What should an HR head do if - If company management does not appreciate the work of the human resources department and does not increase salaries by the same amount as other departments? Usually, corporate politics deceive the human resources department. They verbally say that the human resources department is very important, but in reality, they don't give them that much financial incentive.
From Bangladesh, Dhaka
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From Bangladesh, Dhaka
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If company management does not appreciate the work of the HR department, especially in terms of promotions, it can lead to low morale, reduced efficiency, and disengagement within the HR team. Here are some strategies to address this issue:
1. Showcase HR’s Impact with Data
HR plays a crucial role in talent acquisition, retention, employee satisfaction, and compliance. Use metrics to highlight contributions such as:
Reduction in attrition rates
Cost savings from improved hiring processes
Employee engagement scores
Successful implementation of HR initiatives (L&D programs, DEI initiatives, etc.)
Regularly present these achievements to management in a structured manner.
2. Align HR Goals with Business Objectives
If HR’s contributions are not linked to business growth, management may overlook its importance.
Work with leadership to align HR goals (e.g., workforce planning, leadership development) with company objectives.
3. Leverage Employee Advocacy
Encourage employees to provide feedback on HR’s role in creating a positive work environment.
Conduct anonymous surveys where employees can recognize HR’s efforts, and present these to management.
4. Involve HR in Strategic Decision-Making
If HR is not involved in major business discussions, its impact may not be fully realized.
Request a seat at the leadership table for HR to contribute insights on talent strategies, culture-building, and workforce planning.
5. Benchmark Against Industry Standards
Compare HR policies, employee benefits, and workplace satisfaction scores with competitors.
If HR is outperforming industry standards, use this as leverage to gain management appreciation.
6. Foster Internal Recognition Programs
Advocate for an internal recognition program for HR, where leadership formally acknowledges key HR initiatives.
Propose awards for HR team members who have contributed significantly to company success.
7. Enhance Visibility of HR’s Role
Regularly communicate HR achievements through company newsletters, town halls, or leadership briefings.
Organize HR-led initiatives that directly benefit leadership (e.g., executive coaching, leadership development programs).
8. Address Management’s Perception of HR
If management views HR as merely administrative, work towards repositioning HR as a strategic partner.
Focus on initiatives that drive business growth, such as workforce productivity improvements and leadership pipeline development.
9. Seek External Validation
If possible, apply for industry HR excellence awards or certifications.
Having external recognition can influence internal perceptions and enhance HR’s credibility.
10. Consider Feedback & Adapt Strategies
If management is not recognizing HR’s efforts, have an open discussion with leadership.
Understand their expectations and adapt HR strategies accordingly.
From India, Gurugram
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141. Showcase HR’s Impact with Data
HR plays a crucial role in talent acquisition, retention, employee satisfaction, and compliance. Use metrics to highlight contributions such as:
Reduction in attrition rates
Cost savings from improved hiring processes
Employee engagement scores
Successful implementation of HR initiatives (L&D programs, DEI initiatives, etc.)
Regularly present these achievements to management in a structured manner.
2. Align HR Goals with Business Objectives
If HR’s contributions are not linked to business growth, management may overlook its importance.
Work with leadership to align HR goals (e.g., workforce planning, leadership development) with company objectives.
3. Leverage Employee Advocacy
Encourage employees to provide feedback on HR’s role in creating a positive work environment.
Conduct anonymous surveys where employees can recognize HR’s efforts, and present these to management.
4. Involve HR in Strategic Decision-Making
If HR is not involved in major business discussions, its impact may not be fully realized.
Request a seat at the leadership table for HR to contribute insights on talent strategies, culture-building, and workforce planning.
5. Benchmark Against Industry Standards
Compare HR policies, employee benefits, and workplace satisfaction scores with competitors.
If HR is outperforming industry standards, use this as leverage to gain management appreciation.
6. Foster Internal Recognition Programs
Advocate for an internal recognition program for HR, where leadership formally acknowledges key HR initiatives.
Propose awards for HR team members who have contributed significantly to company success.
7. Enhance Visibility of HR’s Role
Regularly communicate HR achievements through company newsletters, town halls, or leadership briefings.
Organize HR-led initiatives that directly benefit leadership (e.g., executive coaching, leadership development programs).
8. Address Management’s Perception of HR
If management views HR as merely administrative, work towards repositioning HR as a strategic partner.
Focus on initiatives that drive business growth, such as workforce productivity improvements and leadership pipeline development.
9. Seek External Validation
If possible, apply for industry HR excellence awards or certifications.
Having external recognition can influence internal perceptions and enhance HR’s credibility.
10. Consider Feedback & Adapt Strategies
If management is not recognizing HR’s efforts, have an open discussion with leadership.
Understand their expectations and adapt HR strategies accordingly.
From India, Gurugram
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