Source page: McKinsey & Company
Commentary
All the right moves
Human resources | Organization
March 29, 2022 – Chief human resources officers (CHROs) across Europe and the US are envisioning a new operating model for HR. Taking a cue from digital companies, HR leaders are prioritizing not only the digitalization of processes but also agility and fluidity by breaking down the silos historically associated within the function.
To read the article, see “Reimagining HR: Insights from people leaders,” March 1, 2022.
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Visual form
Two-column multi-panel diamond-matrix comparison chart.
Layout / body structure
The chart is arranged as a two-column grid of HR operating-model moves. Each move has a short descriptive text block beside a diamond-shaped 10 by 10 fill matrix and a large percentage below it, so the reader scans row by row from the upper-left move to the upper-right move and then continues downward through the lower rows.
What is being compared
The chart compares several organizational moves CHROs are prioritizing as they redesign the HR operating model. It sets items such as building digitalization expertise, creating new operating models and enterprise-to-enterprise responsibilities, refocusing business partners, creating HR practice groups, organizing around the employee experience, and virtualizing centers of excellence against one another.
Measurement system
Each diamond works like a 100-cell percentage matrix, with the filled cells representing the share of respondents prioritizing that move. The exact percentage printed below each diamond is the numeric anchor, so the reader can compare both the visual density of the fill and the explicit percentage label.
Visible structure inside the graphic
The top row contains the most heavily filled diamonds, while the middle row shows somewhat lighter fills and the lower row appears lighter again. The descriptive text sits to the left of each diamond block and spells out the operational change being considered, which turns the page into a grid of parallel initiative cards rather than a single axis-based plot.
Main takeaway from the visual
The strongest agreement clusters around digitally enabled redesign of HR itself, especially The sequence moves at the top of the page. The denser top-row diamonds and the large percentages above 90 percent make it clear that CHROs most strongly prioritize dedicated digitalization capability and new operating-model responsibilities before the lower-ranked structural changes below them.
Key standout values or extremes
The highest visible shares are 95 percent for building dedicated digitalization expertise and 93 percent for creating new operating models and enterprise-to-enterprise responsibilities. Refocusing business partners still stands high at 85 percent, while creating HR practice groups is lower at 70 percent; the bottom-row diamonds are only partially visible here, but they are visibly less filled than the top two anchors.
Controls / sequence, when applicable
This is a static chart image with no in-chart controls to operate.
Companion media, when applicable
There is no separate companion audio or video; the chart image is the full visual on this page.