In a way, you are right Peer. But rarely are the reasons for resigning/firing evaluated with the open & unbiased way this issue deserves.
In many companies, the ACTUAL decision to fire/acceptance is taken by the Line manager...NOT by the HR. This is where the position of the HR person's word matters. If in a situation where there are only 1/2 HR guys, obviously whatever post-mortem is done to avoid repeat of such situations is more bookish than realistic....the line manager ensuring his word carries the day. [Being a Line Manager myself at one point of time in my career when I was working, I know it's done, sometimes subtly, sometimes openly].
The only way HR can counter such situations is to ensure they remain up-to-date in their knowledge w.r.t. HR policies, the current practices out-of-company, etc. When HR can't counter the management with position or authority, the only way remaining is 'knowledge'. I have done it myself.....and know 'knowledge is power'. That's the only way HR can make the management to take steps to ensure such situations don't repeat.
Rgds,
TS
In many companies, the ACTUAL decision to fire/acceptance is taken by the Line manager...NOT by the HR. This is where the position of the HR person's word matters. If in a situation where there are only 1/2 HR guys, obviously whatever post-mortem is done to avoid repeat of such situations is more bookish than realistic....the line manager ensuring his word carries the day. [Being a Line Manager myself at one point of time in my career when I was working, I know it's done, sometimes subtly, sometimes openly].
The only way HR can counter such situations is to ensure they remain up-to-date in their knowledge w.r.t. HR policies, the current practices out-of-company, etc. When HR can't counter the management with position or authority, the only way remaining is 'knowledge'. I have done it myself.....and know 'knowledge is power'. That's the only way HR can make the management to take steps to ensure such situations don't repeat.
Rgds,
TS