Human Resources Management Policies and Practices within companies indicate that are taking sole responsibility for major policy decisions. On the other side, while HR departments remain involved in the development of business strategy, global studies showed that their involvement has declined slightly in the past four years. (Lucas, G., 2004).Acording to Lucas, G., (2004).,The following keys are the strategic roles that staffing the HR function enable the HR department; creating a framework for staffing that enclose objectives; taking the decision of which HR function should be processed internally and which should be external. Elaborate internal HR staff members with the competencies needed to perform well in a strategic HR environment. The selection and management of HR outsourcing partners who will contribute efficiently and the evaluation of key indicators HR staffing capability. The developing of a framework for a strategic HR staffing need to know the essential elements of a strategic HR department to make an appropriate selection of the structure for the HR function and to decide which HR tasks will be accomplish internally or externally. (Guy, J., 2001).Understanding the characteristics of a strategic HR functions includes the organizations which have combine the HR functions with the business strategy. It delegate to begin the administrative and transactional HR work to concentrate on strategic HR work to reduce costs. It also includes, the investments to captive and retain the top talents using adequate employee recruitment and training schemes. Furthermore, comprehend the utilizations of technologies to assist the progress of integration with employees, customer and suppliers. The identification on how faster the task can be delegated when there is a constant data availability improves also the decision making and service levels. (Homer, K.,1997)Human Resources Structure & Human Resources strategy-Shared Services ModelThe coordination between HR structure need to be based on HR strategy which can be achieved in differents ways and includes a variety of factors as the aspiration degree of strategic impact; the velocity of change in the industry, the resources available to the HR department including the level of talent within the team and the HR strategies utilised by competitors. The strategies given to structure the HR functions comprise: personal strategy; generalist strategy; business partner strategy; call center strategy; centers of excellence strategy; service center strategy and E-HR strategy. Many employers use a mixture of these strategies. One of the most common model used that combine three of the previous strategies is the shared services model. This model promotes HR expertise and provide advanced services within the company. (Banerjee, A. and Watson, T.F., 2011). Although, the shared services model depend on the HR division of tasks and expertness into three components, classified as according to Homer, K (1997).:Centers of excellence. Where the specialists in different areas as stuffing,  compensation, training, benefits and labor relations provide services across the company to executives in business units on request.