At the launch of my company, Scalable HR Inc, I conducted an online survey asking, “is HR ‘falling behind the curve’ when dealing with talent acquisition and management?”, as a follow-up to a recent CFO Innovation article titled “Most HR Orgs Are Behind the Curve in Addressing key Enterprise Issues”.
The results of this “just for fun” survey is in and 67% of respondents agreed that “HR is falling behind the curve”, while 33% indicated that their organization doesn’t have an HR Team. But more importantly, none of the respondents disagreed with the statement.
I must highlight the fact that this survey should not be considered a scientific research as the number of respondents was low, and the reliability and validity was not tested. However, it does support the general notion that HR departments continue to be a reactive division of the organization and as Mr. Harry Osloe, Managing Director at the Hackett Group, states, “simply too busy fighting fires to get out in front of strategic issues”.
Based on the above, I argue that it’s time to separate Talent Acquisition & Management from HR within organizations. Furthermore, I argue that Talent Acquisition & Management should be viewed as an important function within an organization, comparable to Sales and Finance Departments, as they are closely tied to an organization’s financial health and business value.
I’d love to hear your thoughts on this. Do you think it’s time to introduce Talent Acquisition & Management to organizations, responsible for Talent Acquisition, Retention, Succession and Attrition?
If your company is facing Talent Acquisition, Retention, Succession and Attrition challenges, please contact Scalable HR Inc. by email, email@example.com, or connect with us on LinkedIn, Twitter or Facebook and let us “help you optimize your financial and business value through strategic and Scalable HR services and solutions”.
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