We’re not blind to the fact that the HR profession doesn’t have the most glowing of reputations. Some throw accusations of bureaucracy, while others believe HR to be nothing more than glorified bookkeeping. And if the perceptions are true, that HR is simply the bad-news-bearing, fire-fighting arm of white-collar execs, then what value does it actually bring to a company?
Well, as this article will demonstrate, it’s actually rather a lot. But before we get into it, it might be worth taking a bit of time to try and understand why HR has such a bad rap. To do that, let’s rewind the clock bit…
The origin of HR – and its dubious reputation
Historically speaking, the reputation of the People Profession has been on a bit of a journey. It was first conceived during the Industrial Revolution, when a mechanical engineer named Frederick Winslow Taylor recognised that the appalling working conditions of factories were directly linked to poor productivity. A new school of thought with regards to worker rights was thus born, and Taylor effectively became the first ever HR consultant.
But whose side was he really on? Granted, the workers would now be subject to better working conditions – but it was the factory managers who would truly reap the rewards, and it was the factory managers who would be lining Taylor’s pockets. A cynic would therefore argue that Taylor’s main goal was to improve the efficiency and productivity of the factories and that improving workers’ lives were simply a means to that end.
Hundreds of years later, many people believe that this ambiguity of intent remains at the heart of HR. Does “Human Resources” mean acting on behalf of humans, or does it merely view humans as a resource to serve the needs of a corporation? Of course, the majority of us in this profession would argue that it is the former, but it’s an interesting topic of conversation nonetheless.
This is just one element that affects how people view HR. There are loads more we could discuss, such as the rise of worker laws in the 90s which threatened to render HR as nothing more than an administrative department, but I’m conscious of your time. Perhaps we can discuss them another day. For now, let’s focus on the present, and explore the true value of HR in the modern workplace.
4 Reasons Why HR is the Most Underrated Position in the Workplace
Regardless of how HR may be regarded by employees and management alike, they are here to fulfil some very specific and essential roles, without which many companies would be completely lost.
They create a positive company culture
One of the biggest challenges that companies face nowadays is employee retention. Awareness of mental health has risen dramatically in recent years, and as a result, employees are better able to recognise when they are in a situation that is detrimental to their well-being. If they see greener pastures in the form of other companies, then naturally, they will bid farewell to their current employer.
The clear solution is to foster a positive working environment, and a HR department is largely responsible for doing just that. The best HR teams know exactly what it takes to cultivate a culture of support, security, and general positivity, in which all workers can thrive. If there’s any discrimination, bullying, or unfair treatment in the workplace, it’s HR’s job to nip it in the bud.
The happier an employee is within their workplace, the more likely they are to stick around.
They recruit the right talent
Recruiting is not an easy task. It’s complex, time-consuming and potentially very costly if a wrong decision is made. Without a HR department, managers must sacrifice huge chunks of their day to pour through piles of CVs, cover letters, and portfolios – all before they can schedule interviews. And then there are the interviews themselves, which can truly be a mentally, physically, and emotionally draining ordeal (just ask anyone who’s had to conduct 5+ interviews in one day).
Enter HR, who are primed to shoulder the weight of recruitment with enthusiasm and efficiency. It’s basically their job to fill the positions up as quickly as possible with talented and qualified candidates, thus negating any potential wastage of company resources.
Since talent recognition and development is a key part of HR training, a HR talent specialist knows not just who to look for, but also how to look for them. A good HR department can therefore be trusted with the entire process, from application, to interview, to signing the contracts. As a result, managers are free to focus on the actual business, while the company as a whole benefits from new talent hand-picked by qualified professionals.
They handle the ugly stuff
It’s not all fun and games – there are realities of business that no one particularly wants to deal with, but which simply can’t be ignored. Take payroll, for example. Crunching the numbers and ensuring everyone is paid correctly is a HUGE chore, and it’s just one of the many administrative tasks that must be taken care of.
Admin is one thing, but then there’s also the dreaded disciplinary actions. All cases of misconduct must be handled delicately and with unbiased professionalism, for one slight misjudgment could drastically affect the life of an employee, and simultaneously land the company in a lot of trouble.
Payroll, maintaining employee records, and other laborious administrative tasks – all can be taken care of by HR. As for disciplinary action… no one enjoys firing someone (well, maybe some people do), but again, this is HR’s burden to bear. They have the training to handle even the trickiest situations with a balanced and empathetic approach, ensuring that even the most unfortunate situations can be resolved without too many tears.
They can improve performance and drive productivity
As an organisation grows, it becomes increasingly difficult for the management team to keep tabs on individual performance. Sure, you could just hire more managers – but that in itself may further obscure the standards and workflow on which the company previously relied.
There needs to be some semblance of consistency across the organisation. Ideally, all employees know what’s expected of them, how they can deliver on those expectations, and what the rewards will be for doing so. Otherwise, things can get messy, and the company’s productivity will suffer.
Performance management is one of the core pillars of HR. Not only can they be responsible for monitoring the performance of all employees, but they can also implement strategies that directly align with the company’s goals. This is where the Learning & Development aspect of HR really shines: it’s all about nurturing talent, and ensuring that employees are given every opportunity to upskill and progress, which has obvious benefits for both the individual and the company as a whole.
Final thoughts
By examining the role of HR way back to its Industrial Revolution routes, right through to the modern era, one thing becomes pretty clear.
No, it is not a purely maternal, benevolent, loving profession that only has an employee’s best interest in mind. But it is also not a soulless machine that is only concerned with helping the rich get richer. It benefits both the business AND the human. And that’s OK.
Because like it or not, no one can deny the sheer value that a decent HR department can bring to both individual employees and a company as a whole. Preventing bullying, fostering positivity, sourcing talent, supporting well-being, navigating admin, improving productivity, rewarding performance, and much more…
That is HR.
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