Organisations use shared services as a way of organising their HR activities, typically concentrating administrative activities into a centralised 'hub'. The shared service model can help businesses reduce costs, avoid duplication of effort, and allow a greater focus on HR strategy. Often shared services are seen as supporting strategic business partners and centres of expertise in HR.
This factsheet outlines how shared services work and the benefits of introducing them in an organisation. It takes a closer look at the typical tier structures and provides guidance on planning and implementing shared services across an organisation. It also highlights factors to consider for ongoing shared services management.
This factsheet was last updated by Steve George: Digital Learning Portfolio Manager, HR and Employment Law, CIPD
Steve manages content for all CIPD’s HR and Employment Law learning. He is a CIPD associate member.
Researchers investigate the daily obstacles faced by HR practitioners when trying to work proactively rather than reactively
Insight into how global issues are impacting people professionals in the UK, Ireland, Asia-Pacific, MENA and Canada
Insight into how global issues are impacting people professionals in Australia, Hong Kong, Malaysia and Singapore
Insight into how global issues are impacting people professionals in Egypt, the Kingdom of Saudi Arabia and the United Arab Emirates
Learn about defining, measuring and reporting human capital, and how HR can use human capital information to drive performance
Understand how being defined in UK law as an employee, a worker or self-employed affects employment rights and employers’ legal responsibilities
Outlines the main characteristics of strategic and total reward, and looks at designing and implementing a reward strategy across the organisation
This factsheet looks at employee voice, its purposes and use, and the benefits it can bring to an organisation and its workforce. It also covers whistleblowing and creating a speak-up culture