Determine HR delivery model
How determine hr delivery model are reshaped as AGI capability advances.
The bottom line
Roughly 70% of the work in Determine HR delivery model is information-shaped — already within reach of AI delivery. The question here is not whether it shifts, but which tasks go first and who staffs the residual.
Why: With no child occupations seeded, this score relies on the APQC lens prior for 'Develop and manage human resources (HR) planning, policies, and strategies', which typically occupies the 0.4–0.7 hybrid range. Because determining a delivery model is a purely strategic, information-based organizational design task, it sits at the absolute top of this hybrid band.
grounded in the economy graph · digital scalar 0.70 · hybrid
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How the work flows
Trigger: Leadership mandates an organizational restructuring or HR transformation initiative to improve employee service delivery.
- Assess current HR service delivery capabilities and performance gaps
- Benchmark alternative delivery models against organizational requirements
- Design service tiers including self-service, shared services, and centers of excellence
- Determine resource allocation and technology dependencies for the target model
- Document and secure executive approval for the finalized HR architecture
Outcome: A finalized HR delivery model is established, detailing service tiers, shared service centers, and HR business partner roles.