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!
It is very difficult for non-HR professional to understand the role of HR in the organization. HR is often viewed as the employee advocate. As the voice for employee concerns. HR professionals are seen as as company morale officers who do not understand the business realities of the organizations and do not contribute measurably to the strategic success of the business. In an environment in which the workforce keeps changing, laws and the needs of employers change too. Therefore, HR management activities continue to change and evolve. Managing people in an organization is about more than administering a pay program, designing training, or avoiding lawsuits. If HR are to be an important part of competing in the marketplace, a different level of thinking about HR management is necessary. HR should be looking at a newer way of thinking such as how to help the organization treat people as part of the capital assets of the firm and how to assist the organization handling a major force affecting management and that is the globalization. I'm not sure HR customer base (the employee's) will ever have a great respect for the role HR professionals play.
ReplyDeleteDo you mean highly respected or hopelessly reactive? ....If people are a companies most valuable assets(and most CEO's say they are) then the HR function should be seen as pivotal to the success of any company. Unfortunately, in many cases HR is rather seen as a "soft" function, populated by under achievers and lacking any true appreciation of the real business issue
ReplyDeleteHuman Resource manager is just that, a professional who manages human affairs in the workplace. Dealing with the different personalities, political issues, laws and regulations in the workplace would be to much for a large company of over 100 employees to deal with without an HR manager and be able to suceed in todays world. With the advanced technology of today(email,blogging,webinairs etc) then the younger generation and the differences between the older generation, baby boomers, there is a lot to keep up with in advancing a company to the next level. HR brings forth the seminars, lunch meetings, speaking engagements that are needed to advance in business today wheather large or small. That indivdual should be able to blend the two differences of generations together and enhance the business so that it becomes more viable to the community. It is a job that only an intelligent,well educated and business driven indivdual can handle and promote a sucessful company. Hats off and congradulations to those who fit those qualifications. You have my respect always!
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