Should HR Be Split Up?


 
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Should HR Be Split Up?
Jaap de Jonge, CEO, Netherlands, Editor
Business speaker Ram Charan (2014) argues that most Chief Human Resources Officers (CHROs) are process-oriented generalists and their expertise is in personnel benefits, compensation and labor relations. They are focused on internal matters such as engagement, empowerment and managing cultural issues.
Charam believes CEOs would like to see their CHROs to act as a sounding board and trusted partner and have their expertise in linking people and numbers to analyze strengths and weaknesses in the organization, in finding the right fit between staff members and jobs, and in talent management strategy.
Charan proposes to split the CHRO function into 2: An administrative one (reporting to the CFO) and a new CHRO function that focuses on leadership and organization issues and reports to the CEO.

Do you think splitting up the HR function is a good idea? If so, for what kind of companies and in what circumstances? Do you think that splitting HR up in this way (one officer f...Register
 

 
Splitting HR Into Separate Groups
David Wilson, Manager, Canada, SIG Leader
Hi Jaap: I have seen some organizations split their Human Resource (Personnel) function into HARD and SOFT SERVICES services. The hard services (Labou...
 

 
Should HR Be Split
Mike Fosu, Management Consultant, Ghana, Member
Hi Jaap, I do not think the HR function should be split. I agree with David Wilson that the solution is to find the right HR personnel with strategic ...
 

 
Should HR Be Split Up
Florence Ansu-Amponsah, Manager, Ghana, Member
No. Not at all. HR, like Accounting, has a lot of branches which boils down to one. What makes HR more difficult is the behavioral aspect of it. Human...
 

 
Can we Split HR Into Separate Groups?
Minda Gelay, Manager, Ethiopia, Member
How can we split HR functions? I think the HR functions are naturally inter-linked and they cannot be split op or be treated as stand alone functions....
 

 
Yes, It Can Be Done But
kiran pandit, Manager, Nepal, Member
I think the administrative functions related to compensation & benefits and other administrative things can be reported to the CFO and can be executed...
 

 
On Should the HR Function Be Splitted
Karl-Heinz Sternberg, Director, Germany, Member
Having the Human Resources Business Partners in place, who take care about the strategic view, while having support functions like Talent Management o...
 

 
Don't Split the HR Function
Dr. Alan Williams, Professor, Thailand, Member
I agree they should stay together. I also agree that HR needs to add much more value in terms of proactively identifying the capabilities needed for e...
 

 
Don't Split the HR Function
Zahra Djebaili, Student (University), Algeria, Member
I am agree with @David Wilson... I think that the HR function should be interlinked within the company. Splitting i...
 

 
There is no Point
Febrianto
I know that Charan is just proposing an outline to help solving problems with HR. However, the model he suggested is only changing the titles or name ...
 

 
Outsourcing HR / Payroll to Finance Department
Dr. Alan Williams, Professor, Thailand, Member
@kiran pandit: One further point. If the finance department is actually calculating and paying salaries, then confi...
 

 
Who should Deal with Compensation and Benefits: HR or Finance?
Anamika Choudhury, Consultant, United Arab Emirates, Member
Thank you Jaap for bringing this up. I firmly believe that HR should dictate "who" gets compensation and/or benefits, whilst Finance should decide "wh...
 

 
HR Partnership with Hi-Po Talent
Silvy Chahal, HR Consultant, India, Member
The problem shared by Ram Charan is absolutely valid. We cannot deny that businesses have been disappointed with HR not providing strategic direction ...
 

 
 


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