Are HR Professionals Just the Filling Between Employees and Organizations? Let's Discuss Their Challenges

Are We a Chicken Stuffed in Between to Represent a Burger for an Organization and Employees?

What are the challenges that an HR person has to face?

I could sense the heat... But, unless the organization and the people understand the importance of HR in the premises, you will... rather we will be treated as such. We have no other option. Do you think there is a way to change this? It might be little valued in SMEs but not in MNCs. Let's wait for the thoughts from other senior members.

"Easier said than done," have you heard of this saying? Especially when it comes to replying to the benefits of any person, HR is said to be good and the best in their conclusions. What about the rest? Of course, you become BAD.

Keep in mind that HR has to handle situations with no emotions, weigh the options carefully, consider the differences, and most importantly, decide whether to leave or stay in the situation. Maintaining good relationships with everyone is not always the solution. If you are striving for a good reputation, then you might be stuck!

A good sense of humor is necessary for an HR professional because being limited to certain reactions will help them excel in their role.

The Role of HR in Mitigating Challenges

HR has a significant role to play in mitigating challenges by creating appropriate capabilities across the industry/sector. Without challenges, there is no beauty and future in the profession. So do not be afraid to face difficulties.

Regards,
Mohan Nair

Actually, the bigger prospect of the role is to define what exactly we are—are we enforcers, transactionalists, facilitators, or mediators? If we have to play all these roles cumulatively, what changes in attitude and checkpoints should be taken into account? I am not afraid of being called "harsh" or a dictator, but when it comes to implementing difficult tasks, challenges arise quickly compared to advocating for the clear-cut welfare of employees. Therefore, the probability of negative perceptions is high.

Regards,
Manish

This is a very interesting topic; one can pen a book on this. In fact, most books on the subject deal with this topic.

Those who have gone through their MBA in HR will remember what the books say about the role of HR.

The Role of HR

HR is an activity that links employees to management/organization. HR facilitates the practice of rules pertaining to employees regarding their work environments, compensation, and growth. HR is supposed to devise policies that will keep employees happy in their work and with the organization.

HR in Multinational Corporations vs. Local Organizations

The role of an HR professional is well defined in MNCs; however, sadly, this is not the case in local organizations. They are used to recruit and police the employees; they are made out to be the bad guys. In such organizations, those in HR toe the line of management just to keep their jobs, even if it is detrimental to employee well-being.

A good organization will have a strong HR group that can advise management on employee well-being and growth.

The Essence of HR Work

The HR function is more of people management work since they are in close touch with employees and management. They must be strong and able to convey their thoughts to management if they feel that things are not going as they should. If the HR group acts as a lackey of management, then there is no hope.

One has to be very tactful when dealing with management. In fact, they should try to mold management towards a better way of dealing with employees. This is "easier said than done" but needs to be done.

I trust all in HR will try to be as good as they can without any threat to their jobs.

You are very much fed up with your organization. Actually, HR is a bridge between employees and employers. You have to balance. If you are unable to balance the situation, you are not perfect for the HR department.

You really said it. Even I have started feeling that HR is crushed between the organization and employees. HR literally manages everything, takes risks, and is a link between the management and the employees. They think about the employees while also considering the organization. However, at the end of the day, they are not appreciated for their work, and many organizations still feel that HR is not a productive department.

I am working as Manager - HR, recommending to the management regarding the increment of my subordinates, but when it comes to my increment, no one is there to recommend. It is a fact that HR is sandwiched between the management and the employees.

Regards,
Rajeev

Well said. HR is sandwiched between employees and management. Every company thinks that HR doesn't do any work. The organization is running because of their departments, and an HR person is never rewarded for what he/she does in their organization. Not rewarded for hiring a good candidate, not appreciated for organizing parties, and every work HR does in their organization.

I think it is wrong. Every person in the organization should be rewarded or recognized for whatever work he/she does in respect of any department.

When all employees are working hard for their work, then why don't they think that HR is also part of their organization? He can also do good work and is eligible for some reward/incentive/recognition.

In short, whenever something good happens in an organization, it is because of other XYZ departments, and when something goes wrong, everyone is ready to blame. Come on, guys! We are also human beings.

I don't know when an organization will understand the importance of an HR person in their organization.

We are actually not aware of what we are here for. Our profiles and the pressure to meet our goals bind us, preventing us from looking into the real areas that need improvement.

I am from a manufacturing company and would like to share an example of actual work for an HR person. Most of the time, I visit the production line and spend moments with the real people who work there.

What do they want? These individuals work in poor conditions. Years go by, yet many of them have not been promoted. I have observed numerous employees who are capable of handling much greater responsibilities than what they currently do. It would be beneficial for both the company and the employees. The company could accomplish tasks at a lower cost, and employees could receive a 30% to 40% increase in pay. As HR professionals, we have the opportunity to present the true situation to our management, located in corporate offices, and improve the lives of our employees.

Regards,

I am disappointed to say that although this is a crucial topic of perception and self-esteem, there must always be a technical point of view associated with every role or function. Few of our contributing members seem to have misunderstood my question. The basis of any question raised here should be our analysis, not just self-tolerated situations. Therefore, I strongly oppose anyone suggesting a job or role they believe suits me. This is a common question that comes to mind for almost every HR professional, so let's consider it in a general sense.

Regards,
Manish Gupta

I would like to understand whether the root problem of this attitude is the "trust deficit" and "fear psychosis" of HR professionals themselves or if the traditional organizational structure and seemingly never-changing organizational culture are to blame.

Regards,
Manish

It all depends on how you assume your role. If you belittle yourself as a rat, you are ready to be squashed. Even if you look like a rat, you can always see yourself as an elephant! Don't worry about what others think about your role; it is their perception. Each job is belittled and ridiculed by others, sometimes even by your own team members or employees from other departments in an organization.

The Challenge of Carrying Forward Responsibilities

The challenge lies in how you carry forward your responsibilities. Do not take sides but maintain dignity, decorum, and a middle-of-the-road policy, as an honest HR professional!

Best wishes

Don't you think it's the chicken that makes the burger tasty and not the bread? However, to make the burger tasty, it's the chicken that has to go through the cooking process again, not the bread.

I agree that HR is crucial, just like chicken in a burger! Hope I have answered your query.

Regards,
Sagar

Thank you, Mr. Raman, for sharing your practical experience here. It has been a long time since I have been active on CiteHR, so I thought this topic really needed to be discussed. Actually, I have received mostly responses focusing on the behavioral aspect rather than the technical aspects I was seeking. However, a few things that I have framed about HR professionals are really important.

Fluid Mosaic Model of the Cell Membrane

I would like to present to you all a model of our own vital system, known as the "Fluid Mosaic Model" of the cell membrane. You can view the model at http://en.wikipedia.org/wiki/File:Ce...diagram_en.svg.

Every individual in an organization has different roles and responsibilities. As an HR professional, I feel that we are like "Integral proteins" of the cell membrane (Organization) with semi-permeable characteristics. We represent the nature of the cell membrane by allowing only those things to transport both ways that are truly helpful for the organization to thrive. We act as a cushion to absorb any and every shock to the organization. Though superficially known as the "Sandwich model," the subtle beauty is yet to be fully revealed, spread, and understood.

Regards,
Manish Gupta

We are like parents for employees; sometimes we need to react as a father and sometimes as a mother. The beauty of this profession is that every day we face a new challenge. If you really want to grow, then just react diplomatically. We are one of the pillars of every organization.

Thanks.

Nice comments above.

The Role of HR

I would say the role of HR is to set examples through professionalism in demonstrating what administration, discipline, and ethics mean in any kind of organization. HR is the nerve center of any organization. Therefore, the role of HR exceeds the role specified by the definition of "management" or "managing." HR serves as an agent of bringing vitality and a sense of purpose into an organization. It is the brain.

Manish, did you come to this conclusion after a lot of tolerance or at the initial stages of depression? Trust me, guys, we may be degraded to the maximum extent, but we must tolerate, bounce back, and prove who we are. You will be rewarded, recognized, and appreciated. Unless you give the company what is best required for its growth, you will never be in a position to grow the company, which is essential for your own growth.

Regards

Let's reassess the position of HR. HR has been caught in the middle, facing pressure from both management and workers in terms of industrial relations. Being constantly surrounded by an environment of mistrust, both parties often view HR with suspicion and a negative mindset. The challenge to maintain harmony and trust is ongoing – does it ever have an end?

HR as a Shock Absorber and Catalyst for Change

If HR serves as a shock absorber and catalyst for change, what then is the relevance of other departments? To what extent are other functions justified?

Regards,
Manish Gupta

The Role of HR in Organizations

HR plays an important and vital role in any company or organization. It acts as a bridge between the management and the employees.

HR's function is more about people management since they are in close touch with both employees and management. They must be strong and able to convey their thoughts to management if they feel that things are not going as they should. One has to be very tactful and diplomatic when dealing with management. In fact, they should try to mold management towards a better way of dealing with employees.

Sometimes, we have to be very diplomatic and tricky as we have to follow the instructions of the management, and of course, we have to be flexible according to the situation. We have to maintain a balance between the management and employees. It's part of our profession. Our job is like that - HIRE OR FIRE.

Regards,
Vandita Sawhney
Head HR

I agree with you. I am in the same situation as you are, and I have seen that 80% of HR professionals are facing the same problem.

As answered by many, it is indeed true that we, the HR fraternity, are always at the receiving end, whether from the employers or the employees. It is a simple fact of life that everyone remembers what you have not done, but no one takes notice of all that you do and religiously do. At the end of the day, HR roles are important, but that realization is very minimal, at least in the Indian market scenario.

We remain attached as a thankless bunch of well-educated, well-read, and well-traveled active minds who, if given a chance and the due authority, can do wonders with all the positive changes. Unfortunately, HR is considered a cost center and not a revenue center, and hence, we are treated as second-class citizens in the organizations that we contribute to the most in building.