Is HR just a nice-to-have function?
Everyone loves to bash up people who
work in HR. Part of the problem lies with people who work in HR and the rest is
with the organizations. Often, HR is where organizations tend to cut cost. HR
professionals are mostly paid less which will mean most organizations don’t get
the best talent. Add to this, the attempt to cut cost since HR is an ‘enabler’
function. When an organization tries to implement a ratio of 1 HR professional
for every 500 employees, what kind of productivity can be expected from that
person? Yes, there are many people in the HR department who do not respond to
emails, do not pick up calls and do not provide a solution for most issues. But
there are such people in other functions as well. Isn’t it a bit unfair to
paint everyone with the same brush?
Now, addressing the title of this
blog. Smaller organizations look at HR as a function to celebrate birthdays,
ensure attendance and pay salary. That exactly is the reason why such
organizations remain just that – small. When I say small, I don’t mean the
number of employees. Here it is indicative of the vision of the organization.
People are at the heart of every
organization. This is not just another fancy statement. This is the truth. As
one works more and gains more years of experience, this truth becomes clearer.
As important the processes are, it is the people who drive them and take
organizations to greater heights. People need to be nurtured. Not everyone can
engage with people. It requires patience, a flair for conversation and the
ability to empathize. All these require people who are trained in these areas.
HR is relevant in good times and bad
times. In good times of an organization, HR should be used to gauge how things
can be made better. Efforts should be made to understand what investments need
to be made in its people for their longevity in the organization and the long
fruitful life of organization itself. In bad times, HR is needed to uplift
morale of various teams. Interventions need to be made to ensure that excesses
are avoided and people are made aware of the situation. These are times to
tighten the belt and reinstate work productivity to bring back the organization
to its glory.
Does HR have real cost impact on the organizations?
It does. The most visible impact is through recruitment. It is one of those
functions which is almost invisible when all is going well. Everything changes
the moment there is a wrong hire. A wrong hire can unsettle the entire team and
thus create a dent in the organization itself. On the other hand, a really good
hire can have a very positive impact on the organization as well. Another role
is that of a Business partner HR. If the BP HR is not playing an active role
and if the team manager is someone from whom Lucifer takes notes, it can have
disastrous consequences for the organization. People can and they will quit. This
needs hiring which involves cost and training which needs cost and time. Similar
is the case with other HR functions as well.
I read somewhere that people are
disgruntled with HR mostly because they look for a friend in the HR person. An
HR person is not expected to be a friend to employees. He/She is expected to be
fair – both to the employee and to the organization. Interests of both the
parties need to be kept in mind while taking a decision. It is tough and HR
needs good people. It isn’t a nice-to-have function, but a must-have one!