Why Human Resources Departments Get a Bad Rap

The mere thought of having to deal with a person from the Human Resources – or Talent Management Team as they are now anointing themselves – often sends a cold chill down most spines.

Why?

Originally, those in Human Resources did just that – manage the staffing needs of a company. But back in the day, those staffing needs were simple, there weren't big recruitment firms, online job boards, contractors/consultants, term employees, temps and the constant fear of being sued if ya messed up.

These days, Human Resources (HR) departments have become too tenacious for their own good. They have seeded themselves too deeply in the basic functioning of the workplace to be any good. Their reach has grown, but their knowledge, skill and ability has not.

Today, HR is often responsible for all hiring, firings, lay-offs, employee rules and regulations, and sets the tone for the corporate culture.

Many in HR are so overwhelmed with the enormous tasks they are expected to perform daily, they just don’t take the time to do the things which really matter.

And when HR stops doing the things that matter – or any department, team, or individual stops this – they frustrate, anger and offend those they were working with or for.

That’s why people think so poorly of their HR departments, and why so many potential employees hate dealing with anyone in an HR role.

Human Resources does the bare minimum, because that’s all they have the time and people resources themselves to do.

So, asking hiring managers what they mean by key terms and concepts in their job requirements doesn't happen. This leads to HR constantly short-listing the wrong people for the same position, which angers and frustrates not only the hiring manager and his team that really need a body in that role, but also all those potential employees, that end up thinking the company is so disorganized that they’d never want to work for it.

And that’s the real caveat when HR screws up. Although it may have short-term consequences for the teams and departments looking for people in key roles, in the long-term, HR’s lacking generates negative messaging in professional circles, which can and does cost businesses good, quality employees and contractors.

Every professional association event I've ever been too has had at least one or more “horror stories” from someone that is great at what they do, highly respected by their peers and colleagues, and involves a company’s HR team failing them so much, they feel the need to warn everyone never to work for or do business with that company.

Executives need to real-in their HR departments, cutting off their deep-routed roles to limit them, so they can do the role an HR team does best – recruitment and retention of employees.

That’s it. That’s all. That’s what HR departments do best – and when you let your teams and departments do what they do best, your company does what it does best, and you grow your business.

And ultimately people in and outside of the company won’t have as many –or if done right – any – negative experiences with HR. So the reputation and respect of the HR team increases, instead of decreases.