Can a New HR Manager Influence Operations, and If So, How Much Is Too Much?

I would like to ask a question about whether a new company's HR manager can interfere in operations. If yes, then to what extent?

HR should ensure that safety measures are followed, and maintain discipline and employee relations/welfare. They must ensure that the company runs smoothly by adhering to all statutory compliances and ensuring employee safety, as long as it does not affect the company's revenue.

Thanks.

Your query is of a very general nature. By design, in any company, all departments are the HR department's customers. It is imperative to say that a good HR is fully people-oriented. Operations could be thought of as the backbone of any organization. In spite of the customer-supplier relationship, HR has to make sure that people's interests are always taken care of.

Focus on HR's Role in Operations

Suppose an HR professional finds that a lot of overtime is occurring in the Operations department; it can certainly be questioned politely. Take another example: let us say that more accidents occur in an Operations department. HR can again politely question the reasons for the same. They can ask for the subsequent implementation of corrective and preventive actions.

In both examples cited above, HR, in turn, is answerable to statutory authorities. What constitutes interference or involvement also depends on the company culture.

Regards,
V.Raghunathan

HR is a staff function, i.e., a "support function." Making things happen is a line function. HR has no authority over the "line," and therefore, it should only play an "advisory role." It is the personality of the concerned HR that perhaps makes them interfere in the line function. This could be happening with the best of intentions but should be curbed, just as it could be happening with "power-mongering" motivations to impose self-importance.

One must know the intentions before sitting in judgment or initiating any "corrective" actions. Unless one has all the facts and has taken an objective view of the matter and issues, it would vitiate the organizational atmosphere. Unless you share more facts and state the purpose of your query, I am afraid you are unlikely to receive correct advice.

Regards,
Samvedan
February 12, 2015

Though there is a line between line and staff functions in general, we cannot insist on a watertight compartmentalization in certain cases. No doubt, demarcations should be there, but they should be mutually accepted.

You should certainly elaborate on the issue with details. Until the service rules and regulations describe it, no one can interfere in anyone's work. The hierarchy and reporting are well-defined.

Dear Sir, I would like to ask a question about whether an HR manager in a new company can interfere in operations. If yes, then up to what extent.

Role of HR in Operations

HR is a person who works as a bridge between management (senior staff) and workers. In fact, HR is the only one who is in touch with workers because this position allows workers/staff to share their problems and other matters related to employees. Therefore, it is the major duty of an HR to contribute to the company's growth by appropriately interfering in operations. This means not disturbing production but interacting with workers, establishing a rapport with employees, and creating an atmosphere where employees can work joyfully despite tense or challenging situations.

As an individual, I believe that we must create an environment where an employee can share their problems without hesitation, knowing that we will resolve them. When such an atmosphere is created, the employee will work solely for the growth of the company.

Conclusion

In conclusion, an HR can interfere in production but with caution. When an HR enters the production department, many production personnel may not appreciate it, which could also hinder the HR's job. Therefore, it is essential to enter with care, ensuring that your purpose is clear and positively understood by the relevant department.