Should HR Be Split Up?

Human Resource Management Roles > Forum > Should HR Be Split Up?

Should HR Be Split Up?
Jaap de Jonge, Editor, Netherlands
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...Sign up

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...Sign up

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 ...Sign up

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...Sign up

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....Sign up

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...Sign up

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...Sign up

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...Sign up

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...Sign up

There is no Point
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 ...Sign up

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...Sign up

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...Sign up

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 ...Sign up

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