Realigning HR Functions (or This Isn’t Another Blog about Steve Slater)
Here’s an interesting idea that could help HR be true to its goals and become a better employee advocate. Move money-oriented functions like benefits and payroll to the finance department. Professionals in that area do a better job with transactional programs and can address the cost issues associated with those functions. Then, leave the talent management and employee development areas to HR professionals.
That’s an idea espoused by Donna Flagg in her recent Huffington Post article. In “Where HR Departments and Finance Should Split” she says, “For the most part, the skills that individuals need to bring to the money side are not the same (in fact they are often the opposite) as those needed to do well on the warmer-fuzzier side of things where it’s all about human interaction and interpersonal skills.” Separating the finance programs from the workforce management tasks makes sense. But would this scenario work in your organization?
(P.S. Nothing against Steve Slater. In fact, that story is a prime example of how you don’t want your employees to act. So, take heed, and ensure that your workers have a place to bring their customer problems before they lash out.)