Does Splitting HR Into Two Make Sense? Usually, when you split something in half it’s for the better. Until recently, a rowdy discussion has taken place in the C-suite level whether or not HR should be divided into two (ok more than two!) factions: one administrative and one that manages leadership and even data and analytics? But does it make sense? Or are we adding more work on top of work? Seems a tad overwhelming to say the least.
This week, we were joined by Todd Owens , CEO of TalentWise , and good friend of the #TChat Community. Todd not only reminded us that HR has the power to play a pivotal role in an organization’s business strategy, but how it can provide invaluable solutions. He also showed us his qualities and ability to be an engaging Social CEO.
Instead of trying to split HR into two, Todd proposed that we:
So instead of postponing the solution, why not focus on aligning HR with the business strategy?
Sometimes, the simplest of solutions are usually right in front of us. Think about what really happens to HR if it gets split into two.
Remember why we created HR in the first place? HR is about finding solutions for the World of Work, which means finding solutions to business problems. We live in the age of technology, so we need to remember that:
Honing in on what the particular issue does help make sense out of using HR technology, but also realizing HR needs to move forward, not backwards. Get your HR department aligned with your business strategy. Reaching goals are about finding a place you can start from. That’s where HR comes into place.
See What #TChat-ters Had To Say About HR And Business! [<a href=”//storify.com/TalentCulture/tchat-storify-spliting-hr-into-two-branches” target=”_blank”>View the story “#TChat Storify: Spliting #HR Into Two Branches” on Storify</a>]
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