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This is because they lack specialization and hence unable to understand the process undertaken. Some companies want to create “frictionless staff” which is not possible with people since handling matters for more than 15 employees is always complicated (Weber & Feintzeig 3). Transferring people to different teams when they fallout with one team will not work since there are personal issues which need to be addressed first.
Doing away with the HR department is often aimed to decentralize employee matters. This means heads of various departments will solve problem arising between employees. This will complicated this process and consequently people will have different experiences in the same company. HR department helped to create institution’s culture which will now be unavailable. Also, human resource department used to address cases of discrimination in various departments and consequently checked the conduct of managers. This move to do without a HR department makes managers in various departments mistreat employees without them being reported to an authority within the organization. This may land companies involved in court and be forced to address matters that HR department could have addressed (Weber & Feintzeig 3).
In my view, companies should not do away with their HR departments since handing employees matters ranging from hiring, compensation, to solving disputes will become difficult. They will also lack culture which can affect their image and consequently may lose out to their
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