Question:

Your HR Development Specialist was looking through your text, which you keep near your desk as a useful resource, and noticed that the summary for chapter 13 stated that the most critical HRM function is that of sanction.

The Development Specialist, feeling somewhat threatened and offended, disagreed and stated that employee development was the most important. If people aren't trained, they won't be productive. The Compensation Analyst, who was walking by, overheard the conversation and chimed in that employees wouldn't come to work without compensation.

The Minority Recruiter then joined the conversation and stated that the agency couldn't function if people weren't recruited. Your Assistant Director calmly adds that the HR department as a whole would not exist if it didn't add value to the organization and have measurements in place to support that.

The Assistant Director, who was there all along, smiles and says, "Don't worry. This organization has come a long way and relies on our department to reach the agency's strategic planning goals.

In fact, we had a great strategic planning committee meeting last week." You still need to say something to the group. What is the most important function(s)?

How do you explain this in a way that defuses any potential problems in the workplace stemming from the "importance" of each person's position?