What non-HR professionals fail to realize is that legal requirements are complex in nature and HR must be cautious. Their role of protecting corporate assets against the laws put HR in the role of being "good cop"/"bad cop." HR must straddle the fence protecting the rights of the employee and the employer.
What must HR do to be respected. Often employees attempt to determine what they believe HR's role is or should be in the organization. Some managers believe HR should be finding the best hires, nurturing the stars, and enhancing a productive work environment. However, several managers indicated HR places to much time and energy on the administration of personnel policies and practices which companies are increasingly outsourcing to contractors. It's been said that HR managers are seen as more concerned about activities than results. They tell how many people were hired, the number of performance appraisals completed, and whether employees are satisfied with their new hire orientation. But too seldom does HR bridge those details to employee, managerial, and business performance measurement and metrics.
Despite, many of these criticisms, HR can be respected if done well. There are many companies that bring HR into the realm of business strategies giving HR a seat at the table and respecting the role they play and contributions they make to the strategic direction and success of the organization. HR should be a special part of any organization, which means viewing the people and their talents as an opportunity for creating greater organizational competitive advantages. But in many companies, the opportunity is seen as wasted, and that is why HR is not highly respected.
I've been in the field for over 27 years and have watched HR change from administrative to strategic; outsourcing those administrative functions that do not add value...allowing staff to develop more strategically. Twenty-Seven years ago HR did not have a seat at the table and now that we have a seat...What do we do with it? Does a seat at the table bring new challenges for HR management? Does a seat at the table gain respect?
What must HR do to be respected. Often employees attempt to determine what they believe HR's role is or should be in the organization. Some managers believe HR should be finding the best hires, nurturing the stars, and enhancing a productive work environment. However, several managers indicated HR places to much time and energy on the administration of personnel policies and practices which companies are increasingly outsourcing to contractors. It's been said that HR managers are seen as more concerned about activities than results. They tell how many people were hired, the number of performance appraisals completed, and whether employees are satisfied with their new hire orientation. But too seldom does HR bridge those details to employee, managerial, and business performance measurement and metrics.
Despite, many of these criticisms, HR can be respected if done well. There are many companies that bring HR into the realm of business strategies giving HR a seat at the table and respecting the role they play and contributions they make to the strategic direction and success of the organization. HR should be a special part of any organization, which means viewing the people and their talents as an opportunity for creating greater organizational competitive advantages. But in many companies, the opportunity is seen as wasted, and that is why HR is not highly respected.
I've been in the field for over 27 years and have watched HR change from administrative to strategic; outsourcing those administrative functions that do not add value...allowing staff to develop more strategically. Twenty-Seven years ago HR did not have a seat at the table and now that we have a seat...What do we do with it? Does a seat at the table bring new challenges for HR management? Does a seat at the table gain respect?
Please share your thoughts!
