The document describes a comprehensive Human Resources Business Capability Model that encompasses approximately 175-180 capabilities, providing a framework for aligning business and technology efforts. It emphasizes the importance of this model for understanding HR functions, conducting gap analyses, and helping organizations evolve their capabilities. The model is designed to be customizable to specific company needs and is beneficial during strategic reviews or HR system overhauls.

1.  Spreadsheet  Presentation Slide
 Word processing document
Human Resources Business Capability Model
What do I get?
Human Resources Business Capability Model with ~175-180 capabilities
What are Business Capabilities?
Business capabilities are defined as
the foundational building blocks or
Rosetta Stone for business /
technology alignment. Business
Capabilities describe “What” a
business does.
How should I use Human Resources
Business Capability Model?
Human Resources Business Capability Model
Product Description
Human Resources Business Capability Model: A Comprehensive, industry-agnostic, multi-purpose Human Resources
functional area business capability model. Our Human resources business capability model spans all key areas of Human
resources and is a hierarchical decomposition of “What” HR does.
Understanding the core essence of
an enterprise and what it does.

Alignment between business and
technology with a common
language

Mapping to Applications/Services
to understand the footprint and
coverage

Creating a gap analysis between

2. Capability Management in a Box
DETAILS
Looking for more? Try our Capability Management in a Box…or
rather in a Spreadsheet
Why do we need a Human Resources Business Capability
Model?
The value of business capabilities is immense as they help bridge the gap
between business and IT, help understand the essence of what a business
does, and align development efforts to strategic priorities, which helps evolve
and enhance capabilities.
Ideally, your firm should have a structured and well-defined enterprise business
capability model and Human Resources business capabilities should be an
integral part of that enterprise model. And furthermore, for the capability model
to the actionable, it should be decomposed to a slightly granular level of
capabilities (Level 3 or 4).
One of the core functions of an enterprise is Human Resources. In today’s
highly competitive market for scarce talent, the HR capability has become ever
more important. CIOPages Human Resources Business Capability model
intends to capture the detailed view and a nuanced perspective of what HR
does. It includes the nuts and bolts functional capabilities, as well as emerging
and value-add functions/capabilities.
But, our Company is unique – will it
fit us?
Of course, each company is slightly
different in terms of some capabilities
as well as how they are executed.
However, while there may be
divergence at the edges, there is a lot
of convergence at the core between
most firms. At the end of the day, you
need to prospect, recruit, hire, pay,
manage and grow your employees –
the differences may be in the relative
emphasis of the key value streams
and absence or presence of specific
capabilities and competencies based
current state and future state
based on Capability maturity
Understanding business needs for
IT enablement based on stable
entities

Conducting vendor analysis using
capabilities to compare apples and
apples

Leveraging in M&A to compare
capabilities and their maturity
between two firms


3. The Human Resources Business Capability Model will help provide a jumpstart
to envision a future state, conduct gap analysis, identify capabilities which are
needed/improved, and help focus efforts on capabilities that matter!
What’s is in Human Resources Business Capability
Model?
HR Business Capability Model – Level 1
HR Strategy and
planning
Workforce
Management
Compensation and
Benefits
Management
Recruitmentand
Hiring
Talent Management
Learning and
Development
People Relationship
Management
HR Analytics and
Reports
The Human Resources Business Capability Model is decomposed to a
minimum of two levels across the spectrum of HR Capabilities and many a
time to levels 3 and 4 as well, depending on the granularity and modularity
required.
The capability model is structurally sound, internally coherent and maintains
principles of MECE (mutually exclusive and collectively exhaustive), to the most
part.
Example Decomposition of a sliver of the Human Resources Business Capability
Model
on your unique needs.
Last but not the least, we don’t expect
our Human Resources Business
Capability Model (or any other model
in fact) to fit you 100%. We expect
you to take this as a straw model,
and a springboard to achieving the
level customization and specificity
you desire.
We offer professional services help to
tailor the model to your needs and
capture your firm’s unique essence.
Contact Us for Advisory Service
details
When should we buy a Human
Resources Business Capability
Model?
Anytime is a good time! However,
there are always triggers which may
necessitate a Capability Model.
When there is a strategic review
and revamp of HR Strategy and
Operations.

When HR Systems replacement or
re-architecture is being considered.


4. Level 1
HR Strategy and
Planning Management
Workforce Management
Compensation and
Benefits
Recruitment and Hiring
Talent Management
Learning and
Development
People Relationship
Management
HR Analytics and
Reporting
Level 2
Recruitment Planning
Recruitment
Management
Employee Onboarding
Level 3
Requisition
Management
Sourcing
Recruiting
Level 4
Compensation and
Benefits
Prospect Engagement
Pre-Qualification and
Screening
Interviewing and
Selection Management
People Relationship
Management
Employment Offer
Caveats:
But, we have a Human Resources
Business Capability Map already?
Well, in that case, either you can go
with it or if you require validation and
cross-reference, you will still find our
model valuable. After all, the price is
less than the one-hour of time spent
by the combined brain power
assembled in the room.
What is my ROI?
The Value of Time Spent:
Typically, it takes a team of 4-5 to
draft a Business Capability Model:As the Human Resources Business Capabilities Model is a digital product, there are
absolutely NO Returns.

Depending on your industry, the type of HR policies and practices you have, and the scope
of your transformation, some of the Capabilities may not be relevant to you.

When HR processes are being
considered for reengineering.

When there is an endeavor to
create an enterprise business
architecture and a part of that the
HR team is tasked with coming up
with an Human Resources
Business Capability Model.

Product Manager
Business Architect
Enterprise Architect

5. Got more questions? Drop us a Line
Need Customization Help?
CONTACT US
Human Resource Functional Experts
– 2 or 3 to represent the broad
spectrum of HR functional areas.
Now you can multiply the average
hourly cost of the team and the hours
spent and you’ll get the story.
Opportunity Cost:
In addition to the time spent and the
associated costs of drafting routine
Capabilities, you also have an
opportunity cost.
By quickly adding/deleting/modifying
the base set of Business Capabilities,
it will allow you the luxury of spending
the balance of your quality time in
conceptualizing and crafting the
unique and specific Capabilities,
which capture the core essence of
your company and its HR practices,
principles and perspectives.
Of course, let’s not forget the “Day
Job” each of the SMEs (subject
matter experts) could be doing.
Acceleration:
Instead of spending countless hours
If you are a consultant or a consulting company, there is a different pricing, license, and
terms.

Sold on an as-is basis and no warranties
This sale does not include implementation help or support. If you need professional
services assistance, please contact us.

Please review our standard terms of service.

6. stretched across weeks or months,
you can have a baseline of
Capabilities in a couple of sittings.
That helps you expedite and
accelerate the transformation.