HR Interview Dilemma: How Would You Answer 'Facilitator or Decision-Maker'?

HR: Facilitator or Decision-Maker?

I was asked this question in an interview: "Is HR a facilitator or a decision-maker?" How could I have answered it?

Regards

HR is the decision-maker after discussing and getting concurrence with both employees and the employer, after taking all precautionary steps to avoid conflict. In fact, HR is one step ahead of the decision-maker by foreseeing all problems.

Thanks, Avinash. But when it comes to hiring a candidate or resolving conflicts, don't they act as decision-makers too? I answered in the interview that they are both, but couldn't convince the interviewer.

I believe HR personnel never make the final decision until the department manager confirms or approves the candidate. For example, if a candidate is needed in the warehouse, both the HR personnel and the Warehouse manager conduct interviews. If the candidate does not satisfy the Warehouse manager, then they will not be selected. Even if the candidate satisfies the HR personnel, they cannot hire them without the Warehouse manager's approval.

In case of a conflict, the HR personnel must discuss with the respective department manager or supervisor before making the final decision. Let's see what our other members comment on the same.

Thanks,

Hi Kritika, Like Sayeed said, I don't think HR makes any decisions to hire. They follow policy. When I train students for interviews, I tell them that once a candidate has satisfied the technical requirements, they, by default, clear the interview. What I've observed is that only when the candidate does something really foolish are they rejected (e.g., can't tell what the company's vision is, doesn't know the CEO, or fakes their certificates). Therefore, I believe that HR only ensures candidates satisfy given criteria. One cannot call that decision-making in an intellectual or broader sense because HR follows guidelines for decision-making; they can't decide to change the guidelines.

The point here is that in India, sad to say, HR is more like a nanny to the employees. Nannies do get to decide certain things about the child, but it is nowhere near the role of a mother. In developed countries, HR is allocated a sizable budget. That is why they can organize a week-long residential training for their employees in areas like Mind Mapping, Lateral Thinking, etc. In India, training is limited to the basics such as team building and presentation skills, and a decent stress management workshop takes months to finalize.

Unfortunate, but it happens.

Regards, Avinash Tavares

Management Trainer & Life Coach

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Dear Avinash, nicely presented and explained. I simply agree with you that HR is a human link between the employees and management. Also, they should act as facilitators and shouldn't be decision-makers. We, the HR personnel, forget many a time that we are playing the role of "Effective Support Service Providers" or "Service Suppliers" and should work behind the curtain.

Regards.

Role of HR Managers: Facilitators or Decision-Makers

HR managers or executives will be facilitators, not decision-makers. They always have to follow the company policies and facilitate the employees according to the organization's policies. Decision-making will be in the hands of the board of directors, proprietor, or organization head.

I would like to add here that although HR is not empowered to make decisions in most companies, HR can play a pivotal role in influencing or steering the course and setting a direction for the decisions made by top management. In fact, this role is more crucial than being a decision-maker. In today's time, HR is a key contributor to the bottom line and a valued partner.

In my point of view, HR is both a facilitator and a decision-maker. Out of 100%, I would rate HR as a facilitator 90% of the time rather than a decision-maker. HR is the one who identifies many people-related issues and provides recommendations to management on which issues are critical and can adversely impact the business.

Not correct! The role of HR is to play strategic business partnering. It includes service offerings of facilitation, consultation, and effective execution. At the end of the day, there should be an impact on the organization in terms of productivity, competency enhancement, employee satisfaction, and a mature, dynamic workforce.

In short, HR has the capability to influence any strategic decisions and provide consultation.

Thanks,

Regards

Dear All,

The company comprises many departments and people. Every time, a single department or individual cannot act solely as a facilitator or decision-maker.

There are times when decisions are influenced more by external factors than internal ones, such as government policies, economic policies, or banking and financing policies.

When faced with such questions, the best answer I can think of is as follows: HR serves as a facilitator in decision-making. When I make this statement, I emphasize that as an HR person, I strive to create a work environment for our corporate employees where they can make decisions that are in the best interest of the organization while also being accountable. By making this statement, I convey that I, as an HR professional, provide the top management with the appropriate tools and information to make informed decisions based on calculated risks and analysis.

Regards,
Octavious

Dear All, I think it depends on the power that you have. In some companies, HRD is not considered that important, and in some other companies, it is given the power and freedom to decide on behalf of management. But core decisions related to the growth of the business, expansion, operation, etc., are taken by the Board.

HR as a Decision-Maker

HR is a decision-maker, but not all decisions are made by HR. HR can make decisions related to statutory compliances.

HR as a Facilitator

HR is a facilitator when it comes to HR routine operations. All departments have the power to make decisions pertaining to their specific department; that is why we appoint people with responsibility.

So HR professionals with lower designations will be facilitators, and as they move up the ladder with responsibilities on their shoulders, they will begin to make decisions, after due reasoning, based on the psychology of the organization.

Regards, Mathew M T SHCIL Projects Ltd

I believe HR is the best example of a facilitator. Moreover, it is the first and best customer care function available. This customer care is for the service of internal customers, who are the backbone and very vital in driving the fortune of the companies.

I believe HR serves as a mediator who is authorized to take certain actions within his or her sphere of influence.

Regards,
Rajesh

The highest utility of HR support over a long career has been as a "facilitator." It is a high-skill contribution but very useful to a manager or executive. It places the HR person in the role of a "consultant" and, as such, builds a strong working relationship with the manager.

Friends, I think we, as HR professionals, should stop considering ourselves at the bottom of the value chain in an organization. Today, HR is empowered to play a strategic partner role, and we need to seize such opportunities to prove ourselves beyond just being facilitators or clerks.

We cannot achieve this unless we break out of the mold of a facilitator or any other secondary role we may be in. Certainly, we need to continue being facilitators, but there is immense potential beyond this that we need to demonstrate.

Thank you.