In what circumstances is it acceptable for the HR or IT function to supersede the decision of the other?

587 views2 Upvotes11 Comments

Chief Information Officer in Manufacturing, 10,001+ employees
The easiest acceptable circumstance for IT to supersede HR is when it comes to the security of the organization. HR should override when it comes to a personnel issue.
CTO in Healthcare and Biotech, 11 - 50 employees
I would say that it is acceptable for HR to supersede IT when a policy has been breached by an IT employee, even though this employee would be very valuable for the company.

For IT to supersede HR it would be when data is being misused by the HR department in any harmful way.
VP, Actuarial Information Technology in Finance (non-banking), 5,001 - 10,000 employees
Supersede is a provocative word and ideally it should not be an issue between any two departments (HR, IT, Finance, etc.).  Corporate policies should clearly delineate responsibilities.  For example, IT should handle computer security; HR should handle personnel matters.  If an employee does something that violates both areas - for example, if an employee emails confidential data to a competitor - then both HR and IT should jointly determine the consequences.
VP of IT in Real Estate, 5,001 - 10,000 employees
I'd say supersede is not the right word for this question. In an organisation, the R&R of various departments should be clearly defined, and decisions shall be made according to such or via a pre-defined committee. 
Chief Information Officer in Services (non-Government), 51 - 200 employees
in cases of a termination for violation of HR policy and vice versa, when someone in the organization violates an IT policy.
Director in Healthcare and Biotech, 201 - 500 employees
I agree with most comments. Based upon the situation at hand both directions of supersedes Should be possible. The key is that the heads of these 2 departments have a strong working relationship and approach these matters for the good of the whole.
Further, IT has great short term "power" HR has the long term goods ;-) 
Sr. Managing Director in Finance (non-banking), 5,001 - 10,000 employees
-IT and HR both should work together , like any other business group, for the benefit of the organization keeping employee interests also in mind. 
- when it comes to data breach, privacy, sharing confidential information IT should provide evidence to HR to take action as per HR policies.
- when it comes to hiring, staffing, promotions, salaries etc. IT makes the recommendation and HR should execute as per the guidelines.
- how to implement HR systems for processing for payrolls, time and attendance etc. is IT decision. 
Director of IT in Manufacturing, 501 - 1,000 employees
Instead of "supersede", "alignment" and "agreement" should drive the decisions and actions. Based on policies, human/employee related policies should drive IT alignment with HR. And vice versa data security and access/privilege policies should drive HR to align with IT.
IT Director in Services (non-Government), 11 - 50 employees
IT can supersede for some cases like termination process, but HR can supersede the IT in others like hiring process for checking the personal qualifications specifically 
Head of IT Operations in Healthcare and Biotech, 201 - 500 employees
I think providing you have clearly defined roles and policies for each dept, each department gain supersede each other based upon who is responsible for the result of the decision. 

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Oui, 5 jours / 5 en télétravail30%

Oui, à mi-temps en télétravail25%

Oui, 1 jour sur 5 en télétravail20%

Peut-être, tout dépends des modalités de suivi d'avancement7%

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Peut-être, si le tarif est suffisamment attractif à compétence égale2%

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Non, ca ne sera jamais la politique maison6%