibrant picture of HR’s responsibilities and roles and the
extent to which it has the potential of affecting the flexible functioning of the company according
to the organization’s objectives.
The purpose of the report is to represent the elements shaping the HRSD (Human Resource
Service Delivery) according to the issues employees face regularly. To identify various factors
associated with the model will be helpful to maintain Yahoo’s HR department. The diverse
alterations that are considered helpful by the organization to maintain the organization’s efficacy
that is considered by the HR for growth and sustainability. The paper will discuss diverse actions
suggested for the management of Yahoo that would bring improvements in the business. To
estimate the time frame necessary by the organization to implement the recommended activities,
a Gantt chart will be developed. According to the business need, a systematic approach will be
helping the organization in undertaking through the listing of the timeframe. Hence, the primary
aim of carrying out the research is to recognize the key HR initiatives decided by the managers
in Yahoo and the way through which it contributed to the performance of the business firm.

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1. Yahoo: company background
Yahoo is a widely known web service provided to organizations. The company has it’s
headquarter in California. Founded in the year 1994, the organization was incorporated in the
year 1995 (Eesley and Miller, 2018). The different technological changes that are faced by the
organization have been proven helpful to enhance the sustainability according to the objectives.
The mission of the organization is to inspire, entertain and delight the target audience by
infusing their offerings in regard to email, news, entertainment and sports into the daily habits.
To provide an array of web services according to the needs of the target consumers while
ensuring performance in various international markets is the vision of the organization. The
major objectives of the company is related to the values set by the management board.
Excellence of operation, customer identification, innovation sin processes, teamwork and
collaboration are different values of the organization. Also, the company aims to undertake
various community program for the welfare of the global communities.
2. Organisational structure – Yahoo
2.1 Present organization structure of Yahoo
Through identifying various problem the organization develops its organizational structure along
with consideration of the business objectives. The vital changes considered by the organizations
are depended mainly on evaluation of human-related factors as per the business objectives.
Currently, hybrid organizational structure the organizational structure that is followed by Yahoo.
According to Grünhagen et al. (2014), Hybrid organizational structure can be defined every
operational and functional aspects of the operation are assimilated that helps to ensure that the

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business achieve its goals. The corporate and the divisional roles of the organization are
developed through hybrid organizational structure. It enhances the functionality and the expertise
among the employees. The hybrid organizational structure helps the organization upholding
flexibility and adaptability of the operations according to the diverse range of needs that is the
demand of the target audience.
2.2 Marissa Mayer and Yahoo’s Organisation structure
While Marissa Mayer was in the organization, the organization structure of Yahoo was
Matrix Structure. The matrix structure can make the employee feel connected to the product and
the function of the organization. Also, there are various disadvantages of matrix structure such as
exploitation, new employee group creation for accomplishment of the operation that support the
organization’s objective and sustainability (Kenyon and Sen, 2015). According to the case, to
facilitate the operation by hiring new labour force, Marissa Mayer was able to take the step that
lay off around 1,700 employees from their designated role. Mayer believed the expert team
would prove efficient in maintain the productivity of the operation which is considering the
company’s objectives. Utilizing matrix structure in an organization will help in maintaining work
environment and its efficiency. Also, to facilitate the utilization of the resources will be better
through following matrix structure.
2.3 Verizon and Yahoo’s Organisation structure
When the organization was taken over by Verizon the organizational structure of Yahoo
was converted to the Line organizational structure. Adapting to line organizational structure
helped yahoo to sustain vertical relationship among various levels of the organization (McNeil,
2013). The prime focus of the organization for the changes was depended on making a smoother
function of organization’s operation considering business objectives.

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3. Human Resource Service Delivery
The human resource department of an organization has various responsibilities such as
employee empowerment, payroll processing and career planning. The diverse range of
responsibilities helps in maintaining the productivity and efficiency of the operations that are
performed by the employees (Hoch and Dulebohn, 2013). Through the development of E-HRM
practices, HRM provides services to the organization. Through the utilization of E-HRM
practices, the organization has been helped with several support concerning issues faced by
employees. The organization’s HRM structure have also initiated simplified and encouraged
interaction between employees. It has helped to identify different types of problems that are
faced for mitigation by the organization.
The work process of an organization can be improved by acknowledging and resolving
the conflicts of the organization. It also improves the support system in the organization and its
employees. The E-payslips and E-leaves have helped the HRM in keeping records appropriately.
Through the E-leaves the employees get the help regarding the leave balance without the
presence of HR executive (Salas et al., 2015). Also, with the help of E-payslips, the employees
were helped with right knowledge and employee’s well-being. By an organized list of various
HRM measures, the organization would improve the entire operation of the organization
according to the organization’s business objectives.
4. Traditional approach to HR structure
The traditional approach is related to the HR planning, recruitment training, development,
performance appraisals. The focus of the operations are the employee’s issues faced by them.
The contribution that helps in making a function of the business is flexible in the international

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market (Boons and Lüdeke-Freund, 2013). The Generalist HR is responsible for several aspects
that will help developing and smooth functioning of the organization. The generalist HR keeps
track of the employees and their responsibilities. The responsibility of the Generalist HR ensures
various health and security compliance. On the other hand, the role of Specialist HR involves
operations relating to payroll, training needs, benefits of the employees, compensation and
recruiting. According to Rodriguez et al. (2015) the Specialist HR manager operates according to
various changes needed in the organization and thereby the employees are empowered through
communicating with the same. The function of administrative HR focuses on ensuring the
employees well-aware of the diverse policies of the organization in order to empower the actions
that are involved in the workforce in favor of the business. The role of administrative HR
provides assistances by information sharing aspects to an organizational workforce in smoothing
the functioning of the operations. Facilitating the smooth functioning of the workforce through
mitigation of conflicts among the employees is performed by the collaborative functioning of the
generalist, specialist and administrative HR managers helps in (Ulrich et al. 2012). By keeping a
record of the employees and their pay scales the HR managers in the organization helps the
organization taking intensive care the activities of the employees according to the conferred job
roles.
According to the above case, the integrated functioning of the HR of Yahoo has initiated
in helping the organization towards the improvement of the services of the line that have been
provided to the employees as the aim and the vision of the performance of the organization’s
enhancement. The manager of the human resource department in Yahoo has initiated in taking
steps for the communication with its works via the e-portals that has heped in tracking and re
cording the issues of the workers of the organization. On the other hand the human

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resourcedepartent of the organization facilitates a practise of the E-HRM that has been beneficial
towards the supporting of th employees right towards the oncern of the knowledge. This has
furthermore helped in enhancing the operation of the HR regarding the issues and the cocern for
the supporting of the performance of the organization. Lussier and Hendon (2017) in their
research illustrated that certain stape that have been undertaken laid off around 1700 employees
from the organization brough disruption and discripency in te practise of the HR that have been
planned by the concerened department.
5. The Modern and the Innovative Approach to the structre of the HR
The function or the role of the HR managers that is related to the centre of the exceence,
the shared nature of the services and the startgeic business partners can be explained by the three
legged nidel by Ulrich. According to this model, the excellence of the team of the human
resource in the organization depends on the smooth functioning of the workers by the means of
the needs of the development and training. The needs of the training and development of the
workers are generally adhered by the managers of the human resource in the organization for the
iam of the effecti efunctioning of the units of the business (Jabbour and de Sousa Jabbour 2016).
The employee motivation, the development programs and the systems of the conflict
management that have been undertaken by the HR manager of the organization generally falls
under the excellene category. Tung (2016) in his research stated that the HR manager of the
organization co-ordinate with the internal business clients for the facilitation of the smooth
functioning pf the business via the co-ordination. This perticula model furthermore aimed
towards the effective undersyanding of different shared services that are geerally proided by the
managers of the human resource for the ensuring of the smooth functioning of the procedure as
per the mission of the business.

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Figure 1: David Ulrich’s 3 legged model of HR
Source: (Source: Meijerink, Bondarouk and Lepak 2016)
Marissa Mayer as per the case took some of the essential steps for the reduction of the
operational costs by the maens of laying off 1700 employees from Yahoo. This perticulr process
affected the smooth functioning of the workplace and the capibilities of the human resource
towards ensuring the quality of the operation of the HR. Some of the key impacts of the
alteration in the structure of the organization furthermore affected the plan of the work for the
business. The productivity of the organization was furthermore affected by the means of
downsizing undertaking by Mayer for cutting off the significant costs The HRM of Yahoo was
furthermore imoacted through the loss of some of the skilled workforce. Albrecht et al. (2015) in

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his research illustrated the contribution of the skilled workforce that tends to contribute majorly
towards the profductivity of the organization. The lack of the skilled workforce in Yahoo as
furthermore affected the concepts that are connted to the collaborative functioning and the shared
knowledge. Furthermore on the other hand, Nankervis et al. (2016) illustrated that the lack of the
effective communication wih the various stakeholders furthermore imaoct the functioning of the
systems as per the aim of the business Hence the layoff in the organization has some of th
significant effect on the functioning and the prroductivity of the workforce regarding the
concerns that have been encounterned by the business.
6. Factors shaping HRSD
Sector / industry / competitors
Yahoo is one of the organization that rovides web services whose main goal is to provode the
utility services towards the tageted customers. The diffenet organizationl aspects depends on the
functioning as per the aim of the expansion and the growth of the organization.
Size
Yahoo is the multinational organization that follow a decentralised function of the human
resource. This structure help the organization towards the maintenance of the efficacy of the
services of the HR by the proposition by the means of the frequent interaction with the workers.
Culture
The culture of the organization furthermore affects the service delivery of HR. The regulations
and the policy that have been framed by the management of the organization govern the
operation and the sevices of the HR that are provided to the internal clients and the employees.

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7. Recommendations
Some of the recommended actions that can be initiated by Yahoo are:
Selling off spare assets - The selling of the assets of the organization that are spare will be
beneficial for the maintenance of the steady workforce without the laying of the skilled
employees (Snell, Morris and Bohlander 2015). Hence the employee retention should be
undertaken via the selling of the apre assets of the business.
The Assessment of the market – This would be helpful towards the maintenance of the efficacy
of the design and the operation of the process according to the needs of the audiences.
Alteration in the process sof the hiring - It is essential for the organization to bring forth some of
the changes in the process sof the hiring for the facilitation of the process sof the recruitment of
the skilled workforce.

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8. Monitoring and evaluation