The HR Service

Delivery Model
Canvas
HR Service Delivery Model Canvas - EXAMPLE
1. HR Customer 2. HR Value Proposition 3. HR Operating Model 6. Key Activities 7. Key Resources &
Segments Competencies
What value are we delivering to each customer What are the key characteristics of our HR operating What key activities do our value drivers and value
segment? model? propositions require?
Who are we creating value for? Which physical, human (competencies), and financial
What problems are we helping to solve? How do we collaborate? resources does our value proposition require?
Who are our most important internal and external
“customers”? What sets of products and services are we offering?
Example: Example:
Example: ● Employer brand development ● Leadership support & availability
Example: ● An Agile approach to HR with internal business ● Financial investment
Example: ● Recruiting / talent acquisition
“Creating a company where partners/consultants, external specialists, and ● Branding merchandise
Internal: ● Consulting & business partnering
people love to work” outsourced tech. ● Key HR Competencies:
● Employees ● Setting up & managing technology, tools, and
● Outsourced partners for shared services and ○ Business acumen
● Line managers self-service portals.
● Shaping a fair and inclusive work environment in training with internal advisory and operations ○ Talent acquisition
● Leadership team ● Leadership development activities
which people from diverse backgrounds feel like ○ Digital integration
External: they belong. ● Establishing processes and policies ○ People advocacy

● Shareholders ● Keeping people informed with transparent ● Employee engagement activities and creating
● Regulators communication. moments that matter
● Worker unions
● Maintaining a steady talent pipeline to enable 4. Customer ● Internal communication & conflict resolution
8. Key Partners
● Applicants/potential employees
growth.
Relationships ● Managing external specialists
● Building an organizational culture optimized for Who are your key partners and suppliers?

performance. What type of relationship does each of our Customer

Segments expect from HR?
Example:
● Reporting on people-related topics.
● Marketing / Employer branding agency
Example: ● Recruitment partners
● Employees: Self-service + on-demand
● Assessment consultants
● Managers: Dedicated, proactive (directive)
● Legal counsel
approach.
● Technology vendors
● Leadership team: Proactive strategic guidance +
○ HRIS
on-demand problem-solving.
○ ATS
● Applicants: Rapid, transparent, and personal
communication. ○ Self-service portal

5. HR Value Drivers 9. HR Cost Drivers

What value do the business and our customers most appreciate? What are the most significant costs inherent to our HR value proposition?
What are we doing to set our organization apart from competitors and help it win in the marketplace? Which partners are the most expensive?
Is HR seen as a cost driver (focus on cost efficiency) or a value driver (focus on value creation)?
Example:
● Right talent, right time, right position Example:
● Recognizable and admirable employer brand ● HR Salaries
● Automation tools and subscription fees
● Trusted employer that always has your back
● Hiring fees for recruiting partners
● Advertising budget + Sponsor fees for recruiting/employer branding events

STRATEGY EXECUTION
The HR canvas is based on the Business Model Canvas by Strategyzer.com
Fill out in this order
1. HR Customer 2. HR Value Proposition 3. HR Operating Model 6. Key Activities 7. Key Resources &
Segments Competencies
What value are we delivering to each customer What are the key characteristics of our HR operating What key activities do our value drivers and value
segment? model? propositions require?
Who are we creating value for? Which physical, human (competencies), and financial
What problems are we helping to solve? How do we collaborate? resources does our value proposition require?
Who are our most important internal and external
“customers”? What sets of products and services are we offering?

3 7

2
4. Customer
Relationships
6 8. Key Partners
Who are your key partners and suppliers?

What type of relationship does each of our Customer

Segments expect from HR?

1 4 8

5. HR Value Drivers 9. HR Cost Drivers

What value does the business and our customers most appreciate? What are the most significant costs inherent to our HR value proposition?
What are we doing to set our organization apart from competitors and help it win in the marketplace? Which partners are the most expensive?
Is HR seen as a cost driver (focus on cost efficiency) or a value driver (focus on value creation)?

5 9

STRATEGY EXECUTION
The HR canvas is based on the Business Model Canvas by Strategyzer.com
HR Service Delivery Model Canvas
1. HR Customer 2. HR Value Proposition 3. HR Operating Model 6. Key Activities 7. Key Resources &
Segments Competencies
What value are we delivering to each customer What are the key characteristics of our HR operating What key activities do our value drivers and value
segment? model? propositions require?
Who are we creating value for? Which physical, human (competencies), and financial
What problems are we helping to solve? How do we collaborate? resources does our value proposition require?
Who are our most important internal and external
“customers”? What sets of products and services are we offering?

4. Customer 8. Key Partners

Relationships
Who are your key partners and suppliers?

What type of relationship does each of our Customer

Segments expect from HR?

5. HR Value Drivers 9. HR Cost Drivers

What value does the business and our customers most appreciate? What are the most significant costs inherent to our HR value proposition?
What are we doing to set our organization apart from competitors and help it win in the marketplace? Which partners are the most expensive?
Is HR seen as a cost driver (focus on cost efficiency) or a value driver (focus on value creation)?

STRATEGY EXECUTION
The HR canvas is based on the Business Model Canvas by Strategyzer.com