Brockville, January 6 - Often when I’ve shared what I’m studying with my peers the response has been a candid, “Nobody likes Human Resources, you know?” After hearing this for the first time, I approached my colleagues working in HR only to hear similar sentiments throughout their careers even from their employees at points. While I’ve come to accept this opinion as a reality, it continues to prompt reflection: why does this perception exist? There is a distrust for individuals working in this field, showcased especially when coworkers tease each other by threatening to “tell HR on them,” it is a valid threat! HR, like any other business function, has flaws and always has room for improvement, yet, it is not above reproach. There’s a prevailing sentiment surrounding HR: it’s widely unpopular.

What the Data Shows

If anecdotal evidence from Reddit forums or personal complaints about HR hasn’t persuaded you, let’s examine the data from MyShortlister.

A recent survey highlights troubling perceptions of HR among non-managerial employees. Only 46% of workers believe that HR effectively enhances the workplace. Furthermore, 57% of employees in non-managerial roles feel comfortable approaching HR with personal or work-related issues, with only 53% believing HR provides excellent support. Another survey discloses that 41% of employees agreed that performance evaluations were fair, with 40% optimistic about their company’s high-quality worker retention. 50% believed their companies’ Human Resources department genuinely cared about their well-being. (MyShortlister)

The Role of HR

Misunderstanding HR’s role and purposes leads to people disliking it. The role of HR encompasses both administrative and strategic responsibilities. Administratively, HR manages hiring, payroll, disciplinary actions, employee records, benefits, and policy updates. Strategically, HR focuses on fostering a productive work environment, supporting employee well-being, facilitating career growth, and providing training and development opportunities for employees and managers.

Those working in HR must adapt to changing external trends and workforce dynamics that influence its operations, thus creating points of tension between them and the greater company. This learning process can be overlooked by a workforce, creating further frustration. One can consider advancements in AI, the growing societal focus on mental health, and the availability of talented, qualified workers impacting HR’s responsibility to modernize, and the speed at which it does. Additionally, HR must align with executive leadership’s shifting business objectives and directives.

While HR serves the organization that employs it, it is essential to remember that its primary purpose is to advocate for and support the employees. As the field becomes increasingly regulated, much like accounting is governed by the CPA, HR professionals must balance compliance with their role in fostering a positive workplace environment. 

Reasons HR is Disliked

The following points outline some perceptions and experiences employees have with HR, which contribute to their negative view of the department:

1. Overemphasis on Processes and Procedures: HR often prioritizes adherence to policies and paperwork, making it seem bureaucratic and disconnected from employee needs.
2. Disconnect from the Organization: There’s a perceived divide between HR and the rest of the company, with HR seeming inaccessible, dispassionate, or uninformed about the business or industry.
3. Bias Toward the Company: HR is often seen as company-centric, prioritizing organizational needs over employee wellbeing, creating distrust and perceptions of being "two-faced."
4. Incompetence and Lack of Strategy: Employees report negative experiences with untrained HR personnel, outdated or unclear policies, and insufficient strategies for resolving staff issues or improving workplace culture.
5. Scapegoating for Unpopular Decisions: HR frequently administers or communicates decisions perceived as unfair, such as layoffs or disciplinary actions, leading to resentment.
6. Failure to Address Employee Concerns: HR is often viewed as passive, standing idly during injustices like abusive supervisors or ignoring the “human” side of issues.
7. Poor Hiring and Development Practices: HR is criticized for inadequate job descriptions, hasty hiring, unrealistic expectations, or ineffective morale-boosting activities.
8. Complication of Processes: HR is seen as overly bureaucratic, demanding excessive documentation and providing indirect or vague answers.
9. Ineffectiveness in Decision-Making and Culture Change: HR is perceived as ineffective in making meaningful changes or fostering a positive workplace culture.
10. Involvement in Office Politics: HR is often viewed as biased or overly influenced by internal politics, leading to perceptions of unfairness or intimidation tactics.
11. Fear-Based and Uninspired Approaches: HR is sometimes seen as relying on fear-based communication or lacking creative, genuine efforts to build team morale.
    

Haters Gonna Hate?

Do employees only love to hate HR staff? Has HR become a scapegoat for complaints? The answer largely depends on the quality of the HR department, how effectively it fulfills its responsibilities, and employee perceptions. While many employees positively interact with HR, others harbour a general distrust.

HR ensures consistent, people-focused operations, but the department’s effectiveness begins with its team. By prioritizing clear and transparent communication across all levels of the organization and consistently addressing employee concerns with seriousness and empathy, HR can build trust and credibility. HR professionals need to recognize and address their shortcomings to improve and foster better relationships. Ultimately, HR management and employees must remember the humanity at the core of business operations, and that no one is without flaws.