Discussion
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Unfortunately they are a necessary evil, along with accounts and facilities, the more litigious we become the more organisation will rely on HR departments to recruit/handle and offload staff within the boundaries of ever increasing employment rights forced on employers by civil servants, most of whom have never worked in the real world
And I'm going to stick my neck out here and say that there are some v good HR managers out there (and I'd class myself as one of those and have colleagues and peers who are the same). There's a balance in every role!
From an HR point of view, we may also find some best practice and legislation to be restrictive but we have to work with it - that's life. It doesn't help when you deal with staff and managers who do and expect some crazy things - people never cease to amaze me.
I've been into a workplace where there was no HR previously - unhappy people, inconsistencies across the board, possibly unlawful contracts, staff scared to speak out in case of 'consequences' - is this really better?
From an HR point of view, we may also find some best practice and legislation to be restrictive but we have to work with it - that's life. It doesn't help when you deal with staff and managers who do and expect some crazy things - people never cease to amaze me.
I've been into a workplace where there was no HR previously - unhappy people, inconsistencies across the board, possibly unlawful contracts, staff scared to speak out in case of 'consequences' - is this really better?
^^^^^^^ This + 1
20+ years in HR, in Public/Private sectors, Multi-national,heavilly unionised organisations. 99% of the role is spent dealing with keeping the company on the right side of the law. Celebrated my latest Tribunal win last Friday for a t*at of a manager I dismissed. Never lost a tribunal yet
20+ years in HR, in Public/Private sectors, Multi-national,heavilly unionised organisations. 99% of the role is spent dealing with keeping the company on the right side of the law. Celebrated my latest Tribunal win last Friday for a t*at of a manager I dismissed. Never lost a tribunal yet
c8bof said:
And I'm going to stick my neck out here and say that there are some v good HR managers out there (and I'd class myself as one of those and have colleagues and peers who are the same). There's a balance in every role!
From an HR point of view, we may also find some best practice and legislation to be restrictive but we have to work with it - that's life. It doesn't help when you deal with staff and managers who do and expect some crazy things - people never cease to amaze me.
I've been into a workplace where there was no HR previously - unhappy people, inconsistencies across the board, possibly unlawful contracts, staff scared to speak out in case of 'consequences' - is this really better?
Thats pretty much the feeling across the vast majority of the employees at the company I work for, although they do have a HR dept. Unfortunately the HR manager is one of the most unapproachable, condescending people I (and many, many others) have ever had to deal with, even customers complain about his attitude and demeanour. From an HR point of view, we may also find some best practice and legislation to be restrictive but we have to work with it - that's life. It doesn't help when you deal with staff and managers who do and expect some crazy things - people never cease to amaze me.
I've been into a workplace where there was no HR previously - unhappy people, inconsistencies across the board, possibly unlawful contracts, staff scared to speak out in case of 'consequences' - is this really better?
There are good and bad of everyone though, its just unfortunate its generally the bad that make the names for themselves and the rest get tarred with the same brush
It lets companies boost their female employment quota without actually letting them near the business?
Working in recruitment/executive search I have met tons of HR people, and can count on one hand the useful ones. A good one can actually add to the business by putting structure and consistency around staff development, and by helping managers to attract and retain staff.
The much more common situation unfortunately is that they produce mountains of paperwork and slow everything up by being stupid.
Working in recruitment/executive search I have met tons of HR people, and can count on one hand the useful ones. A good one can actually add to the business by putting structure and consistency around staff development, and by helping managers to attract and retain staff.
The much more common situation unfortunately is that they produce mountains of paperwork and slow everything up by being stupid.
Simon Brooks said:
Unfortunately they are a necessary evil, along with accounts and facilities, the more litigious we become the more organisation will rely on HR departments to recruit/handle and offload staff within the boundaries of ever increasing employment rights forced on employers by civil servants, most of whom have never worked in the real world
You can add IT/IS/ICT to that list. Departments that when they go wrong can really screw up a business.Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff