Fast Company article on HR
HRinGA
412 Posts
Has anyone read this article? (Why We Hate HR)
I just received notice from my state SHRM council. They seem none too pleased. Here is the link:
[url]http://www.fastcompany.com/magazine/97/open_hr.html[/url].)
They went on to say "The Society is aware of the story and is responding in several ways."
..."the Society takes serious issue with the negativity and misleading generalizations of the story."
Your thoughts? I've never heard of this magazine.
I just received notice from my state SHRM council. They seem none too pleased. Here is the link:
[url]http://www.fastcompany.com/magazine/97/open_hr.html[/url].)
They went on to say "The Society is aware of the story and is responding in several ways."
..."the Society takes serious issue with the negativity and misleading generalizations of the story."
Your thoughts? I've never heard of this magazine.
Comments
Probably a guy who struggled through numerous interviews, attempting to market a basically useless journalism degree. He blames his lot in life on the HR professionals who interviewed him in all those failed attempts. He's transferred his feelings of dismal impotence to those he revealed it to, or better yet, to those who pulled it from him while he slouched through interviews. But, it's OK. We frequently know that happens in our roles. He probably wrote a similar article about psychologists.
Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortable, email me and let me know why.
Performance Appraisal - why are we the champions of a process which is disliked by employees and supervisors alike and which does not accurately measure performance, in most cases? The author thinks that we use the documentation to defend ourselves legally. Well, performance appraisals are usually documention we wished we didn't have. The employee who was fired for poor performance was at least rated "adequate" in the appraisal, but often higher than that. Either fix the process or do away with it. Fixing the problem can only be done when the CEO and direct reports take on appraisal as "their" management tool. It won't be fixed so long as appraisal is an HR thing.
We aren't the sharpest tack in the box - baloney, HR people are just as sharp as everyone else. We just need to include some business savvy in our toolbox. The planting of unsuccessful people in HR happens much less frequently than it happened in the past.
Standardization and uniformity - the author claims that we value this over making exceptions. He is right and we should be evaluating whether or not exceptions to the rule make sense and then do what is best for the business. I think that this is driven by the legal profession which has a zero risk mentality. A zero risk mentality won't get us a "seat at the table".
Outsourcing - this is growing by leaps and bounds and the author is correct. If the administrative component of HR can be outsourced, there will be nothing left for those who just do administrative stuff. For a peek at what outsourcing can do, go to [url]www.strategichr.com[/url], click on HR Solutions, then HR Outsource.
Thanks, HR in GA for bringing this to our attention.
You seem to have missed a step. What about, "Here is our proposal for correcting your problems, using the latest in 'consulting best practice', indexed for inflation, discounted by regional costing formula, including our 'advanced issues analysis, with recommendations',and finally, our bottom line figure, rounded to the nearest hundred thousand dollars."
Outsourcing never solves more problems than it creates.
Sorry to interrupt.
A little off the subject BUT, it's a heck of a lot easier to find qualified applicants than it is to find qualified supervisors.