HR Shared Service Centers have been seen as one-stop shop for all HR matters, quicker path to learning and development, but also, as a cost saving initiative. However, care needs to be taken to safeguard against the gaping potholes that could derail the whole exercise and jeopardize secure careers.
It’s Sunday night in a dimly lit regional office. A major presentation to senior management is due on Monday morning regarding the recent changes to corporate guide lines pertaining to HR policies. Majority of the new initiatives are bound to create ripples among the local workforce, especially, in terms of shrinking career advancement opportunities on foreign postings and cutbacks in benefits relating to long-term employment. To make matters worse, HR Shared Service Center is closed on Sundays, to offer clarification on the carefully worded text that was rushed to regional locations on Saturday evening. Hands trembling, eyes quivering, sweat beads rolling down a worried face flushed with the prospect of forthcoming embarrassment, a conflicted HR professionals dried mouth curls into an incessant chant of “Oh Brother, Where Art Thou!” Dreaded Nightmare or Virtual Reality? Hold your thoughts for now!
HR Shared Service Centers have been generally seen as a convenience not only in terms of being a one-stop shop for all HR matters and a quicker path to learning and development, but also, as a cost saving initiative. However, in the enthusiasm of administering the panacea to ailing HR functions, care needs to be taken in terms of safeguarding against the gaping potholes that could derail the whole exercise and jeopardize secure careers. Let’s take a walk through the perplexing maze dotted by the following key factors to formulate our own perspectives on the respective issue:
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