In addition to large enterprises having an independent vice president of personnel to oversee personnel operations, the human resources department of general medium-sized companies and below is of the same rank or level as the general department. If the human resources management department can be upgraded to the same level as the audit department directly under the board of directors, is it possible? How to effectively integrate human resources and assist company operations?
I think the answer to your question is almost certainly yes. However, this is not the greatest problem. This is the credibility of the HR department which is often seen as a lower level. Many HR professionals cannot operate successfully at the board level as they know little about the other functions and sadly do not think and act strategically. For some of the issues with HR see the attached paper.
In 2016, a survey carried out by PwC in collaboration with the Foundation for Human Resources Development revealed what respondents chose as the top three barriers influencing the performance of their human resources function:
- Poor implementation of human resource practices by management
- Lack of ability to analyze data regarding human resources
- Insufficient resources within the human resources function
The survey, with full results at https://www.pwc.com/mt/en/services/hrservices/assets/hr-pulse-survey-2017.pdf, concluded per this query's intimation that giving due strategic recognition to the human resources function is essential.
check...
https://unece.org/DAM/stats/publications/HRMT_w_cover_resized.pdf
As @Peter Hines said, the main problem is the credibility of the HR Department. Yes, it is useful for the HR Department to be represented at the highest management level. However, it is also essential that the HR Director be able to discuss 'hard' issues. He/she must be able to discuss strategy, balance sheet, ROI, etc. Otherwise, the impact on HR policy will be very limited.
The question reflects an outdated view of HR or personnel. The companies that are doing best in people-oriented leadership have moved this to the C-suite and treat Human Capital as a critical part of the organization’s strategy. Strategy is the deployment of resources - time, money, and talent - so it makes sense to elevate the contribution of Human Capital and this is reflected in making it a C-level function.
Edward Gurowitz Chantal Epie Ca Dr. Gaurav Bhambri Olivier Serrat Peter Hines
Thank you to every professor and teacher for your guidance and sharing, which made me have a more in-depth understanding and thinking about this issue. I am honored and happy to receive gifts from afar in the process of learning, which has greatly helped me in the learning process.
I think the quality of the human resource management enhances employees training, motivation, and staying in the company. Human resource management advocates customer services, process management and leadership effectiveness.
Mahfuz Judeh thank your dear teacher~
Every teacher has helped me a lot~
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