Should HR Be Autonomous From the Operation – Ask #HR Bartender
I’m sure you’ve seen articles – and we’ve written a few here – about the role of human resources. Today’s reader note wants to know about a different aspect of the role of human resources.
What’s your opinion on HR managers “directly” supervising a department within a company, where other departments in that organizational structure are autonomous from HR? I’m trying to understand the pros and cons of such an arrangement. I tried doing independent research on this issue, and in the process discovered your blog. Thank you for your time.
By definition, autonomy means “acting independently or having the freedom to do so.” Do I think that departments should act autonomously from HR? No. Do I think HR should act autonomously from the organization? No. Human resources and the other departments in the company need to work together to accomplish the company’s goals. People cannot simply go off and do whatever they wish. There are consequences to the business.
Now that being said, there are a couple of other words to consider: empowerment and accountability.
Should departments, including HR, be empowered to take care of certain tasks within the organization? Yes. Every decision doesn’t need to be a group decision. The organization should empower department leaders to handle certain problems and decisions. Department leaders should empower employees to take care of certain activities. If something outside of that agreed upon list of activities comes to surface, the group should figure out how to proceed in the short- and long-term.
Should HR and the rest of the organization hold themselves accountable for being fair, credible and trustworthy? Yes. Every individual and department within the company needs to garner respect. It’s the foundation for positive working relationships and company culture. Regardless of responsibilities, individuals must have the organization’s best interest as a priority. Otherwise, their credibility will suffer and the entire organization will feel the impact.
I know of several HR pros who also have responsibility for their company’s marketing department. It can make a lot of sense. But it takes working with the rest of the organization, using power positively, and being accountable.
The Intersection of #HR and Marketing
Every #HR Pro Should Own a Marketing Textbook
Can One Person Handle Both HR and Marketing
If Your Marketing Director Ran HR . . .
Human resources departments have a tough job. There are times when both management and employees want them to be objective and impartial. Where HR falls on the organizational chart is not the determining factor. I’m confident there are employees who would say their human resources department is biased and they don’t directly supervise another department. And there are employees who would say their HR department is fair and they do supervise another function.
The answer is whether or not employees have confidence that HR will be fair, transparent, and trustworthy.
Image taken by Sharlyn Lauby after attending the SHRM Annual Conference in Washington, DC
0