Is HR Too Important to Be Left to HR?

The article talks about human resources with respect to business organizations. The role of human resource tends to be less understood from a number of sectors. A number of business organizations apply HR in manner that is not supposed to be run; it takes up tasks and gives away duties that are meant for it. It is hence through this that HR tends to lose the meaning that is supposed to have through its operations. The article gives a number of duties for a strong HR to be established.

The article ‘Is HR Too Important to Be Left to HR?’ gives a number of problems that HR faces. HR has acquired a number of responsibilities of leading, like the top managers operating operations that are HR connected as well as HR not taking a leading role when it comes to the needs of the business.

HR is not supposed to take up the task of leading people, otherwise unexpected results may accrue. It is ought to issue structures and uphold the internal customers. HR and its connected activities are meant to be precise in terms of know-how and capabilities. The managers are not to manage the HR connected activities which would otherwise lead to the business goals not being met. So that the business is able to acquire the business needs HR ought to take part. It is through this that its functions would be successful.

The article presents HR as a supporting aspect of business which should neither a back seat nor a leading role if the business desires to meet its objectives. This hence calls for no confusion of duties.

Consequently, HR is a necessary component of a business organization that aims to meet the objectives of a business. Its supporting framework is applied to make this come to being.

Reference

Trost, A. (2010, November 23,). Is HR Too Important to Be Left to HR? Harvard Business School Publishing. Retrieved from   http://blogs.hbr.org/cs/2010/11/is_hr_too_important_to_be_left