What Some People Say

Where Does HR Stand Now?

I recently read a blog which discussed the ability of HR Professionals to be viewed as respected contributors to their organizations. If I understood the posting accurately the blogger, Ian Cook, Director, Research and Learning, BCHRMA, suggested that HR Professionals understand the components and expected results of their roles but that they are still not considered deserving of respect in the way that they need to be. Ian suggested that perhaps a name change would help change mindsets; He said that “We have most of the answers when it comes to structure, value proposition and strategic drive – so what do we call ourselves….. any ideas?”
My experience over the past 5 years in particular (but similar to my experience over the past 18 years in HR) is that HR Professionals may still have a ways to go on the impressing front. They may understand that they need to be able to drive business results and what those results are, to be able to strategize, provide leadership etc. The question is, have they developed the skills and motivation to actually provide results or is this simply academic?

If I think about several rather disturbing discussions I have found myself in over the past several years, it would appear, that improving results has some way to go. In various settings, at a party, at an alumni gathering, at a casual dinner with friends, in several workplace settings, with other HR Professionals, with Organizational Development Professionals, I have experienced some negative reactions to HR. It was clear that these people reacting to HR are anything but impressed; indifference,disgust, anger, and concern are the some of the reactions I have encountered. If it is true that HR has the ability to drive business results effectively, why is there such a negative reaction? Why do people believe the role of HR is largely administrative, to fire (or layoff), to create bureaucratic policies that may actually hinder productivity? Is this a case of the need for marketing the true role and effectiveness of HR?

Integrity is a hallmark of Human Resources Professionals, yet this concept has come under fire in some of the above noted discussions. People have been quick to relate incidents where, in their experience HR has shown a lack of integrity. Some of this may have been perspective-after all, sometimes the work of HR is done under a cloak of secrecy. Secrecy is often necessary to avoid legal complications, protect reputations of innocent people, protect privacy as required by law, etc. Sometimes people see this secrecy as a lack of integrity. Yet, they accept this same lack of information sharing as appropriate from other leaders in the organization. So, what is the difference between the behavior of these leaders and HR? These leaders have earned respect through their technical expertise, a willingness to share their knowledge with others, an understanding of how to inspire and motivate others, proving through action that they know how to create business results, and accomplish goals. So why have HR Professionals not gained the same level of respect? Is it possible that a name change will create a change of mindset or is a significant change in the way HR collaborates with other departments required?