Guest Contributor

The Top 7 Things People Hate About HR And How to Avoid Them

By | Sunny Chawla | Managing Director | Alliance Recruitment Agency

Do you recall your company’s HR department pleasing you and your co-workers? In the vast circumstances, the response would be a resounding NO! The impression of Human Resources is the same whether it is a major corporation or a small firm.

It’s always a good idea for a firm to develop a business plan that matches the objectives of its personnel. Despite its name, Human Resources lacks the ‘human’ element on the job and frequently leaves employees yearning for a new challenge.

Let’s look at the reasons why employees despite HR. Let’s look at why people dislike HR and how they may improve and overcome this image.

1. HR is dedicated to the success of the company and its management.

Isn’t Human Resources responsible for the well-being of its employees and the organization as a whole? Several large corporations and small businesses have watched the department engage in unequal management practices detrimental to employees. While we recognize that the interests of employers are paramount, we cannot overlook employee grievances.

2. HR’s approach is too policy-driven.

Employees frequently complain that HR is overly policy-driven. Choosing a side between employees and management is understandably tricky.

On the other hand, HR is motivated to keep their well-balanced employment and receive more excellent pay year after year, so they stick to their policies. These arrangements harm employees and their peers.

3. HR lacks objectivity and fairness in its approach.

Employees commonly believe that HR managers only perceive things in one dimension. They cannot see situations in their whole, which impairs their judgment. These attitudes and decisions can derail a worker’s career. On the other hand, HR prefers skewed human capital management and inadequate communication, leaving employees with no choice.

4. Human Resources is inept.

HR professionals have a negative reputation for being inept. HR professionals are strategic business partners because they should ensure that employees work in a healthy environment. When employees approach the HR Manager, they frequently overcomplicate or confuse them. It breeds mistrust and tarnishes the HR department’s reputation.

5. Human Resources are sometimes dishonest.

Doesn’t it seem weird that HR managers deceive their workplace or employees? When asked, most employees have discovered that HR is well-known for twisting and bringing their version to the story. When employees find themselves in a bind while fighting management for the truth, it can be aggravating. HR’s wild side reveals management’s incapability and how much it values employees.

6. The human resources department is involved in office politics.

As it plays with an employee’s mentality, office politics might detract from their morale and growth potential. They get absorbed in meaningless disputes instead of concentrating on generating new ideas and meeting performance objectives.

7. HR does not have a good working relationship with its employees.

Everyone reading this will recall that their interactions with HR throughout their time at work were limited to talent management and onboarding as new applicants, wage concerns, and resignation. An employee spends about ten hours of their day at work and looks forward to developing positive relationships with their co-workers.

Tips to re-energize the love for the HRs:

Recognizing the system’s flaws and implementing changes, on the other hand, is a quality of a successful HR manager. It is in their hands to provide all people with equitable plans aimed at a common objective and the personnel who are motivated to pursue them.

Here are a few ideas that the HR department may use to re-energize their employees, co-workers, and top management roles like CEOs and Vice Presidents so that they can perform well for your company. These managerial strategies can assist the department in regaining employee respect and leading to staff development.

· Make a schedule

HR must identify the issues causing concern and devise strategies to address them. Small organizations can also use it to create agendas based on the circumstances, and the amount of trouble caused by HR to a co-worker can be a great approach to rebuilding trust.

· Keep in touch

Most SMEs and MNCs think that Human Resources serves the company’s best interests rather than the company’s employees. To overcome this attitude, the HR department can be proactive in informing employees about potential concerns and the efforts taken to address them.

It would improve employee morale by changing their view of HR’s attitude. A healthy and open communication strategy guarantees that everyone is on the same page and working towards the same goals.

· Make your business easier to run.

Don’t you think HR employment entails way too many papers and documentation, making the process unappealing to most people? The days are gone when such business decisions were beneficial to any company.

All processes that entail human error can be automated with HR software. Payroll software, attendance management systems, review management (OKRs), and other features are all included in most competitive HRMS solutions. Employees will access the app and check their information, freeing up resources for further work.

· Consider your audience.

HR can engage with their employees better through technology and help minimize any anxiety about their performance with regular updates and enhanced accessibility to the HR department for any queries using HR Software and HRMS.

Although technology can manage this aspect, HR provides a personal touch that we cannot overlook. Employees should have monthly review sessions to identify their problems and build the abilities needed to accomplish the activity more effectively.

· Take part and educate others.

Small enterprises’ HR departments might involve their staff in specialized decision-making and evaluation processes. This expertise is frequently lost in the workplace because executives and managers believe their co-workers will not be up to the task.

Employee participation in HR policy could boost employee trust by ensuring that their concerns are acknowledged and addressed. HR can also establish transparent onboarding processes for new workers to ensure that they are kept up to date at all times. It would aid in avoiding any more opposition during the job.

· Strengthen HR’s capabilities

The CXOs and Directors might strengthen their HR competencies to ensure that no employees are dissatisfied. A robust HR department can constantly work in employees’ best interests, which the board of directors may appreciate. It allows everyone to concentrate on the bigger picture.

Despite the strong persona that HR has developed over the past few years, we believe they can strive to be different. We’re convinced that ours is the best HR advisory service in the business and can help you successfully adapt your company’s work culture.

Author Bio:

Sunny Chawla is a Managing Director at Alliance Recruitment Agency. He specializes in helping client for international recruiting, staffing, HR services and Careers advice service for overseas and international businesses.




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