Becoming Our Best
HUMAN RESOURCES (HR), FRIEND OR FOE?
Watching the growth in power and reach of HR over recent years has been a cause for both satisfaction and concern for me. HR has become a more professional and powerful part of almost every organization. And the leaders of the HR movement seem to grow more sensitive about perceived injustices and abuses in the workplace.
Today’s HR is a strong and almost mysterious part of organizations and businesses. A job candidate might be interviewed by those who will work with him or her, sometimes even the CEO, and all want to hire the person. HR becomes involved and has the final “yey or nay” in the hiring process. Many times, if the qualified person isn’t hired, no reason is given.
What can help candidates get through HR? Here are a few thoughts:
• Be careful what you say in e-mails. They are there “forever”. An unwise comment may come back to haunt you.
• Don’t send pictures of yourself in compromising situations. They may end up in the wrong hands.
• Behave as a lady or gentleman in the workplace. This will help a lot.
And what can an organization or business do to reasonably limit the power of HR?
• Make it clear to your HR person that you want a reasonable vetting process and you will want to know why they approve or disapprove of a candidate.
• When possible, have another professional (attorney, CPA, etc.) from your staff oversee the HR function to ensure it consistently works for the benefit of the organization.
• Review results of the HR process with the HR person in charge after each hiring recommendation. This will show your interest and get better results.
Be sure you provide only the authority necessary for the HR person to get fair and legal results. Then you will tend to get better hires and make fewer mistakes in the hiring process.
Author: Bruce Johnsen Management Consultant:
824 Munras Ave Suite G
Monterey, CA 93940
831-373-5969
bruce@brucejohnsen.com
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