There was a great post this morning by Dan Rockwell on his blog, part of which I reproduce here simply because it is a great subject as well as a target of some of my cartoons.
Dan wrote (some snipped):
My worst experience with HR is a broken confidence. She smiled and listened and within an hour violated my trust.
Human Resource personnel are among the most criticized people in business.
HR is criticized for:
- Treating humans as resources.
- Not understanding positions they’re filling.
- Managing paper better than people.
- Subservience to policy and procedure.
- Defensive, CYA postures.
- Lack of operational experience.
- Working for the C-Suit, not the people.
HR matters because people matter.
“They are underrated, over-criticized, and underutilized.” Doc says, change the name from Human Resources to Human Empowerment (HE). The job of HE is, “Maximizing human potential.” Doc goes on to say, “HE could be the single biggest champion of your companies Culture.
New ideas for HE:
- Focus more on development.
- Become more human. Since when does serious work prohibit smiling?
- Sit in the seats of workers and do their jobs.
My take is that HR pretty much does what the C-Suite instructs it to do. I wrote:
Well, as they say, “Good Luck with all that.”
It is NOT HR’s fault, it is the C-suite that does to them what it wants and focuses them on the psychopathic side of running a business. Our Generally Accepted Accounting Practices treat people as a cost on the ledger of life. That crap all cascades down.
Over my 30 years, I have seen some attempts to address it in one company or another. The average company will SAY something like, “Our people are our greatest asset,” but then go look for some of that.
Because senior managers like extrinsic rewards, the whole operation works that way. Because senior managers like golf, they do teambuilding around a golf resort. Since people are often disposible, they treat them like paper tissues (I will go no further in that description).
I once had the CEO of a company at a retreat with his top managers blurt, “Asking employees for ideas is like asking the vegetables to design a refrigerator.” (He was not trying to be funny…)
Executives are SO far isolated from the workers that they have little clue as to who they are or what they do. Why should they treat them with respect?
How can a chain of 5000+ retail stores operate with none of the workers qualifying for any benefits — no health care in a company that labels itself a pharmacy?
Look at the people on minimum wage – 80% work for billion dollar companies that are profitable. Some even help their new hires apply for Medicaid and other government benefits designed to help the poor — and these are the new hires.
Let’s not place all the blame on HR. Lots of guilty parties making a lot of financial decisions to support the stock prices, not the people. Are there good exceptions? Surely.
Addendum: It is about Money. That means it is about Taxes and reducing costs. Does that really seem like a good base for building people skills and investing in organizational development? Any wonder why “Re-Engineering” took off and the focus changed from improving the processes to reducing headcount.
I always liked this: “How long can we go lean and mean until we become gaunt and dead?” (source unknown)
to which Dan responded:
Seriously, I think you’re nailing an important component of this issue. It seems to boil down to the idea that HR is the “puppet” of people at the top. We know people are reluctant to give up power once they have it.
I think that many organizations run something like this:
and larger organizations tend to look more like this as the control cascades down from leadership:
And things can get really crazy as top managers try to gain even more control over how things work and who does what when.
So, what is the role of HR in all this? Is it to simply help senior managers control the behavior of the employees or is it to help the employees generate a sense of self-worth and to create some engagement and involvement in what happens in their workplaces? Is HR there to help the corporation control “all things people” or simply to help keep costs under control and manage “Human Resources,” you know, the people who do ALL of the Actual Work in the organization?
It is an interesting paradox, for sure.
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Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. Connect with Scott on Google+ – you can reach Scott at email@example.com
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