David Ulrich stated in Harvard Business Review, “20% of the professionals are exceptional, adding value that helps organizations move forward, 20% of HR folks are locked into a fixed mindset and lack either competence or commitment to deliver real value, and 60% are in the middle.”
In response to this article, Ram Charan proposed to split HR in two different parts as:
As recent posts in HBR suggests, blowing up HR? Does HR as a function need to blown out of proportion? Worth a thought!
Dave Ulrich holds a prominent stature of recognition in the HR space and is known to speak to the minds and hearts of HR professionals. It could be least expected of Ulrich to take a negative stand against his HR fan base.
However, this HR expert status didn’t stop him from admitting that HR can be split. Through his excellence and knowledge, Ulrich in a way has already subtly advocated split by clearly distinguishing between the machinery and intelligence of HR.
See: Choose Any of These HR Roles to Resolve Problems in an Organisation
While most of HR professionals will agree to the fact that the role of human resource function is to clearly demarcate, maintain and execute human capital plans.
With technology advancement into the HR realm of operations, the processes now can be completely automated with support from operational IT units. Also HR operations can be centralised today with other organisation’s operations without any risk element in place.
HR operations when automated with advanced technology systems eliminate the need for skilled technically-sound HR expert to manage and maintain operations. Transactions are executed with utmost ease to relieve the HR folks more time to focus on productive functions such as talent management and retention.
The Extent to Which HR Can Be Split
Here are some couple of suggestions as mentioned by Frederik Haentjens, which experts like Ulrich will not disagree with:
According to my opinion, blowing up HR is quite a far-fetched approach. The times signal for need of an intelligent HR split.
News and Image credits: LinkedIn Pulse
Also read: 4 Key Traits to become a great HR Manager