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> Does the CEO have time to analyze optimal organization designs? Optimal for what? I do think the CEO or someone similar needs to figure out what you want fr

> Does the CEO have time to analyze optimal organization designs? Optimal for what? I do think the CEO or someone similar needs to figure out what you want from the organization and design it. HR may have input but it is just input. HR can do the market calibration research. That's a good role for them. Initial fit? That should be the team or team manager. Background checks? Either HR or an administrative assistant somewhere. Without HR, that work should fall upon the team manager and maybe some assistance somewhere. It can be done though. Bottom line, yes, there is a role for HR, I think. No, I don't think it is a big role.

Xylakant 13y ago
Short question: Do you have employees? We do have a handful and the amount of work associated with them [1] is astounding. On average it used to cost me 20% of my time until we hired someone for administrative and HR work. Now, we're a small company and have no need for a full HR position, but that role is taken by a person and I can quite well tell that the more employees we hire, the more we'll move to a dedicated HR position. It's not a "big" role, but it's still an important one. I value that work being taken off me. [1] paperwork, monthly company events, ...
- einhverfr 13y ago
  That's a good reason to have an administrative assistant, right? In fact there;s no reason why departmental administrative assistants can't take on HR roles, is there?
  - Xylakant 13y ago
    Sure, if that fits you. That still doesn't make "HR" disappear - they're just labeled differently and can't specialise. So as long as you can't fill a full HR position that's certainly a measure, but if you can, why not fill it with somebody who can and wants to fill that role as good as possible?
RougeFemme 13y ago
If the team manager is doing background checks - initiating, conducting, following up, etc.- how much time does that allow for him/her to manage the team, do whatever technical work is required at level, interact with the rest of the company as required, take a breath and think strategically, etc.? And how many team mangers WANT conducting background checks as part of their jobs? Even farming that out to a contractor - finding a good one, following up, ensuring quality, making sure deadlines are met, etc. - takes time.
- einhverfr 13y ago
  Please re-read what I said. Background checks should be either HR or an administrative assistant tot he team manager. But things like initial fit interviews should be with the team, not just the manager. The point is that bringing someone onto the team and seeing if that is a good fit, is something that belongs at the team level. Some of the support could be done by a small HR department, or the old fashioned way, by an administrative assistant.

Xylakant 13y ago

Short question: Do you have employees? We do have a handful and the amount of work associated with them [1] is astounding. On average it used to cost me 20% of my time until we hired someone for administrative and HR work. Now, we're a small company and have no need for a full HR position, but that role is taken by a person and I can quite well tell that the more employees we hire, the more we'll move to a dedicated HR position. It's not a "big" role, but it's still an important one. I value that work being taken off me. [1] paperwork, monthly company events, ...

einhverfr 13y ago
That's a good reason to have an administrative assistant, right? In fact there;s no reason why departmental administrative assistants can't take on HR roles, is there?
- Xylakant 13y ago
  Sure, if that fits you. That still doesn't make "HR" disappear - they're just labeled differently and can't specialise. So as long as you can't fill a full HR position that's certainly a measure, but if you can, why not fill it with somebody who can and wants to fill that role as good as possible?

RougeFemme 13y ago

If the team manager is doing background checks - initiating, conducting, following up, etc.- how much time does that allow for him/her to manage the team, do whatever technical work is required at level, interact with the rest of the company as required, take a breath and think strategically, etc.? And how many team mangers WANT conducting background checks as part of their jobs? Even farming that out to a contractor - finding a good one, following up, ensuring quality, making sure deadlines are met, etc. - takes time.

einhverfr 13y ago
Please re-read what I said. Background checks should be either HR or an administrative assistant tot he team manager. But things like initial fit interviews should be with the team, not just the manager. The point is that bringing someone onto the team and seeing if that is a good fit, is something that belongs at the team level. Some of the support could be done by a small HR department, or the old fashioned way, by an administrative assistant.