Four Signs it is Time to Fire Human Resources


Human resources can be an indispensable element in any organization.

On the other hand, through bureaucracy and stagnation, human resources can also hold some businesses back.

Business Sign X

Four signs you it might be time to fire your human resources people:

  • They always agree with management.

The best HR people are not rubber stamps for management. It might be right for a manager’s ego, but a human resources person who always agrees with management is far from doing their job.

The purpose of HR is to support the business, but there are times when business practices are wrong, or worse. There are moments when a human resources professional must speak up, regardless of the popularity of the practice.

Be careful when you realize your HR person never says no to management. They may not have the true interests of the company in mind.

  • They are too strict with the rules.

Continue reading “Four Signs it is Time to Fire Human Resources”

Human Resources Pros: Three Skills to Develop NOW!


Many human resources pros have the desire to make it to the top—becoming a CHRO (Chief Human Resources Officer) or similar position.

Although it is certainly good to aspire to greatness, the truth is there are few C-level management HR roles to go around.

Human resources prosShould the lack of high-level human resources positions hold a motivated human resources go-getter back? No!

Three skills human resources pros can develop RIGHT NOW, to increase their chances of being the best in their profession.

They may not guarantee anyone a shot at the boardroom, but they do better the odds for long-term career success: Continue reading “Human Resources Pros: Three Skills to Develop NOW!”

HR Karma: The Do’s (and Don’ts) of Human Resources


Good human resources practices, like the workplace itself, are always changing.

Human resources pros need to learn what they can do better to improve employees, the company and themselves.

Tribe HR; Human Resources

there is no doubt the rise in technological advances and increased access has provided more opportunity for interaction than ever before.

That is why the time is now for human resource personnel to start making themselves a more valuable part of the organization.

They should do it not simply for their benefit, but for the company as well.

Granted, this move will take more than a little bit of subtlety and finesse.

Building a top recruiting brand is one thing, but if your company ignores qualified job candidates for long enough, the word will get out. Few people will be left who want to work for you.

Yes, you might be setting a good (and smart) example when recruiting, hiring and promoting women and other protected groups. On the other hand, if you refuse to pay women the same rates as other workers doing the same job, you’re will be sure to run into problems.

It’s a little like karma; after a while, human resources weaknesses will catch up to you.

An infographic put out by TribeHR highlights a few of the major things to do (and to avoid) in HR management. it is filled with interesting statistics, such as:

  • Only 6 percent of recruiters rate themselves as “excellent” in analytics.
  • Sixty percent think they are ineffective or behind the curve when analyzing the employment “landscape.”
  • Fifty-six percent of HR professionals think that annual reviews are accurate measures of an employee performance.

These numbers demonstrate a (nearly) willful ignorance of the realities in today’s human resources management.

Human Resources: Free live ovation demoThe primary goal of human resources managers is to strengthen the relationship between employers and employees.

To support this goal, there is a variety of functions that HR must show proficiency, both within the human resources department and throughout the organization.

Human resource departments have a great degree of latitude, especially in smaller businesses. However, they can always do more to recognize, for example, contributions of women (and other protected groups) within the organization.

What’s more is that HR needs to devote more time for interaction with individual employees. This face-to-face experience provides the consistent feedback necessary for good morale and development.

These are only some of the key elements of an effective human resources leader. They must perform a number of functions to accomplish this goal.

More of the “The Do’s and Don’ts of HR Management” infographic after the jump… Continue reading “HR Karma: The Do’s (and Don’ts) of Human Resources”

Five Silly Things HR Must Stop Doing NOW!


We all want human resources departments to improve, becoming indispensable to an organization’s success.

5 Silly Things HR Must Stop Doing NOW

Things will never get better for HR, however, unless they stop acting in ill-advised, ridiculous and downright asinine ways.

Below is the first in a list of things common to many HR departments worldwide. These five things should stop immediately:

Continue reading “Five Silly Things HR Must Stop Doing NOW!”

Why Do People Hate Human Resources?


Human resources are a little like Rodney Dangerfield, in that they “don’t get any respect.” Why is that?

Rodney Dangerfield
Rodney Dangerfield

A company’s most valuable asset is people. Business professionals know that. Of course, human resources must understand that, especially since it is the basis of their existence.  However, people-as-a-business-asset should be more general knowledge.

It certainly should be.

Why is it hard to convince some businesspeople and CEO’s that investing in people is more effective than investing in technology? For one, many simply think they do not have enough talent for a successful investment in people.

That belief is one reason why, in some companies, human resources has the least authoritative voice. It begs the question…

Why do people hate HR?

One reason might be that human resources departments often lack the revenue basis of other departments. No income means little power. Outsourcing some of the HR function demonstrates how companies see human resources functions. They are respected, but ultimately superfluous.

Continue reading “Why Do People Hate Human Resources?”

Is Human Resources Ready for the “Big Table?”


2013 is supposed to be the year human resources get a seat at the “big table,” becoming a strategic business partner.

But is your HR ready for the challenge?

Society for Human Resource Management

When thinking about the future, many human resources professionals say  in 2013, HR will finally have a place at “the big table.”

This means human resources will take a larger part in the business strategy of an organization.

Are your human resources pros ready to step up to the plate? Are they prepared to become a “strategic partner?”

The truth is many human resources managers are not particularly interested in a “bigger picture.” That could make their inclusion in overall business strategy a little problematic.

Continue reading “Is Human Resources Ready for the “Big Table?””

4 Things Never to Discuss With Human Resources


Human resources—whether it is a single person or a department—all have the same duties and responsibilities.

Human resources protect the company against things like unsafe working conditions, turnover, lawsuits, employee morale, or paying employees too much.

human resources

As an employee of the company, if you have issues, objections or complaints, it is natural to want to bring it to the attention of Human Resources right away.

However, you  might want give it some thought first.

After careful consideration, and you still decide to bring the matter to your human resources person (or people), remember four things you should never share with HR:

Continue reading “4 Things Never to Discuss With Human Resources”