Human Resource
department play an essential role in all organization either small business or
large corporation. It helps to develop a company's strategy as well as handling
the employee-centered activities of an organization. However, in his article, Charan
(2014) questioned that It’s Time to Split HR and he provide proposal to split
HR into two strands. First, HR-A for administration would primarily manage
compensation and benefits and report to the CFO. Second, HR-LO for leadership
and organization would focus on improving the people capabilities of the
business and would report to the CEO. So, the position of chief human resource
officers (CHROs) should be eliminated. Actually, the model he suggested has
many plenty of opposition to it.
Let’s be clear.
Ram Charan’s recommendation is wrong. CEOs and organization leaders who read
only his column (or worse, only the title) and split HR as he suggests, will
make a serious mistake that will destroy value for their shareholders and
constituents (Boudreau, 2014).also, Boudreau (2014) suggests instead that HR and talent decisions are
optimized by “retooling HR” by Retooling
leadership development using options theory and portfolio risk optimization,
Retooling talent development using a supply-chain framework to optimize talent
flows. Retooling HR makes organization leaders smarter by applying their
existing sophistication about finance, engineering, operations and marketing to
HR and talent decisions.
Charan (2014) pointed out that most HR
practitioners are process-oriented generalists who have expertise in personnel
benefits, compensation, and labor relations. They are focused on internal
matters such as engagement, empowerment, and managing cultural issues. What
they can’t do very well is relate HR to real-world business needs. Williams
(2014) argued to split HR function and he said, "The HR function
should interlinked to the company and the HR staff must have actual operational
experience at operator and manager level to add much more value in the company.
References
Boudreau, J (2015).
Harvard Business Review. Retrieved from
Charan, R. (2015). Harvard
Business Review. Retrieved from
William,
A (N.D). 12 manage the executive fast track. Retrieved from
