Human Resource Departments
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Years ago, companies used to have what was called "Personnel"
departments that basically took care of employee records, dealt with labor
relations, and promoted jobs internally within a company. It wasn't glamorous
work, but it was necessary nonetheless. This function evolved and blossomed over
the years to what is now referred to as the Human Resources Department. It went
from basic record keeping to recruiting, training, benefits, career development,
and much more. Yet, time and again, I hear from friends and contacts in
corporate America who speak with disdain when the term "H.R." is brought up.
When asked why, they describe it as a huge and lethargic bureaucracy which is
more of an impediment than an expediter for conducting business.
One area that is frequently criticized is recruiting which I
have heard characterized as a "black box" whereby both candidates and department
managers wait weeks or months for H.R. to make the necessary arrangements, and
process paperwork. Candidates are frustrated and feel like they are left in
limbo. Consequently, they start to look for work elsewhere and the company loses
potentially good employees. Department managers are likewise frustrated as they
are anxious to tackle pressing projects and assignments. Some have become so
frustrated, they hire consultants as opposed to going through the arduous H.R.
process of hiring employees. They simply want to get the job done and don't have
time for bureaucracy.
Understand this, H.R. would not be the behemoth it is today
if we didn't live in a litigious society where everything seems to end up in
court. It is no small wonder they are often referred to as the "PC Watchdogs"
("Politically Correct") as their mission, in part, is to keep the company out of
court. From this perspective, perhaps the best way to think of H.R. is as a
necessary evil.
The intent of H.R. is to bring standard and consistent
practices in the use of Human Resources, which is good. However, if H.R. is
perceived as a roadblock to progress, you have to wonder about its usefulness
and question how it is organized. For example, should it be a centralized or
decentralized function? Ideally, the H.R. department must remember it serves the
rest of the company, not the other way around.
Keep the faith!
Note: All trademarks both marked and unmarked belong to their
respective companies.
Copyright © 2009 by Tim Bryce. All rights reserved.
About the Author
Tim Bryce is the Managing Director of
M. Bryce & Associates
(MBA) of Palm Harbor, Florida and has over 30 years of experience in the
management consulting field. He can be reached at timb001@phmainstreet.com
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Article Published/Sorted/Amended on Scopulus 2009-12-02 19:27:47 in Employee Articles
