Traditional HR service delivery: Traditional HR service delivery model comprises of generalist, specialist and administration. This service delivery model is a tested service delivery model and there are definite protocols that are associated with the traditional service delivery model. The definition of the scope of work is very clear in some cases rigid in this service delivery system. This service delivery pattern is still prevalent in many companies; this is owing to its past success. It is followed especially in the small and medium sized companies. These companies seem to prefer this model owing to its structured approach. The HR team looks after the needs of the employees particularly of those employees who are performing general duties than people who are performing expert functions. In traditional HR delivery systems, there are a group of twelve people who handle a group of 1200 people in a company. Basically, this service delivery team would usually consist of a HR director, three managers’ four assistants to these managers, three HR officer post and a supervisor. There is a definite working pattern in these groups. The work that is allocated to one employee in the company cannot be easily shifted to another employee in the company when this traditional HR service delivery system is practiced. The focus of the team is more on the administrative actions of the company and very less focus is given to the strategic long-term vision of the company. The company views the HR department as a knowledge source regarding the legalities and the administrative actions of the company. The HR department will generally have more influence on the administrative and the legal ethics of the company. In the current times, more importance is given to the HR department. The HR department is gaining leverage and more importance in the recent times with companies owing to the company’s dependence for the knowledge regarding ethics.