Is HR Overstepping? How Can HR Support Without Micromanaging Employees?

STOP POKING INTO THE DAILY JOB SCHEDULE OF EMPLOYEES, AND TELL THEM HOW TO DO THEIR JOB, BETTER THAN YOU THEY KNOW HOW TO DO THEIR JOB....

HR departments can be needlessly bureaucratic, obstructionist, stuck in the "comfort zone" of filling out forms and explaining company benefits, and too closely aligned with the interests of management yet lacking the business knowledge to be effective strategic partners. Dealing with these types of HR departments "is like going to the dentist," says David Sirota

HR is a staff department, not a line department. The true HR professional is supposed to be a consultant to the organization's managers. That means the managers are the customers of HR. For example, if a manager has a problem with turnover in his or her department, then that manager needs to contact HR for a consultation. A representative from HR would then work with the manager of that department to come up with a solution. It is the manager of that department that is to implement the solution, not the HR professional.

Furthermore, the HR professional should never act as the employee's manager and tell the employee's what to do. That is giving HR the lack of respect and professionalism that many HR professionals are seeking.

Unnecessarily dont think you r employee engagement activities are always liked by employees, MOST EMPLOYEES VIEW THE ACTIVITIES OF HR as TIME WWASTE,, coz, they already are burdened with lots of work and the HR pokes in between with some crap thing..., then who is going to compensate for the useless time wasted in the HR's employee engagement and other crap activites.

Hi Ravi,

Hope the best.

I really admire your outspoken nature. It can be hard to accept the reality at first, but once you understand the underlying message, you will grasp the truth. I take your suggestions positively, as they help me in understanding my employees better.

Thank you, Ravi, Sir. I look forward to more from you.

Hi Ravi,

The post is really thoughtful. It is time we introspect on what we are doing in organizations. As an HR professional, there are a lot of things to be done beyond just employee engagement and looking after welfare, etc. The example of being a consultant is absolutely true. As a function itself, HR needs to improve a lot, but before that, we, the HR professionals, HAVE TO IMPROVE.

Regards,
Archna

As HR is related to people and their management, it is required that exceptional personal behavior and mental maturity are present to assist, guide, and manage people in the workplace. A high value of dignity, presence of mind, and ethics at the workplace should be maintained by HR professionals.

One must spread the flavor of freedom while simultaneously managing people's ethics with a positive approach in the workplace. It is important to learn lessons from your experiences and enhance your skills to perform more productively at work.

Hi Ravi,

This is an interesting discussion. We come from a paradigm of IR. We 'controlled' the people as we wanted only their pair of hands. In today's knowledge economy, we not only need the hands and brain but also the soul. (You may read the 8th habit by Covey). We hire people for the knowledge, skill, and attitude, but to retain them, you need to constantly engage them.

Having said this, it is precisely the reason why the staff hate HR. While we attempt to 'touch' them, they go away fearing we are here to police them or spy on them. Firstly, this suspicion needs to be broken, and trust needs to be established. For this, we also need to be 'trustworthy'. Let us demonstrate this, and things will fall into place.

You have also mentioned that HR is a consultant. To be one, you need to know the customer domain well. If you understand what he does and offer HR solutions for a business issue, then the respect for HR will improve.

Cheers,
Bala

Dear Members,

Thank you for your overwhelming response. There are some HR practices that are of no real use to employees. From a theoretical perspective and on paper, HR may appear to have fulfilled its duties. However, in reality, the practical output is zero.

I will elaborate on these points and practices very soon, as soon as I get some free time.

Thanks,
RAVI