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Not understanding the role of HR

Craig

Afternoon everyone,

I still find it incredibly frustrating that still a large majority of People (mostly Managers) find HR people are their to be 'pink and fluffy' or provide administrative support. This is not just in my local area however across the organisations. 

Do you still find these issues in your organisation? How do you combat it? What's your biggest tips?

P.s i hope each and every one of you has an incredible Christmas and a happy New Year!

Best regards,

Craig

Parents
  • There are no tablets of stone issued from CIPD Towers in Wimbledon saying that HR is this or isn’t that. And even if they were issued they could only ever be advisory or “best practice”.

    Each organisation needs to develop a culture and a HR strategy and department that suits its needs now and into the medium term future. Those models will be different.

    Whilst many (most?) organisations have travelled down the path of HR being an advisory /architectural service leaving the “doing” largely to the line, that is very much a choice not a necessary given or the only option.

    Fundamentally what does the organisation really want from its investment in a welfare/personnel/Human resources / Human Capital team? What value is it look for you to add and are you happy that this fits what you want to do and where your skills are? If not change the views of the organisation or change your job. You can change the views but not often by a full frontal assault but by building a range of evidence and examples where you have added real value in a different way.

    Soft and fluffy is never a competency I have possessed ( although empathetic and understanding is an important skill) so is that what they really want from you? And how have you challenged it?
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  • There are no tablets of stone issued from CIPD Towers in Wimbledon saying that HR is this or isn’t that. And even if they were issued they could only ever be advisory or “best practice”.

    Each organisation needs to develop a culture and a HR strategy and department that suits its needs now and into the medium term future. Those models will be different.

    Whilst many (most?) organisations have travelled down the path of HR being an advisory /architectural service leaving the “doing” largely to the line, that is very much a choice not a necessary given or the only option.

    Fundamentally what does the organisation really want from its investment in a welfare/personnel/Human resources / Human Capital team? What value is it look for you to add and are you happy that this fits what you want to do and where your skills are? If not change the views of the organisation or change your job. You can change the views but not often by a full frontal assault but by building a range of evidence and examples where you have added real value in a different way.

    Soft and fluffy is never a competency I have possessed ( although empathetic and understanding is an important skill) so is that what they really want from you? And how have you challenged it?
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