From Traditional HR to Self-Building HR: A CHRO Perspective

For years, Human Resources has focused on operational excellence: payroll, personnel records, benefits, recruitment processes... However, today CHROs have a much bigger question on their agenda:

Can HR really keep up with the pace of business?

With digitalization, talent shortage, hybrid work models, and artificial intelligence, traditional HR approaches are no longer sufficient. At this point, a new concept emerges: Self-Building HR.

Limitations of Traditional HR Models

Traditional HR structures typically face the following problems:

• 🔹 Changes being dependent on IT or external resources
• 🔹 Processes being static and tied to long approval chains
• 🔹 Late response to organizational needs
• 🔹 Data being used for reporting rather than decision support

This structure can tie the hands of CHROs in rapidly growing or transforming organizations.

What is Self-Building HR?

In this approach, HR:

• ✅ Designs its processes with no-code / low-code tools
• ✅ Can instantly update business rules and workflows
• ✅ Dynamically manages organizational structure, competencies, and roles
• ✅ Makes proactive decisions with AI-supported insights

In short, HR transforms into a function that doesn't just manage, but designs and develops.

Why Are CHROs Embracing This Transformation?

The main reasons CHROs are moving toward this model are very clear:

1. Adapting to Business Speed

As market conditions change, HR has no tolerance for months-long projects. Self-Building HR enables change in days, not weeks.

2. Competency-Based Organizations

Position-based structures are being replaced by skill and competency-focused organizations. This necessitates flexible and redesignable HR systems.

3. Strategic Role of HR

As operational burden decreases, CHROs can focus more on areas such as:

• 🎯 Culture
• 🎯 Leadership
• 🎯 Talent strategy
• 🎯 Organizational agility

Technology: But What Kind of Technology?

The critical point here is not "more systems" but the right architecture.

The Self-Building HR approach is built on platforms that are:

• 🔧 Modular
• ⚙️ Configurable
• 📋 Rule-based
• 🤖 AI-enhanced

But control always remains with HR, not IT.

The Critical Question for CHROs

Today's CHROs must ask themselves:

"Does my HR organization just manage processes; or is it designing the future of work?"

Self-Building HR is a strategic answer to this question.

Conclusion: The Future of HR is Being Built

Future winning organizations will be those that position HR not as a static support function, but as a structure that continuously renews, learns, and develops itself.