How I challenge Ai with Dave Ulrich's question!

Recently, I read an article introducing HR Guru Dave Ulrich's competency model. The author claimed that Ulrich often asks his MBA students a question cited in this article coming soon...

As an experienced HR educator, I know the answer, and I tend to challenge my students. However, this time is different; I will challenge ChatGPT as one of my new students!

Let us start our challenging journey...

Remarks:

User: it is me!

Assistant: ChatGPT

All of the content is generated by ChatGPT automatically. For further reference, please click https://chatgpt.com/share/6708235e-e618-800f-bfab-8c99d268ac37 for the original conversations.

User:

"Who should be responsible for human resource activities in a company?

A. Department managers

B. HR professionals

C. Cooperation between department managers and HR professionals

D. Consulting experts

E. No one, let it develop on its own"

Assistant:

"C. Cooperation between department managers and HR professionals"

User:

"Do you doubt your choice?"

Assistant:

"No, I am confident in my choice. Typically, human resource activities in a company require cooperation between department managers and HR professionals to ensure that HR policies align with business objectives."

User:

"I say it's A"

Assistant:

"I understand that you've chosen A. Department managers. Indeed, department managers play a crucial role in executing HR activities, especially in recruitment, training, and performance management. However, best practices usually involve cooperation between department managers and HR professionals (Option C). The HR department provides policies, procedures, and professional support, while department managers are responsible for specific implementation and management. This collaboration ensures that HR activities align with business objectives and comply with company policies and regulations.

Therefore, I still believe that Option C is the most comprehensive and accurate answer."

User:

"If we look from the perspective of authority, responsibility, and benefits, who can take it on, and which approach is the most efficient?"

Assistant:

"From the perspective of authority, responsibility, and benefits, department managers have direct responsibility and vested interests in their departments' performance and personnel management. They understand the specific needs of the department and employee performance best, so having them take on the main responsibility for HR activities (Option A) might be more efficient in decision-making and execution.

However, human resource management involves complex areas such as laws and regulations, compensation and benefits, employee development, and organizational policies. HR professionals have expertise in these areas and can ensure the company complies with laws and regulations and formulates reasonable policies and procedures.

The most efficient approach is usually cooperation between department managers and HR professionals (Option C). Reasons are:

1. Balance of authority and responsibility: Department managers handle daily management and performance evaluations, while the HR department is responsible for policy formulation and professional support.
2. Application of professional knowledge: HR professionals provide expertise in law, compensation, training, etc., avoiding legal risks and unfair treatment.
3. Unification of interests: Cooperation ensures that the interests of individuals, departments, and the company are aligned, helping achieve the company's overall goals.

Therefore, although department managers (Option A) may be more direct at the execution level, to achieve a balance in authority, responsibility, and benefits and attain the most efficient management effect, Option C (cooperation between department managers and HR professionals) is the more ideal choice."

User:

"So we can say that department managers should be responsible for the company's human resource activities; they are the Business Owners, managing human resources. HR professionals handle the complexity of human resource management processes in the company; they are the Human Resource Process Owners. Note that I used 'human resources' and 'Human Resource.'"

Assistant:

"Your point is very reasonable. From the perspective of 'authority, responsibility, and benefits,' department managers as business owners (Business Owners) should indeed be responsible for HR activities within their departments. They directly manage and lead team members, understanding the specific needs of the department and employee performance best, making them more efficient in decision-making and execution.

Meanwhile, HR professionals, as the Human Resource Process Owners, are responsible for formulating and maintaining HR policies and processes, ensuring compliance and professionalism in the company's HR management. They provide necessary tools, systems, and guidance to support department managers in effectively managing their teams.

In this distinction, it can be understood that:

• Department managers (Business Owners) are responsible for the daily management and decision-making of human resources.
• HR professionals (Human Resource Process Owners) are responsible for the design and optimization of Human Resource processes.

Therefore, based on your 'authority, responsibility, and benefits' analysis, choosing A (department managers) makes sense because they have direct responsibility and vested interests in HR activities. The HR department plays a supporting and service role, ensuring all processes run smoothly.

Thank you for presenting this perspective, which deepens the understanding of the issue."

User:

"To confirm again, based on the above analysis, Option A is the best choice for this question!

'Who should be responsible for human resource activities in a company?

A. Department managers B. HR professionals C. Cooperation between department managers and HR professionals D. Consulting experts E. No one, let it develop on its own'"

Assistant:

"After further analysis and consideration, I understand your viewpoint: department managers, as business owners (Business Owners), should be responsible for HR activities within their departments, while HR professionals, as Human Resource Process Owners, provide support and guidance.

However, best practices usually involve cooperation between the two, for the following reasons:

1. Combined advantages: Department managers understand their team's specific needs and dynamics, while HR professionals possess professional knowledge and skills. Cooperation combines these advantages.
2. Division of responsibilities: HR professionals handle policy formulation, legal compliance, and process optimization; department managers are responsible for execution and daily management. Clear division helps improve efficiency.
3. Risk management: Dealing with complex issues like laws, regulations, and employee relations may be beyond the scope of department managers alone. HR professionals' involvement can reduce risks.
4. Strategic alignment: Cooperation ensures HR activities align with the company's strategic goals, avoiding departments acting independently.

Therefore, while department managers play a key role in daily management, from the perspective of overall effectiveness and efficiency, choosing C. Cooperation between department managers and HR professionals remains the most ideal answer.

Final Answer:

C. Cooperation between department managers and HR professionals"

User:

"I'll give an example: Huawei initiated a plan to recruit geniuses, aiming to find a group of talents. Let's assume we need to find the first genius, starting with the R&D department (corresponding to 'human resource activities in the company'). According to Option A, the 'R&D department manager' should be responsible. If they can't find someone or hire the wrong person, the R&D department manager should be accountable. This is logical. Moreover, the R&D manager would invite or request HR, the Process Owner, to use effective channels or even recommend effective channels to HR—that is, geniuses better understand where geniuses are and methods to assist in recruitment.

But if the choice is Option C, then it becomes 'R&D manager and HR' working together. If they can't find someone or hire the wrong person, the R&D department might say HR didn't find the correct channels or provided problematic selection criteria... And HR might feel wronged, thinking, 'How would I know if he is really a genius!' Such situations lead to unclear authority, responsibility, and benefits, longer recruitment processes, and blame-shifting on results..."

Assistant:

"Your example of Huawei's genius recruitment plan is very persuasive. Based on your analysis:

• Clear authority, responsibility, and benefits: The R&D department manager has direct responsibility for recruiting suitable talent. If recruitment fails, they need to bear the consequences. This gives them greater motivation to find the right candidates.
• Higher efficiency: The R&D manager best understands the department's needs and the specific requirements of the position. They can more accurately define recruitment standards and target candidates, improving recruitment efficiency and success rates.
• Clear responsibility attribution: If the department manager is responsible, the responsibility is clear when issues arise, preventing mutual blame.

Based on these reasons, in this context, Option A. Department managers is indeed the best choice.

Therefore, after reconsideration, I agree with your viewpoint: Department managers should be responsible for human resource activities in the company.

Final Answer:

A. Department managers"

User:

"You won't change your mind this time, right!"

Assistant:

"No, I won't change my mind this time.

After our discussion and your example analysis, I agree with your viewpoint: The best answer is A. Department managers. As business owners, department managers should be responsible for human resource activities in the company."