What exactly is on a Human Resource Department’s plate of responsibilities? Are HR professionals concerned about the friction between their required duties and the increasing demands from business leaders?
To help better understand HR’s challenges, Argosight asked members of the Human Resources (HR) & Talent Management Executive LinkedIn group to participate in their Snap Survey: Capturing the Right Responsibilities for HR.
The survey focused on three main questions:
- Which responsibilities fall under HR in your organization?
- Which responsibilities should HR continue to own?
- Which responsibilities should be taken off HR’s plate?
Over 50% of the respondents indicated 17 current responsibilities of their HR departments, including:
- Termination
- Onboarding
- Recruitment and Selection
- Employee Retention
- Employee Engagement
- Labor Relations
- Training and Development
- Benefits Management
- Rewards Systems
- Record Keeping
- Compensation / Payroll
- Job Analysis and Design
- Workforce Evaluation / Assessment
- Internship Programs
- Diversity Management
- Resource Planning
- Compliance
The respondents then indicated 15 responsibilities that HR should continue to own, including:
- Training and Development
- Recruitment and Selection
- Employee Engagement
- Employee Retention
- Onboarding
- Termination
- Job Analysis and Design
- Labour Relations
- Rewards Systems
- Benefits Management
- Workforce Evaluation / Assessment
- Diversity Management
- Resource Planning
- Internship Programs
- Compensation / Payroll
And finally, the respondents indicated 5 current responsibilities that should be reassigned to other departments, including:
- Government Relations
- Work Systems (Technology, Workplace Design)
- Record Keeping
- Compliance
- Compensation / Payroll
The article concludes that HR, as a department, needs to update its role and responsibilities to reflect not only the demands of the digital age but the technological advancements available in the market. Instead of holding on to everything they are currently doing, HR professionals should ask themselves: what higher value work can I provide to my organization given the availability of technology and tools? Only through elevating their work can they truly move their department forward.
What do you think? Is your HR department on the right track? Are they focused on activity that provides value to your company? Should your HR department shift its focus to other higher value work?
Let us know in the comments, or drop us a line.
To see the full results of the survey, read the entire article here,
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