I was recently promoted to handle all human resources at our 100-employee company, but I also still serve as top assistant to our company president. This has sparked a debate, with some senior leaders arguing we don't need a fulltime HR function. Our president now isn't sure whether to keep the HR function or just keep me as his assistant. How do I convince top brass that HR is more than just keeping track of personnel files and benefits?
— Caught in the Not-So-Friendly Crossfire, HR director, publishing/communication/advertising, Owosso, Michigan
The best-performing HR departments are harvesting big data so their leaders arrive at the proverbial top table with insights about pivotal roles, critical skills and gaps, says Harry Osle, global HR transformation and advisory practice leader at The Hackett Group. Read More
Some companies are choosing to do away with traditional HR departments and divvy up the duties to other departments, but not everyone agrees that's such a good idea.Read More
The standard would have caused several difficulties for staffing buyers.Read More
Director, human resources and corporate services, Progeny Systems Corp., Manassas, VirginiaRead More
Senior director of HR strategy, planning and communications, Express Scripts Holding Co., St. Louis
A certificate isn't enough in today's business climate, in which expectations of human resources professionals have never been higher, experts say.
How is peer review defined? Do we need it?
—Peer Pressure, services, Florida
A new survey notes that with advances in technology, human resources managers will have time away from administrative tasks to help their CEOs with big-picture questions, though one expert contends that things haven't changed much.
The new CEO aims to turn the company around by fixing its people problems.