Keith H. Hammonds, Deputy editor of Fast Company states, " And if it's not clear already, I don't like HR, either, which is why I'm here. The human-resources trade long ago proved itself, at best, a necessary evil -- and at worst, a dark bureaucratic force that blindly enforces nonsensical rules, resists creativity, and impedes constructive change. HR is the corporate function with the greatest potential -- the key driver, in theory, of business performance -- and also the one that most consistently underdelivers". Wow, that is definitely some powerful words. I respect his thoughts on the disconnect between HR and companies. While reading this article, I always think of the TV show, "The Office". In this show, The regional manager of Dunder Mifflin (Paper Supply Company), Michael Scott absolutely despises another fellow employee named Toby Flenderson. Toby is a corporate employee who is the Human Resource Representative for the branch. Michael describes him as evil, and the only reason why Toby is there is to make life hell and not fun. It is true that a Human Resource department needs to follow strict guidelines and regulations that must be rolled out and followed to the employees. However, this is the way it has to be. Many people believe that HR departments hamper the growth of the business but In my opinion, I believe strongly HR departments are there to protect the company and its people in different ways. I disagree with Keith Hammonds when he states that HR people aren't the sharpest tacks in the box. I believe that people who pursue a career in Human Resources are ambitious and want to make a difference. One of my first jobs was an HR assistant for a very small company, I remember an HR job was described as " pushing paper work, and thats it". Look at the Human Resource Departments now, it has evolved drastically.
John Montgomery Rouse states, "HR is becoming more and more focused on being a driver to business results. I find your viewpoint valid, but it just ain't right. You are ignoring the very point of where HR is going and why so many Y Generation graduates are interested in a career in psychology and HR - I firmly believe HR is an intergral part of the success of the company - when it is used with genuine hard strategic thinking. Bad HR, like bad finances, poison companies. Great HR, like great financial skills, can add immensely to top line (Less burnout, more retention so less recruitment, induction, and succession costs) and to the bottom line (Nurturing talent DOES drive business results). HR needs to convince the board that strategic HR is the key to people's earning potential and then the door will spring open"
At my previous company, there were talks about opening up a division that staffed only Human Resource positions. The demand of Human Resource needs have increased rapidly through the recent years. I do believe there is still a great deal of work and we will need patients for others to respect HR departments. To be honest with you, when I accepted my current position, I was absolutely shocked on how badly the HR Department was. Everything was so unorganized. The explanation of my benefits, payroll setup, and the lack of communication almost made me rescind my acceptance. However, I came to my senses and said that this could be a great opportunity where I can make a difference. In my mind, I am close to finishing up my Certificate program, and I could utilize what I have learned to make this department run smoother, sufficient, and also to recruit the best and brightest people to make the organization stand out.
Turnover Rate is an issue. HR is usually to blame for employees who stay for only 6 months. I believe it is a combination of things. Again at my previous company, the turnover rate for employees was astounding. In one year, a whole division of employees in a branch could change 2-3 times. The reason behind that is "not because of the HR department", its because of the quick action to fill a seat. Upper Management tends to hire quick, not give anyone proper training, and in three to four weeks, the new employee is lost and disheartened by the situation. They end up using the last two weeks trying to find another job. If there was an HR department dedicated to hire properly, train properly, give detailed description of what the job entailed, and expectations there would be less turnover.
2 comments:
Great thoughts Eric. So how do you think HR Technology can change these perceptions about HR?
Technology will change these perceptions eventually by integrating applications such as Facebook, Linked, twitter into the companies. Upper management needs to keep their minds open to change. They must evolve with technology to reap the benefits. They must delegate an actual SME on applications they are comfortable for roll out. They must realize also that technology is there to make thing easier and not harder. It will definitely take time.
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