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”

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”

Sex and the Single Human Resources Department

There are few things more distressing to human resources than having to investigate sexual harassment in the workplace.

All eyes are on human resources to provide thorough, fair and reasonable investigation. HR must treat everyone involved with due respect.

sexual harassment and human resourcesWhen an employee alleges sexual harassment—no matter what the situation—you have to act fast. Both human resources and the employer have a number of obligations, both ethical and legal, to investigate any charges comprehensively.

There are several things human resources need to do, before and immediately after a complaint:

More Companies Are Outsourcing Their Human-Resources Work

See on Scoop.itDigital Human Resources News

More companies have been outsourcing their human resources functions, often to a range of vendors that specialize in particular areas.


HRNewsDaily insight:

An interesting read from the NY Times…

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