Is Poon Tip right? Why or why not? Would this work in your organization? Why or
ID: 413103 • Letter: I
Question
Is Poon Tip right? Why or why not?Would this work in your organization? Why or why not?
What would/could you do differently to prevent Poon from convincing your executive team from feeling the same way? Is Poon Tip right? Why or why not?
Would this work in your organization? Why or why not?
What would/could you do differently to prevent Poon from convincing your executive team from feeling the same way?
ens with T well Article nd Is HR at Its Breaking Point? of Some companes are choosing to do away with traditional HR departments and divvy departments, but not everyone agrees thats such a good idea. up the duties to other TODD HENNEMAN inso business leaders; and some, like G Adventures, have no HR department whatsoever Learning Outcomes ·Recognize that HR functions may not be adressing impor, tant organizational requirements Understand how Ulrich's business partner model of HR might be a preferred alternative to traditional HRM Poon Tip moved administrative tasks into the finance depart- ment and created two te department. The socalled alent agency" focuses on recruiting and talent management. The culture club," where everyone has the title "karma chame- loon"-named afer the hit 1980s song sung by Boy George- organizes everything from fundraisers for the company's nonprofit foundation to holding celebrations whenever G ·Consider the possibility that HR as a function may need to Adventures wins an award. evolve over time. Poon Tip's approach wouldn't work for mamy organiza- tions, but a growing number of companies are reimagining their HR structures along with who executes their people stral- years ago, Toronto-based G Adventures held aegies. Almost 45 percent of organizations indicated that they funeral for its human resources department. will change their HR structure by the end of 2013, according to "We had a company function where I put up cross- Towers Watson& Co's 2012 HR Service Delivery Survey,up bones and skull with the title "Death of HR.. says Brace Poon from 28 percent in the previous years survey Tip, founder of the adventure-travel company, which employs Jac Fita-enz, founder of the consulting firm Human Capital Poon Tip took the drastic action after spending a year look nizations should pull apart HR departments and place pieces 1.300 people Source, says it's time for the C-suite to forget tradition. Orga- ing for a veteran of the field to become vice president of human where they fit naturally. "We have patched together a function five-person department. He received 600 resumes and spent If it's the sunset of HR as we know it, the new eru's dawn Every meeting I had, I couldn't wait for it to end." he says. KPMG's HR Transformation Center of Excellence. The ficld resources, which would have been a new position overseeing that isn't working very well." Fitz-enz says months interviewing candidates can't come soon enough for Robert Bolton, a partner in It seemed like HR was the art of oppression. I knew I didn't has "relentlessly pursued best practices and generic mod- want that in my company. els" with a blind eye to business strategies or even industries The debate over HR's shifting function and format contin "lf people are significant for your organization in relation to s, but it is apparent that as executives shift their corporate pri- achieving a competitive advantage, and if you are trying to steal esource their HR functions; others have shifted responsibili- HR function, not one that looks like every body else's" Bolto rities, HR is following suit. Some companies have chosen to a march on your competition, then that calls for a differentiale s to froat-line managers in efforts to transform HR leaders says. This never-ending chase of best copis
Explanation / Answer
Introduction:
Bruce Poon Tip, the founder of the adventure travel company took a bold step of putting the slogan of ‘Death of HR’ in one of its company function, thereby reflecting that the need for HR departments in the coming era will reduce to zero and there will be no need for an extra HR department in any organization. Moreover, in the company, all the administrative tasks were added up to the finance department and the process of recruitment and talent management were handled by the ‘talent agency’. And the work of organizing functions, holding celebrations was handled by the ‘country club’ where every employee was named as ‘karma chameleon’.
Is Poon Tip right in his approach or not?
According to me, the approach followed by Mr. Poon if definitely not right. Although most of the organizations are taking steps to move from traditional HR functions and modifying their HR departments, but the idea of removing the HR department entirely from the organizations is not at all acceptable and advisable.
Efforts are made to collaborate with the HR functions along with the strategies of the organization and this term is known as Strategic Human Resource Management (SHRM). It means framing the HR strategies in such a way so that it goes in collaboration with the overall strategies of the organization.
Managing the Human resource is a difficult task and involves high level of skills to understand the human needs, identify such needs in the market and making sure that the most fit is employed in the organization. The idea of dividing the HR function and including it with other functions of the company is a bad idea. The managers employed in other departments would be expertise in their own fields and giving them the duty of HR managers would lead to mess as they might know the real techniques to attract, retain, train and promote the employees.
Human resource Management is a complex work as it is not easy to understand the different wants and needs of the employees. The functions of HR does not confine only to searching the employees and then hiring them. HR is far beyond the hiring process and it includes retaining the employees, satisfying them, understand their training needs, continuously motivating them, setting standards for the employees, evaluating their performance, deciding on the salary initiatives for them and keeping them satisfied so that the turnover rate reduces.
So it can be said that the approach that Poon followed and totally removed the HR department from his organization was entirely wrong as it is impossible to remove the department and hand over all the responsibility of HR department to the managers of other departments. As managers of other departments might not have the skills and expertise in handling human aspect of the organization and improper handling of the human resources would result into downfall of the organization.
Would this work in your organization? Why or why not?
If I were the founder of the adventure company then I would have not followed the approach which was followed by Mr. Poon. I would have not removed the HR department totally from my organization rather I would have modified the department by adding more modern approaches to it and introducing the concept of Strategic Human Resource Management (SHRM) and make sure that the strategies formulated by the HR department collaborate with the overall strategies of the organization. Also I understand the importance of a satisfied and happy employee and know that a happy employee will turn out to be an asset for the organisation in years to come. And handling over the responsibility of managing the human resource in unskilled hands who possess less knowledge about how to deal with employees in every phase will be a dangerous idea.
Totally dividing the HR department and giving out responsibilities of HR to employees in different departments is not a welcoming idea. Though with time the HR functions are becoming thin day by day but this does not mean that the HR department will disappear from organizations in the coming future.
What would/could you do differently to prevent Poon from convincing your executive team from feeling the same way?
The actions of Poon led the executive team realise that organizations can work even without the HR department and that every employee is skilful enough to carry on the actions that are otherwise done by the HR managers. They also thought that it is not necessary to appoint additional HR managers and add up to the costs, rather the duties and responsibilities of HR managers can be easily handled by other department employees.
I would have prevented Poon from convincing the executive team from feeling the same way by highlighting the bad points of not having any HR department in the organization and also by highlighting the importance of HR department if it remains the part of the organization. The points of benefits and bad points are listed below:
Merits of having HR department in the organization:
Demerits of not having HR department in the organization:
Conclusion:
With the passage of time employees are considered as an important asset for the organization and there is a need to manage the employees effectively so that they remain the part and work for the workforce of the company. Human resource can only be managed effectively and skilfully by the HR department as it requires knowledge and experience of years to deal with the human factor. It is not an easy task to understand the psychology of the employees and deal with them effectively so that they remain satisfied with the organization, and this task cannot be handled effectively by any one from other department. Hence the importance of HR will never fade out from the industry.
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