The point of view put forward in this paper is that the classic definition of the HR mandate renders it impossible to meet the expectations now demanded of this function. As organizations try to meet the new challenges they encounter in the marketplace, a great variety of initiatives have been undertaken. These initiatives include the formation of ‘Leadership and Innovation Development’ centres, ‘Balanced Performance Measurement’ projects, as well as the creation of new roles including Chief Learning Officers and Chief Knowledge Officers. However, it is a constant matter of debate as to whether these mandates should be placed within or outside the Human Resources mandate. More often than not, the very initiatives that would contribute to its renewal are structured outside of HR to try and eliminate the fear of reducing the credibility or legitimacy of the initiative.
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