Is an HR Department Truly Essential, or Can Other Departments Fill the Role?

Hi friends,

I want to know if the HR department is really mandatory in any industry or office in this corporate world. Can we replace the services of an HR executive with someone from another department?

Hanuma

Now, it's going to start once again... 😈

HR Department is not mandatory. The managerial functions that HR automatically performs are inherent in any kind of workforce, whether technical, medical, etc. Even non-management individuals with experience know how to motivate their team and achieve organizational objectives. As long as the team is motivated and organizational goals are met, other processes such as appraisals (which can further demotivate employees when not conducted as desired) and training and development (which can be handled by non-HR personnel) may not be necessary. Therefore, there is no need for an HR person; a company can function without HR.

Phew, I know what the responses would be, but Hanuman, I could not resist myself upon seeing your question. Now, it seems you have started it.

Hi,

The HR department is not a must in an organization, especially a smaller one, until and unless the statutory compliances are met and handled by someone from any department, especially accounts and finance personnel. However, as the size of the organization grows, along with an increase in HR functions (such as orientation, training development, maintaining personnel files, etc.), it is advisable to have a separate dedicated department for HR and Personnel functions.

Regards,
Abhi

By the way, HR for HR... My name is Hanuma and not Hanuman. Please remove "n" from the last. Hanuma.

I wish some more persons would present their opinion on this question of mine.

Sorry, I misspelled your name, HANUMA! 😜

Wait for some time, and I hope it will start once again... 😈

Hi Hanuma,

It will become essential as your organization grows bigger that the need to have a dedicated HR department becomes more and more apparent.

Ravi, do you really want it to start again?

Regards,
Ricardo

To cut it short.

Yes, when the unit is small, it is possible to have different HR/personnel functions exercised by two or three other functional heads who have the time and the capacity/ability to handle them. Also, most HR interaction will be face-to-face, which has its own advantages.

When the organization grows, the non-HR functional heads will find it more and more difficult to handle HR/personnel in addition to their own functions, and it will need full-time HR/personnel executives to take over. Also, as the organization grows, the HR/personnel function grows in size and importance, complexity, and you need a special kind of people to handle these matters successfully. Face-to-face interaction will be limited, and procedures and systems need to be introduced and followed.

HR/personnel matters now need to be handled by a separate function, which can develop and train other personnel to perform at their best in the right position for them.

Jeroo

Hi Jeroo! Well put!

However, I would like to add to that. One of the new trends that I have observed in the market is a concept called "Line HR." Here, the functional manager would also be responsible for HR initiatives or at least facilitate the HR department, therefore becoming an agent of the same.

Moreover, the HR profession's job itself has undergone many changes in its nature. From data analysis in terms of productivity to attrition analysis and retention strategy, these were never a part of the "IR" as HR was called earlier.

I myself am involved in "First Impressions," which ideally looks at the induction piece but also imbues the culture of the company and facilitates new employees for the first couple of months. I also partake in "Executive Capability Development," a special cell of HR responsible for career management and leadership development, specifically for the Senior Cadre in the company.

Coming from a hardcore HR Operations background in my previous organization, the specific specialized HR job was a bit of an inconvenience initially since the perception of HR was specified. However, it has been a very interesting learning experience so far.

Apology.

I did omit the line manager's recent involvement in HR. However, what it really implies is that the line manager is taught various HR developmental aspects which he/she can utilize while dealing with the employees reporting to him/her. This is so that the line manager can fulfill his line responsibilities even better.

Thanks.
Jerop

I believe that HR is becoming increasingly important for organizations. Any organization that doesn't have a professional setup, policies, and procedures from the start may struggle to attract new talent, especially in the presence of larger organizations.

While line managers or department heads can handle hiring, the responsibility for designing policies, systems, conducting leadership surveys, and training employees lies with HR. I have noticed that technical personnel often prioritize technical skills over soft skills, behavior, or attitude-related matters. Who will develop systems to evaluate and enhance these skills? I believe these tasks fall under the purview of HR. Line managers may not possess all the necessary skills or capabilities to manage these aspects.

Regards,
Khalid

In today's world where multiskilling is becoming rampant, a technical manager knows how to get the work done through his subordinates. He can learn a lot about management through books, degrees, and experience. Today, people understand what is expected of them by the company, allowing them to coordinate, discuss mutually, and solve problems with each other.

In a world where everyone is intelligent, educated, and aware of what is expected of them by the company, they would work with full motivation equivalent to the pay/environment they receive. This behavior is easily noticeable to their supervisor, who can address any issues if the employee is lacking in performance.

Thus, there seems to be no need for an HR Department and so-called special HR people. That's what I think. :roll:

Anyone can frame a vision and work towards achieving it. I believe there is no need for an HR Department for that. In any industry, of any size, there needs to be a good and powerful person who can motivate and get things done. This person does not necessarily have to be from the HR Department.

We work without an HR Department and we don't feel the need for one to some extent. What more to say...

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Hanuma,

See my earlier postings. These should explain the reasons why there is a necessity for a separate HR department. You are a technical professional in an academic institute. When you enter the industry, you will understand the need for a separate HR presence.

Jeroo

Dear All,

HR is a crucial part of any organization. Some have it clearly established, while others "cover" this department within another department. However, once an organization grows, it has to have it. It's true that some companies outsource it, so they may not physically have it. Many companies are doing this these days.

If others mean that it's costlier to have HR than to simply ask somebody else to do it, then maybe. But if they are speaking in the truest sense, then you have to have HR. You may outsource it to the outside, but you still have it.

After all, you are getting your Human Resource from somewhere, and you HAVE to manage it. Thus, you have to have HR one way or another.

You have to be clear as to what HR is intended for, and how today's technology and outsourcing world have changed, and how cost cuts are a priority these days, and of course, the growing need to invest in people and make their efforts more effective (which HR is partly responsible for). So, once you understand all these, then you set your priority as to whether you want to have an in-house HR or simply have it outsourced.

It's a classic case study.

Regards,

HASSAN

Not really.

Many of the most important HR functions relate to interpersonal dialogues, where such interactions cannot possibly be delegated to outside sources who have no idea of what is required or the conditions prevailing at any given time in the company.

Jeroo