The Short Answer

Why the HR Function Emerges

The need for an HR function arises primarily as a result of two important factors.

One, when the leaders are not able to devote time in managing people issues or people systems or people processes.

And second, when the leader feels that they have reached a stage that an expert is needed to manage complex kind of issues people issues.

The Early Stages of an Organisation

Specifically speaking, there is a time in every organisations life cycle, when even a person who is at an amateur level, or somebody who is at a learner level can manage HR or human resource aspects as a result of self-learning, or as a result of picking from social media or guidance from somebody.

When Expertise Becomes Necessary

And then there would be a stage when every organisation would need somebody who would provide expert opinion.

Level of expertise can vary, but that someone would be a practitioner in the area of Human Resources and would be required to take ownership of the output, not only of executing things.

someone would be a practitioner in the area of Human Resources and would be required to take ownership of the output, not only of executing things

Irrespective of Organisation Size

Therefore, irrespective of the size of the organisation, one point that needs to be considered when this question is being considered as to does an organisation really need somebody to be in the HR function.

The Leadership Question That Matters

The answer is pretty simple, as a leader, as a leader can you spend time in managing the human resource expectations?

if no, then it is advisable to get a HR practitioner, whether in the form of a full time employee or a consultant.

as a leader can you spend time in managing the human resource expectations? if no, then it is advisable to get a HR practitioner