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Should HR be the organisational 'police'?

Jody

Hi all,

I have always understood that in HR we're not here to 'police' adherence to policy and what managers can and can't do. Instead we are there to advise on best practice, organisational policy and employment law - and it is for senior managers to then make final decision on the actions that are needed.

Sometimes HR can get the blame for things going wrong in an organisation, when staff member's ask 'why didn't HR do something'? When in fact, the HR team may have strongly advised against something happening but does not have final authority and the manager does it anyway.

What are your views? In what contexts should HR be the organisational 'police' (if at all), and when should we be advising and then leaving it to the manager to make their final decision?

Thanks,

Jody

Parents
  • HR are managers, we aren't divorced or separate. We share responsibility for running the business alongside our other management colleagues.
  • in reply to Keith
    Thanks Keith, how does this then work when we don't have the authority to make decisions? Is it then about how we influence?
  • in reply to Jody
    Jody said:
    Thanks Keith, how does this then work when we don't have the authority to make decisions? Is it then about how we influence?

    Its odd isn't it? You don't hear finance saying they tried to influence  the controls over how money is spent but werent successful so so be it (if not exactly how it is) or very often marketing saying well we advised them we use this style but they did the exact opposite. Its about understanding power, influence and authority and not being ashamed or too timid  to use it when necessary.  Most HR people have far more power than they think they just use it badly

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  • in reply to Jody
    Jody said:
    Thanks Keith, how does this then work when we don't have the authority to make decisions? Is it then about how we influence?

    Its odd isn't it? You don't hear finance saying they tried to influence  the controls over how money is spent but werent successful so so be it (if not exactly how it is) or very often marketing saying well we advised them we use this style but they did the exact opposite. Its about understanding power, influence and authority and not being ashamed or too timid  to use it when necessary.  Most HR people have far more power than they think they just use it badly

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