If HR aims to add value to other departments and considers managers and leaders as customers, which HR structure is described?

• A. Shared-service center
• B. Decentralized HR
• C. Global HR unit
• D. HR business partner model

Answer: (A)

This question is about how HR can deliver services to other parts of the organization by focusing on centralized, standardized support for internal customers. A shared-service center consolidates routine HR tasks—like payroll, benefits administration, HR data management, and recruitment coordination—into one central hub that serves all business units. Managers and leaders become the customers of this center, receiving consistent service levels, clear turnaround times, and a single point of contact for HR needs. This structure emphasizes efficiency, scalability, and uniformity, helping the organization add value by reducing duplication and speeding up service delivery across departments.

In contrast, a decentralized approach places HR functions within each business unit, which can improve local alignment but often leads to duplication and inconsistent practices. A global HR unit focuses on cross-border governance and coordination rather than everyday service delivery to internal customers. The HR business partner model centers on strategic advisory and partnership with individual business units, rather than delivering standardized services through a central hub.