"Even though there is an over-arching HR strategy, it is debilitating to the company to keep having independent HR functions in our product units because it is cost-intensive and has led to variations in HR practices in the organization". The speaker is most likely referring to….?

"Even though there is an over-arching HR strategy, it is debilitating to the company to keep having independent HR functions in our product units because it is cost-intensive and has led to variations in HR practices in the organization". The speaker is most likely referring to….?
A . a hybrid HR model
B . a dedicated HR model
C . a decentralized HR model
D . a functional HR model

View Answer

Answer: C

Explanation:

In a decentralized HR structure, strategy and policies are created by Headquarters HR while HR in the

business units operate and make decisions on HR processes independent of the other units. In this structure, HR policies and practices differ significantly across locations.

In the Functional HR structure, headquarters HR is staffed with specialists who determine HR strategies and policies while HR generalists who are located within divisions or business units or locations implement these strategic policies, adapt them as needed, and are responsible for employee communication. The Dedicated HR structure allows businesses with multiple business units that have different strategies to apply HR expertise to each business unit’s specific needs. This means the HR strategy of each business unit is different from the other.

In the Centralized HR structure, HR strategy, policy, administration and decisions are concentrated in a strong, singular HR department. Policies and practices are the same across business locations, and HR support and administration adopt a "one size fits all" model.