Split Up Hr Essay

2118 Words Jun 20th, 2015 9 Pages
Individual Assignment: Is it Time to Split Up HR?
Mind the Talent Management Gap: HR-A and HR-LO

Abstract
Human Resources has gone through ever-evolving changes over the years. They have been transitioning from transactional to becoming a strategic business partner with the high level executives of businesses. They are moving towards becoming the corporate centers of excellence by developing the right metric and analytics, the right talent and understanding how much human capital impacts successful business results. This paper analyzes the trends, contributions, skills and challenges that HR professionals have been and are going through to become the effective Strategic Partner.

Mind the Talent Management Gap: HR-A versus HR-LO
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Ram Charan says that most HR employees are process-oriented generalists and are not able to relate HR to real-world business needs. CEOs would like to use their CHROs and CFOs as sounding boards and trusted partners. (Charan 2014) By splitting HR into talent strategy and administration and looking at those experiences as developmental steps, those high potential line managers will be able to better their judgment to make well-informed decisions that produce desired outcomes. Those employees will rotate through management and will become more informed about the business, business environment and area of responsibility. When managers are able to develop better decision making skills by broadening their experience, they can help the business gain a competitive advantage and provide an opportunity to influence.
With the positive, there are many cons of splitting HR as recommended in Charan’s article. When researching supporting articles and journals, I noticed that there has been a lot of push back on this idea and most do not agree with Charan in splitting HR into two. The job of HR is to be the “architect” of the people strategy and be a supportive resource to the line managers and staff. HR should think of their function as ‘talent consultants’ instead of ‘service deliverers’ and focus on leadership skills, management practices and hiring and developing great people. The responsibilities that would fall under HR-A

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