While working in multinational and private companies, a person or a candidate or an employee can understand all the policies and systems of the company.
The employee working in a company experiences a decision-making process and system. And such systems can be characterized as centralized and decentralized systems of the company.
Moreover, in this discussion, the main subject of opinion would be a decentralized human resources system of the company.
Decentralized Human Resources:
In the process and matters of decision making, the human resource department of the company plays a secular and responsible role. Decentralized Human Resources can be termed as a process where all the authority of decision making takes place in each department.
In simpler words, it is a process where each working department of the company takes an active part in the decision-making, and finally, after collecting opinions of the different department the management takes its final decision considering all the helpful suggestions.
Advantages and Disadvantages of Decentralized HR Services:
| S.no | Pros of Decentralized HR | Cons of Decentralized HR |
| 1 | Better decision making | Lower Local response |
| 2 | Every Dept can present their opinion | Efficiency |
| 3 | Accessibility | Lack of consistency |
| 4 | Comfortable relationship | Lack of expertise |
| 5 | Empowerment | Involvement of personal connections |
Pros or Advantages of Decentralized HR:
Below stated subjects of topics are listed in the favor of decentralized human resources systems of the company. Therefore, understanding all the benefits and advantages of the decentralized systems helps all employers and their company to finalize their decision-making system.
1. Better decision making:
Most of the time while taking decisions regarding any department and strategies of the company, the human resource department takes an active part in such parts of the company decisions.
Moreover, with the help of the decentralized system, each department of the company authority can present their opinions in the form of departmental issues. And finally, the end decision would be taken by the management of the company considering all the opinions of the department heads.
2. Accessibility:
As a decentralized human resource, the system maintains all the decision-making obligations. The main purpose of decision making is to help the organization with its better decision-making abilities.
And most of the time while taking decisions the authorities of the company need to communicate with each other, but if the company follows all the systems of decentralization, then the communication barriers will no longer exist between the management and the department heads.
3. Comfortable relationship:
As has been explained above that the decentralized system helps to increase the communication level between employees and their managers. Therefore, better communication brings out a better relationship between employees and employers.
Moreover, with the help of decentralized human resource systems, the company can maintain a healthy and comfortable relationship between its employees, even after replacing their job in that particular company.
4. Empowerment:
As it is quite clear that all the elements of the decentralized human resource system evolve around the decision-making process. The actual decision of the company relies on the decision of their department head.
And once all the decisions and opinions gather in one place, then the management takes an accurate decision after considering all the necessary aspects of the decentralized HR system.
Cons or Disadvantages of Decentralized HR:
Discussion over the pros of decentralized human resources systems provides accurate differentiation between centralized and decentralized processes. And that is why these pros of the decentralized system involve all the beneficial features of that particular human resource system.
This discussion over the cons of the decentralized HR system will clear out all the confusion between its benefits and cons without any extra effort and hard work.
1. Lower Local response:
The company earns a profit with the help of its customers who buy their products and services available in the market. In this process, the company expects a better relationship with their customers as compared to the rest of the rival companies.
Moreover to make that happen the company needs to gain the trust of its existing and new customers. But unfortunately, the decentralized human resource system does not provide such a feasible environment for that particular possibility.
2. Efficiency:
As a matter of time, a decentralized human resource system delivers all the benefits along with the aspects of its own. But unfortunately in terms of efficiency the company delivers a greater level of efficiency with the help of the centralized HR system.
And as compared to the decentralized human resource system the company which beliefs in this decentralized HR system takes on a higher level risk with their efficiency level.
3. Lack of consistency:
A possible solution for all sorts of organizational trouble is that the company needs to be united with their problem-solving techniques, but with the help of a decentralized HR system, the possibility is visibly minimal.
And that happens because in the decentralized hr system the decisions take place in every department head. And during such decision making, each department head has its reason which can be positive and negative as well.
4. Lack of expertise:
While working in a company as a part of human resource management, the employee will gain all sorts of department-related knowledge about human resource management. But sometimes the employee lacks in experience levels as compared to the other department head.
And that is when the employee might interpret the problem or the issue on his or her own without any prior knowledge or experience. Eventually, this causes issues between the company and its employees.
5. Involvement of personal connections:
When a company runs its business, according to the process of the decentralized human resource system, then the company undergoes certain unlikely situation which involves personal connections.
There is a strict rule in every company that the staff needs to follow at any point in time of their working hours. But sometimes some people fail in following such rules of the company and as a result the company lack in their relations with their employees and the employers.
Conclusion:
The bottom line is that at the end of this discussion over the pros and cons of decentralized Human Resources, the interested candidates can briefly and quickly understand all the benefits, cons and functions of the decentralized human resource management.
Therefore, it is very much important for all the readers reading this discussion over decentralized Human Resources, to make an accurate decision in favor of the growth of the company. And if anyone needs to know about the decentralized system, then they can follow all the above-stated points to understand that particular subject matter better.
