Why do people Hate HR?
People hate HR for many reasons such as:
HR is not working to grow a business. For example, it is mentioned in the article that “when
HR professionals were asked about the worth of various academic courses toward a” “Finance
that was just 2%”. So, HR is not focusing on hiring people who are really working to achieve
business value and profit. However, HR people tend to be social workers, they want to work with
people and help them only without really caring about business objectives.
HR is not delivering outcomes. In other words, they are focusing on doing activities. It is
mentioned in the article that HR managers “typically undermine that effort by investing more
importance in activities than in outcomes.” Also, HR doesn’t care to connect the percentage of
employee satisfaction and their benefits to their business performance. It is proven in the
article that employee satisfaction and performance directly affected the business’s outcome by
1%-10%.
HR is primarily concerned with safeguarding the interests of the company, such as avoiding legal
penalties instead of really promoting the growth and well-being of the employees. This can make
people suspicious of HR's motives.
HR departments can place more of an emphasis on locating failing personnel, instead of offering
rewards and promotion chances. HR managers, as stated in the article, are "unwilling to
acknowledge accomplishments that would merit much more than the 4% companywide
increase."
HR does not have a clear strategy in hiring, firing, and keeping employees by addressing their
needs and respecting their effort. This has led to many employees quitting their jobs, and this
will affect the business negatively. It is mentioned in the article that they find out that many
departments “with the highest turnover rates, were also those with damaged-goods rates of 5%
or higher”.
What five things HR Professionals do to help change the negative perception of
HR? Which one do you believe is most important?
HR professionals should be compassionate, on the ground, aware of cultural nuances, and
knowledgeable about the company and how to integrate employees who can fit in.
HR professionals may change their focus from just activities to generating real outcomes that
favorably influence the performance of the firm by putting these techniques into practice, such as
working with other departments to comprehend their demands and align HR initiatives
accordingly.
HR professionals should strive for a balanced approach that considers the interests of both the
business and the employees. This might be achieved by promoting open communication and
creating clear guidelines.
HR professionals may help build a more pleasant and cooperative relationship with their staff by
really caring about employees' personal development and well-being during performance
reviews.
HR should provide thorough onboarding programs that familiarize new recruits with the
company's culture, values, and rules while also equipping them with the skills and tools they
need to succeed in their positions. And I believe this is the most important change.
Based on your experiences and what you read in the article, what do you think about
HR? Please explain.
In my experience, I've never had any problems or arguments with the HR department. They were
able to keep the work climate fair and productive for the workers. They carried out a variety of
tasks to ensure organizational stability and satisfaction with work.
I believe HR professionals should always focus on improving the employee experience,
attending to employee needs, and lowering turnover. It is proven in the article that employee
satisfaction and performance directly affected the business’s outcome by 1%-10%.
Consequently, the business objectives will be achieved.
T participation:
Hello Dinesh,
I appreciate the way you discussed Keith H. Hammond's article regarding "Why We Hate HR”.
one important Hammond’s cause that you picked is that HR is primarily concerned with
safeguarding the interests of the company, instead of the employees. I agree with you that the
reason for that is the perception of HR as being typically bureaucratic and focused on
maintaining rules.
I also agree that focusing on business results, taking part in strategy development and decisionmaking, and attempting to build trust with staff members are essential for reversing the
unfavorable impression of HR. Do you think Dinesh that HR should provide thorough
onboarding programs to familiarize new recruits with the company's culture (rules and
regulations)?
Thankyou,
Alaa Rajab