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  1. In the article, it states that some companies look for other potential departments to take over as aspects of HR. I work for Young Williams Child Support Services, and in my office, there are around 100 employees. Because the office is pretty small, we do not have an HR department on site. The Deputy Project Manager is responsible for the recruiting process and determining which applicants will be interviewed as potential employees. I can see a lot of smaller organizations not having an HR department on site. However, with larger organizations, HR departments are needed, but I can see other departments taking over as aspects of HR.

  2. Most businesses function by way of HR, Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. In reality, HR functions must be conducted for every company—no matter how small or large. So properly framed, the question to ask is: “What is the most effective way that HR services can be delivered by your company?” Is it better to have an in-house HR department doing the job or is it better to partner with outside HR experts, using a variety of vendors or even to a single source? For example, many organizations find that it’s more convenient, and more cost effective, to outsource transactional services such as payroll, tax, and benefits administration, while partnering with a strategic HR partner to deliver high value consultation.


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