{"id":310,"date":"2014-08-06T10:02:17","date_gmt":"2014-08-06T10:02:17","guid":{"rendered":"http:\/\/www.tojoeapen.com\/blog\/?p=310"},"modified":"2016-12-24T07:04:19","modified_gmt":"2016-12-24T07:04:19","slug":"hate-hr-time-to-split-hr-basic-things-to-think-about","status":"publish","type":"post","link":"https:\/\/tojoeapen.com\/blog\/hate-hr-time-to-split-hr-basic-things-to-think-about\/","title":{"rendered":"Hate HR? Time To Split HR? Basic things to think about&#8230;"},"content":{"rendered":"<p>There is something about HR that\u00a0always seems to attract active attention, in any discussion. \u00a0In recent years, we&#8217;ve seen articles with titles, &#8216;Why We Hate HR&#8217;, &#8216;Why We No Longer Need HR Departments&#8217;, and recently &#8216;It&#8217;s Time To Split HR&#8217;.<\/p>\n<p>Many\u00a0individuals I speak with don&#8217;t seem to\u00a0think highly\u00a0of HR in their organizations. \u00a0At the same time, HR professionals feel the pain on many aspects as well, including feeling that they are criticized unfairly many times. \u00a0In most places, they work hard\u00a0like counterparts in other functions.<\/p>\n<p>The good aspect of all this is, it shows us most people\u00a0still care and have strong expectations from the HR function.<\/p>\n<p>Looking at many articles, even nowadays, it looks like there is confusion regarding what the HR function exists for. \u00a0Having had the opportunity\u00a0to interact and learn from\u00a0many thought leaders in the consulting, academic and business worlds, the answer is simple and clear in my mind &#8211;\u00a0<strong>HR ensures successful and sustainable businesses, with the right organizational capabilities. \u00a0<\/strong>Strategies, practices, processes, behaviors, tools and \u00a0technologies\u00a0need to\u00a0follow that link.<\/p>\n<p>Sorry to disappoint anyone who still thinks that all of HR&#8217;s key\u00a0job should be to keep all employees happy and answer all\u00a0queries and\u00a0requests as quickly as possible. \u00a0Some HR teams&#8217; roles might be just that but it is important to be aware of the difference. \u00a0Overall for any HR professional, it is neither intelligent nor helpful\u00a0at any level to repel employees through unprofessional behaviors.<\/p>\n<p>There are some\u00a0basic\u00a0questions in my mind.<\/p>\n<ul>\n<li>Do employees have a higher expectation from HR as it is the one function that interfaces and represents the organization (beyond their leaders) from start to end of employment?<\/li>\n<li>Is there a higher expectation for &#8216;H&#8217; from the Human Resources function but at the same time business leadership demands more and more cost\u00a0based\u00a0decisions? \u00a0How do HR professionals feel about\u00a0&#8216;H&#8217; from their stakeholders?<\/li>\n<li>Is there a feeling that HR work at all levels is\u00a0comparatively easier? \u00a0Is there deficiency\u00a0of right competencies and professionals for more complex levels of HR work, that have led the HR function to be perceived\u00a0as ineffective or just administrative or process centric?<\/li>\n<li>Do HR professionals feel like they are caught in the &#8216;middle&#8217;? Does that lead to a\u00a0general lowering of employee trust in HR professionals?<\/li>\n<\/ul>\n<p>As HR professionals and leaders, it is extremely important to build clarity on the vision, outcomes and the structure\/governance to deliver them, while managing expectations with key stakeholders on priorities and communicating constantly.<\/p>\n<p>Leaders also have to be realistic on expectations from HR. \u00a0Many times, there is a big\u00a0disconnect internally among what the leaders expect, what employees think HR needs to do and what HR thinks\u00a0they have to do. \u00a0In addition to this, investments in HR development do not reflect the high expectations from leaders to support successful strategy execution. \u00a0HR sometimes appears among the last ones in the line for development.<\/p>\n<p>Many times, HR professionals are frustrated that they are not listened to by their own HR leaders. \u00a0Also, here&#8217;s a humble request to please stop using the HR function as &#8216;holding place&#8217; for incompetent employees that you can&#8217;t send elsewhere or\u00a0don&#8217;t want to &#8216;let go&#8217;. \u00a0HR also should not be seen as &#8216;glorified assistants&#8217; (a term heard from conversations). \u00a0There is space within HR for administrative roles but that difference has to be understood.<\/p>\n<p>Spending time, understanding, influencing views and having an open dialogue with all key stakeholders is probably the first step towards addressing some of these topics with a wider audience.<\/p>\n<p>The untapped potential can be\u00a0realized only through support\u00a0from all stakeholders, with a collaborative\u00a0attitude and approach. \u00a0It goes both ways&#8230;<\/p>\n<blockquote><p>\u201cRemember teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.\u201d &#8211; Patrick Lencioni<\/p>\n<p>&#8220;We must learn to live together as brothers or perish together as fools.&#8221; &#8211; Martin Luther King Jr.<\/p><\/blockquote>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>There is something about HR that\u00a0always seems to attract active attention, in any discussion. \u00a0In recent years, we&#8217;ve seen articles with titles, &#8216;Why We Hate HR&#8217;, &#8216;Why We No Longer Need HR Departments&#8217;, and recently &#8216;It&#8217;s Time To Split HR&#8217;. Many\u00a0individuals I speak with don&#8217;t seem to\u00a0think highly\u00a0of HR in their organizations. \u00a0At the same [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"sfsi_plus_gutenberg_text_before_share":"","sfsi_plus_gutenberg_show_text_before_share":"","sfsi_plus_gutenberg_icon_type":"","sfsi_plus_gutenberg_icon_alignemt":"","sfsi_plus_gutenburg_max_per_row":"","footnotes":""},"categories":[4],"tags":[],"class_list":["post-310","post","type-post","status-publish","format-standard","hentry","category-hr","post-preview"],"_links":{"self":[{"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/posts\/310","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/comments?post=310"}],"version-history":[{"count":1,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/posts\/310\/revisions"}],"predecessor-version":[{"id":650,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/posts\/310\/revisions\/650"}],"wp:attachment":[{"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/media?parent=310"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/categories?post=310"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/tags?post=310"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}