Question

It appears at time that the human resources function is a tool for the corporation to manage benefit packages and, risk aversion, and the like. Should the human resources function be more integrated into the communication process and relationships among the stakeholders within the organization?

Answer 1

In many organizations, specially smaller and leaner ones, the HR function and department is usually a small support entity with few team members. Operationally tasks like payroll, administration, etc. are the key responsibilities expected of it.

However as the organization grows bigger and more complex there is a great need for the HR function to be better integrated with the company and its core business functions. This is because as the organization expands the complexity of operations also goes up. In order to manage a large set of people with various personal and professional dimensions, relationships etc. the HR function needs to evolve beyond operational requirements. HR must be a strategic function completely aligned with business goals and objectives. The Goals for the HR department need to fall in place with the company objectives as far as its people are concerned. This implies a more central role in activities like capability development, succession planning, leadership development, career planning, performance tracking and monitoring, benefits and bay, learning and development etc. In order to achieve all this HR should need to take a more central role in the internal communcation process and in fact own it for the company. This also means a tighter working relationship with all functions. SOmetimes this could also be achieved by rotating people from HR across certain other functions in the organization where people skills are needed e.g. sales, key account management etc.