Final answer:
The corporate structure in question uses a functional HR model, where policy creation is centralized at headquarters and implementation is handled by HR generalists in various locations. This allows for both specialization and localized adaptability within the organization. Such structures are key in larger organizations to ensure professional and unbiased HR practices.
Step-by-step explanation:
In a corporate structure where the headquarters HR is tasked with creating policies and HR generalists located in divisions or other locales are responsible for implementing, adapting, and interacting with employees, the arrangement described is best categorized as a functional model. This model allows for specialization at the higher level while ensuring adaptability and responsiveness to local needs through the HR generalists. This approach contrasts with a decentralized model where policy creation and implementation are handled independently at each locale, and a shared services model where there may be centralization of some HR functions but shared across different divisions or locations.
Large organizations, often with complex organizational structures, develop dedicated HR policies to enhance employee retention and hiring practices, mitigate the risk of bias in recruitment, and ensure a professional standard across the board. This is especially important in highly regulated environments, like the U.S. Civil Service, where the Office of Personnel Management oversees hiring practices. These organizations frequently employ a mix of HR specialists to craft strategies and HR generalists to engage with employees and oversee day-to-day activities.
Organizations are also adapting to the changing workplace by moving towards more team-based work structures, bringing together diverse skills and experiences. This shift requires HR professionals to be adept at supporting team dynamics and addressing the challenges that come with this approach to organizational design.