Strategic Communication Management
tackles the evergreen topic of where the internal communication function should sit within the organization to perform at its best.

While HR may often be seen as its natural home, Liz Guthridge of Connect Consulting Group, questions whether this kind of structure is really the best option. "Determining the best place for communication requires more than a toss of a coin," says Guthridge. "It’s an involved process, best led by experts in organization design."

Guthridge lists both the pros and cons of housing internal communication within HR.

The advantages to housing internal communication within HR are as follows:
• An advancement of initiatives/issues that HR and employee communication share, such as employee engagement, employee branding, employee experience, branding, leadership communication, change management, culture, and disaster planning and preparedness.
• A match of “say” and “do” messages.
• Greater coordination and collaboration among HR and employee communication staff members.
• Opportunities to maximize money spent because budget isn’t divided among two departments.
• Ability to synchronize calendars and scheduling that can simplify employees’ lives.
The disadvantages, however, are:
• A tendency for messages to be HR-centric rather than business-centric.
• Also, a tendency for messages to be less timely and less audience-centric because HR and lawyers insist on extensive reviews and approvals.
• An inclination for communication staff to focus disproportionately on HR issues, not companywide organizational concerns.
• Possible trend for communication staff to serve as a PR function for HR both internally and externally.
• A limit on professional development and career advancement opportunities, especially if employees want to explore external communications.
• HR communications could lag in adopting new tools, techniques, and technology either because HR leadership doesn’t understand their value or prefers spending budget on HR matters.