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HR – Let’s fix these things!

One of my goals as an HR Professional and HR Leader is to continue to try and elevate not only the status of our profession, but also to try and guide and provide some perspective to our upcoming HR Pros. Part of the mission of The Armchair HR Manager is to dispel some of the myths and fallacy in thinking that HR Pros have about themselves and their profession. I have written many times about what it makes to be a good HR Pro and what good HR Pros should be doing and I find each time that I do, some HR Pro reaches out to thank me for the advice and information as it has typically provided them some fresh perspective on challenges they are facing. (Mission accomplished!)

Fix ItIn that context, I wanted to lay out some things that we can, and should be doing, as HR Pros that will not only help our organizations, but elevate the status of our profession – i.e. add VALUE. Some of these may be obvious, some are easy to do and some are hard. Some are quick fixes and some are longer term solutions. The degree of all of this will vary from organization to organization and HR Pro to HR Pro. My goal is help draw your attention to these items, help you feel like you are not alone in the “fight” to bring respect to HR and hopefully the list will bring some focus and clarity to your own HR role. To that extent, I present The Armchair HR Manager’s list of stuff that HR can and needs to fix:

  1. Onboarding – simply put, this is one of the greatest areas of opportunity for most companies. If you can do anything to help improve, fix and refine this process you should be doing it. Frankly, it is horrible to think that in many companies, employees still show up for their 1st day of work and managers aren’t ready for them, the new employee has no computer access or even a place to sit/work. This is typically capped off by the new employee going to lunch by themselves – uggh.
  2. Communication – another one of the big organizational pain points we can help fix. HR Pros should always be looking for ways to improve organizational communication. Use your hidden IT skills to develop an intranet or SharePoint site. Write a weekly “letter from the President” to update staff on high level organizational stuff. Anything you can do to increase and improve communication will go a long way to enhancing your company’s brand and the status of HR in general.h
  3. Forms – if you are one those companies that have paper forms for everything, than find a way to reduce, eliminate and move online anything that has to be filled out. Get your forms developed in Adobe format and have staff complete things online. No one, and I mean no one, likes to fill out hard copy forms. This may seem trivial, but it is a big improvement!
  4. Job ads – quite simply, they suck. Stop posting job descriptions. Start describing what the person in the job will do and how they will impact things. Focus on a performance profile and less about responsibilities and qualifications. Trust me; your hiring managers will thank you for it!
  5. Supervisor/employee relations – if you have a manager or managers in your company that are acting like a**holes, call them out on it. Speak to them, coach them, work with their manager but do whatever you can to keep the spotlight and heat on managers who treat their employees like crap. If they don’t change, push your organizational leaders hard to get rid of them – you don’t need these types of cancers in your company. Here is the thing, believe me when I tell your employees ALL know who the bad managers are and they are always wondering why you aren’t doing anything about it.
  6. Harassment in general – whether from managers or peers, I am still appalled by the amount of sexual harassment and harassment in general that occurs in today’s workplaces. Despite greater awareness, “mandatory” organizational training and court awards for damages, harassment is still a MAJOR workplace issue. I am disgusted by the stories I hear of how employees are being bullied (my managers and peers), are sexually harassed or harassed due to their gender, sexual orientation or for other means. I am blown away by how employees still think it is “ok” to make inappropriate comments, touch/grab or otherwise make contact with their fellow employees or simply partake in the use of sexual innuendos. Worst of all, companies still tend to turn a blind eye to these issues, or only “try” and deal with them once they become a formal complaint. Having policies is one thing, it is all about your ACTIONS. As HR Pros, we need to FIX THIS – NOW!
  7. Confidentiality – most of all, as HR Pros, you HAVE to maintain confidentiality in your dealings with staff. No one likes or trusts an HR Pro that can’t maintain confidentiality. The most valuable currency you have is trust – don’t break/lose it. If the problem is with your managers, see point #5 above – work the manager and their supervisor and make sure they understand the impact of their actions and then coach their supervisor on holding the blabber mouth manager accountable.

What about you? Are there any other fixes that HR can provide? As always, I welcome your comments and feedback.

Image courtesy of Stuart Miles/FreeDigitalPhotos.net

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One Response

  1. As an independent consultant I’ve seen many issues that you mentioned in your article. What makes me thing most of the organizations that I had to work with recognized “what has to be fixed” however nobody is doing anything about it. The times when we ignore the issues to keep the “peace” have changed. We need quicker, better, and engaging ways to improve upon. Only if we wake up together out dreams will be within the reach.

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