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Processes

What will AGI do for Determine HR function roles and structure?

AI-deliverabilityhybrid

Lacking child occupation signals, this score relies on the APQC lens prior for 'Develop and manage human resources,' which typically occupies the hybrid band (0.4–0.7). Since determining organizational structure and defining roles involves desk-based analysis, strategic planning, and documentation, the scalar is placed at the very top of this hybrid range.

An organizational change, strategic shift, or annual planning cycle dictates a need to align human resources capabilities with broader business objectives.

Trigger
An organizational change, strategic shift, or annual planning cycle dictates a need to align human resources capabilities with broader business objectives.
Outcome
A finalized HR organizational structure is documented and approved, complete with defined roles, responsibilities, and reporting lines.

The work itself

Grounded Work Profile

Measured by

  • HR Headcount RatioprocessProfile
  • HR Operating CostprocessProfile
  • Time to Design Organizational StructureprocessProfile
  • Stakeholder Satisfaction with HR StructureprocessProfile

Key steps

  • Assess organizational needs and current HR capabilitiesprocessProfile
  • Identify gaps in HR service delivery and role coverageprocessProfile
  • Define required HR roles and requisite competenciesprocessProfile
  • Design the HR reporting structure and operating modelprocessProfile
  • Document job descriptions and the new organizational chartprocessProfile
  • Secure executive approval for the HR structural designprocessProfile

How AGI delivers it

Four ways AGI delivers for Determine HR function roles and structure

  • Services-as-Software

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  • Autonomous Agents as digital employees

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  • Business-as-Code

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Value flow

How Determine HR function roles and structure connects

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