I am tiered of this ongoing Tiff about the role of HR function being a Line - support function in the organization .
You Hear it from the leaders of the corporate world speaking about how HR is becoming a line function -trying to emphasis on the importance of the HR in an organization .
All throughout the Course of HR I did , I kept on hearing professors instilling in the students the very fact that HR is becoming a line function of the organization , at a certain point i felt , they wanted to erase the guilt from within us that we took HR as specialization when others took marketing , finance a revenue generating function , unlike us , a cost center function ....
My question is , is that the only way to show importance of a function in an organization ? by claiming that it is the LINE function ?
Lets face it !
No !
Its not !
HR is very much a support function ...and it does not trouble me . More so , it definitely does not make me feel inferior, cuz I know how important it is ... I know How important is that support to the organization ... I know if that one function ,,, that one support is wrongly alligned , it would make the TATAs and the Birlas fall !!! in no time !!
Why are we not taught that a Support is crucial !!! Why are we not taught that no matter where we go , what we do , what matters it how Good you do it .... there is always a necessity for all sort of function around the globe ....what is important is "are you good at it ? how good ? "
The whole problem comes from the word "SUPPORT" .. its a word which is looked down in the corporate . nobody wants to be the part of a SUPPORT function because every1 wants the limelight which is not possible in SUPPORT . How many times does the HR personnel get an award as compared to the LINE function people .... so WHY go join a support function ?
:) It takes a lot to get into that SUPPORT function .. it takes a lot of courage, responsibility , to go stand on the side of support . It takes courage to be the determining factor for a person who is to get a job , it take courage to decide how the person would grow in the company , how will he be paid , its takes a lot of responsibility to arrive at engagement activities to help retain that one person in the organization who is an achiever ... it takes a lot of guts to decide how would take people in number and quality when you go through expansions , it takes even more to communicate exits to employees in an organization .... It takes more than what people think is "EASY" to manage talent in the organization ...
This is just a helicopter's view of the function , its more deeper that way ...
Striking a simple simile, a mother who is a house wife , cares for the family , and the husband earns , doesnt mean that the role of mother is less , on the contrary , its inevitable cuz if she does not take of the family members , they wouldnt be able to perform different tasks in life ....
More so I am more influenced with the working women who handle house and work together ... or should I say both the husband and wife manage both work and house together .... this is something that I would term as "HR as a business partner " where both have equal responsibility of HR -> people and business->money !! Where the HR trains the line managers to be a good HR manager ... how to handle people more efficiently .... and the line manager trains the HR function on the money , cost part of the organization , thus complementing each other , ultimately painting a bigger picture , together , which is growth of the company !
I dont support the whole debate on HR being line or a support . I believe even when you open a consultancy , you are still a support function on the whole , as you are helping other organizations staff , or rendering a service to the organization .. only that you are more specialized in a particular field .
Synergy is just a word which is still used to grab the attention of fresh MBA graduates , to earn a clap when used in a speach , for people to fall in awe ,as most of them dont know what it actually means !! ..
Very few know how to implement it ... and use it more than a word , cuz it takes a lot of courage to actually DO IT !
The vital question is : What stage are we in to right now ?the whole ego what position the function holds in an organization? or a wholistic view stage on how should the company perform better .
I dont need an answer ... Its an answer that each one in this , or any other profession should answer , to onself , cuz at the end of the day , its important to introspect , inorder to avoid retrospecting !
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