Mar
24
I gotta change perceptions. After being in an HR Manager role for 7 months I am still viewed as the soft, warm and fuzzy department. It’ my job to be the department where people go to lodge a complaint!
I’m considering being House, or Allan Shore from Boston Legal. Smart, witty, caustic, sharp!
Thoughts?
HR, and why I work in the area, provides a very clear, business focused service to the management and business in general.
In fact, if we don’t add value, why do it?
But soft, warm and fuzzy, we are not. And if we are, we shouldn’t be.
What is HR For?
Getting the best out of people, for the best price and for the long term benefit of the company and the individual.
It is probably the most focused win-win role in industry. If you don’t look after staff they go - especially in this day and age. But looking after staff isn’t pandering to staff! It’s helping them achieve their goals, and in alignment with the company goals.
HR Departments create and manage such services as:
- performance management
- succession planning
- training and development
- executive development
- competencies
- talent management
- leadership
- skill development
- compensation strategy
- recruitment & selection
- retention strategies
These, and the myriad of others I haven’t listed, all support the company to achieve its goals. Keeping the right people and developing them, assisting in exiting those less suited. All to improve the productivity and efficiency of the company while at the same time helping people to meet their personal goals.
So, forgive me if I’m a bit lost on people dropping by to vent their feelings, talk about what they plan to do with a non performing staff member, talk incessantly about their weekends and why their boss shouldn’t be a manager.
And also forgive me that I get a tad frustrated at managers who demand more staff be recruited while not abiding by basics common rules of people management that cause staff to leave.
HR Departments are there to keep management on track with their business plans. Not to be the default counsellor and “good samaritan” when managers have offended someone.
Okay, I feel better now. I need to watch Boston Legal - research, research!
