The author in the article “why we hate HR” explains what the company’s HR acts in the organizations instead of focusing on developing the company. Although the author’s claims may move many people, his arguments are discouraging, and many HR managers are principled and make their decisions accordingly. The author claims that HR managers indicate low-risk parking spot implying that they cannot hire intellectual and moral thinkers. This is inaccurate because managers will hire the best and talented employees who will increase the company’s productivity and profitability without incurring high costs of undergoing training. HR managers are supposed to be exploring how the organization is fairing in production and profitability, and they are aware that the success of the company relies on the performance of employees hence hiring untalented without moral values will be a burden to the firm.
HR Know Everything in Company, And They Work Hard For Success of the Company
Employees need to love their HR managers because they see and notice everything is going on in the organization. HR managers are the ears and eyes of a firm because they are exposed to all aspects of business hence can make decisions which will make the company outcompete their competitors. HR have a clear understanding of a firm’s culture hence they can know when an issue is about to rise and come up with strategies to prevent the problem. The HR managers usually note the strengths and weaknesses of a company’s team and would advise the employees accordingly (McCord, 2014). Employees should respect and love their HR managers because they do much work than how the workers think. Most times employees do not realize the workload HR have because they think that they only give orders and sit back to supervise the employees. HR managers have to ensure everything in the organization is in order and are always alert and prepared to expect any adverse situation that may affect the company. HR has to act strong leaders, manage their time and employ administration skills in their work. Hence it is impossible for workers to notice the efforts in the organization.
Delegate your assignment to our experts and they will do the rest.
For example, Google has been ranked one of the best companies in the world with the workers given the choice of their duties. Despite the freedom offered to the employees, the workers are praising the company’s culture, work-life balance as well as growth chances which are provided by the HR manager.
HR Stand for Their Employees and Keep Their Secrets and Confidential Details
Employees ought to love their HR managers because they ever stand for them in all aspects of the organization. When employees are facing challenging issues within the organization, they usually go to the HR managers for consultation and moral support. The HR acts as an intermediary between the employees and the CEOs and are always there to protect the workers by ensuring the working environment is conducive. Therefore, employees should show love to their HR because they are their pillars in the organizations. HR managers keep many secrets both personal and work-related for the employees as they have confidentiality for their employees’ details (Zhou et al., 2010). People’s lives are the most exciting stories people tend to share, but HR managers choose to respect their employees by keeping their secrets and confidential details.
HR Have Employees Interest at Heart
HR managers usually aim at developing a company’s culture which will engage the employees making them feel part of the organization (Nishii et al., 2008). The culture they implement ensures that the organization attracts and retains the best and high performing workers. When an organizational culture is implemented it affects how the firm can be successful, and it takes the HR time and effort to retain the work culture and keep all the employees on the culture pathway. This makes HR keen to receive any ideas from the workers on how they can improve the work culture to make the workplace a better place. HR consider workers as essential and valuable resources in a company hence they will ensure they nurture and invest in the workers daily. When the employees are happy, it shows that the HR can more of his time in the enjoyable part of his workers.
Importance of HR to Employees and the Organization
HR managers are the vital founders of an organizational culture which is the key to the success of the company. HR managers think day and night on how to implement an active culture which will accommodate employees’ behavior, working styles, and the connective ways of the company to ensure improved productivity and profitability in the company (Omar Sharifuddin Syed-Ikhsan & Rowland, 2004). HR managers translate the company’s strategies into continuous learning and operations of the firm. In most cases, it is difficult to interpret a firm’s mission and strategy, and it is hard to translate an approach into a continuous operation in a company hence HR plays an essential role in ensuring all strategies in the organization are used. HR managers can foresee challenges facing structures and performance in an organization (Ahmad et al., 2014). The HR managers are strongly connected to finance of a firm, mission, goals as well as planning and resources required by the company. HR oversees any structural difficulties the company may face and find a solution before they occur. This is a strategic responsibility of the company which supports the top leadership of an organization and offers the right information for making decisions.
References
Ahmad, A., Bosua, R., & Scheepers, R. (2014). Protecting organizational competitive advantage: A knowledge leakage perspective. Computers & Security, 42, 27-39.
McCord, P. (2014). How Netflix reinvented HR. Harvard Business Review, 92(1), 70-76.
Nishii, L. H., Lepak, D. P., & Schneider, B. (2008). Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61(3), 503-545.
Omar Sharifuddin Syed-Ikhsan, S., & Rowland, F. (2004). Knowledge management in a public organization: a study on the relationship between organizational elements and the performance of knowledge transfer. Journal of knowledge management, 8(2), 95-111.
Zhou, M., Zhang, R., Xie, W., Qian, W., & Zhou, A. (2010, November). Security and privacy in cloud computing: A survey. In Semantics Knowledge and Grid (SKG), 2010 Sixth International Conference on (pp. 105-112). IEEE.
