Why We Hate HR By Keith H. Hammonds

In the article, "Why We Hate HR" by author Keith H. Hammonds points out the flaws in the HR concept repeatedly. They are able to support their assumptions with technical data from reputable sources within the HR and academia worlds. Specific notes of interest are as:
• The lack of HR personnel being neither strategic partners or leaders.
• Most HR managers are not interested in or prepared for doing business.
• The use of idiotic performance appraisals.
• HR forfeits long-term value for short-term cost efficiency.
• HR is forced to apply standardization and uniformity in the workplace or potentially be charged with unfairness.
On the reverse side of the HR concept flaws are some potentially remarkable theories as to what HR should be within
• HR needs to become part of their organizations strategic partnership by becoming a part of the organizations business strategy.
I hate reading this article being in a shoe of HR. Making such a bold statement about hating HR I feel it in a context of saying you hate hospitals and medicines when the author actually meant be diseases!
The complaints, 60% of managers according to author have is that HR experts are as well "process-focused," they are not exceptionally business-keen, they don't comprehend information and investigation, and as a rule they are not sufficiently consultative. I believe some of the points would be true, but the profession itself is tough and it is going to lot of changes with the time. I trust HR experts are among the most dedicated, energetic, vigorous, persevering representatives.
I came across a research study on the “demographics of HR” which was published as The HR Career Factbook. The research also found the reasons why people choose this profession.
• 73% of HR professionals “want to help their organization improve through people”
• 63% “like to help
With today’s technology and development in organisations, I agree HR have to become more business savvy and strategic, focused on financial analyst to make a strong HR team. Hence, we cannot yet say that we hate HR, it simply means we as HR profession are in a transformation process to become stronger and competitive.
But I would like to ask the author what justifies comparing a CFO with an MBA, CPA and 20 years’ experience with a HR manager with very less formal education and a few years of experience for planning strategies? I believe the comparison should be done with professionals having equal qualifications and experiences in their respective field.
A true, well equipped Human Resource professional is always more capable of running the organisation more efficiently than a senior level management