Some top reasons WHY HR is often misunderstood –Take 1 J
Readers, I absolutely don’t pretend to speak for every HR department worldwide, but the HR professionals that I know are committed to both their employees and their company. They avoid causing employees pain intentionally. Here are some top reasons why employees might perceive the situation differently. These are the reasons why I feel I have observed non-Human Resource professionals having a list of depressing and so to say “HR horror stories”.
· The HR staff person is caught daily in a balancing act between the role of employee advocate and the role of company business partner and advocate. And, no, the employee doesn’t often see or understand that the HR person is playing two roles. They gauge the HR person by their affect on the employee’s need.
- As an example, the employee wants HR to make an exception for him; the employee doesn’t realize that an exception for him begins to set a precedent for how the company must treat other employees – employees who may be less deserving of an exception.
· All information about employees is confidential. Even when the HR staff person handles an issue, whether the issue involved disciplinary measures or just a conversation, the steps taken and the outcomes are confidential. An HR employee can tell the complaining employee that the issue was addressed. Because of employee confidentiality, they cannot reveal more. This can leave the complaining employee believing their issue was not addressed. (The outcome of a formal, written complaint, as in sexual harassment charges, is generally disclosed.)
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| Blame it all |
· HR staff members need documented evidence that a problem exists. Witnesses are helpful, too, as is more than one employee experiencing the same problem. It is difficult to take action based on one employee’s word, especially if the other party denies the problem.
· What an employee may see as unreasonable behavior on the part of a manager or another employee, HR may find within acceptable bounds of organizational behavior and expectations. The employees may have a personality or work style conflict. The boss may supervise an independent employee more closely than desired. HR can talk with all parties, but often, no one is wrong.
· When an employee doesn’t like her job or work goals or experiences a conflict with her supervisor’s management style, HR can’t always find the employee a new job. Additionally, because of the cost of employee on boarding and training, the organization is likely to have policies about how often an employee can change positions. Indeed, proving yourself in the current job is the fastest path to a coveted new job.
· HR doesn’t know about the promises you say your manager made to you about a raise, a promotion, special time off, or a rewarding assignment, unless the promise was documented in your performance development plan. You are welcome to complain to HR if you have addressed the issue with your manager. But, the end story is likely your word against the manager’s word. Is it possible you misunderstood your manager? If not be wary about promises made – when he has demonstrated he doesn’t keep his promises. Work with HR on an internal transfer.
· HR is not always in charge of making the decision. In fact, the decision you don’t like may have been made by their boss or the company president. Good, company-oriented HR people won’t blame other managers publicly for decisions with which they may disagree. And, they won’t bad-mouth the decisions of their boss or other company managers, so you may never know where the decision was made.
So, an unresponsive, unhelpful HR office that avoids helping employees with their problems is not always the case. (Though I know from my experience that such organizations do exist, let’s hope they are on the path to change- Inshallah). There are legitimate reasons why HR cannot fulfill every employee’s wishes.
If the HR staff listens, communicates actively, and informs the employee why a decision is made or an action not taken, employees are much less likely to write asking how to solve their HR horror stories.
This information may help our fellow HR professionals better address the “misunderstanding” by employees.
Dear Khurram,
A good insight into problems, but I would like to add one more thing to it: when HR intervenes into any department's non performance department heads try to avoid HR and things are wrongly communicated to management about the behavior and approach of HR to save themselves.
There are many minds with many thoughts and actions in an organization but there is only one HR department in an organization who tackle all of them.
Khurram,
That was really a nice article and a good way to bring up the voice of HR professionals.
Additionally I have my own point of view in this regard; like, HR professionals these days are hired on reference basis not upon their skill sets. Most of the people around has this view that being a good communicator is the skill of HR. Despite the fact, but I believe HR personnel personality attributes are different; they are more of a behavioral attributes rather than technical – they should have the capability to deal people in a polite manner, by implementing Co. SOPS/Policies/decisions in a soft manner rather than pushing and imposing it… They need to be a good listener rather than a kinda company dictator and so…
So in short the HR individual itself plays a vital role in developing the image of the HR department.
So by recruiting right HR personnel will at least minimize the subject issue.
Regards,
Shumail