Why We Hate Hr?
Introduction: The Issue here we are addressing in this assignment bellow is the problems of Human Resource Management, the author here has through the topic “Why we hate HR?”
Has come out with all Issues faced such by the human resource management – managers and their quite a number of times having the disconnect with the employees at most times.
He has started his case by bring up “why does human-resource do not do such a good job – and how can we fix it?, then he continues with the Sarcastic criticism of the general outlook of people towards HR – that the HR people just find a great excuse of partying – by calling it a HR leadership training program at the most expensive resorts. Considered by many as a waste of time.
Answering of Queries asked:
Analysis of the case and identifying the issues regarding the practice of HRM:
1)” HR people aren’t the sharpest tacks in the box.” There is an increasing gap between the capabilities of those functioning in HR and the business intelligence needed for them to be successful strategic partners in a business organization. Anthony Rucci, EVP at Cardinal Health Inc., summarizes this in one statement, “…business acumen is the single biggest factor that HR professionals in the U.S. lack today.” Therefore soft skills are not enough. The core burden of Human resource Manager is to serve the organization’s business objectives; therefore, if Human Resource Manager does not understand all aspects of business, he or she will not be able to do his or her duties effectively. Those skills must be used in context with the strategic function of the company.
2. “HR pursues efficiency in lieu of value.” The departments waste a lot of time reporting efficiency measures such as the percentage of workers with superior training or the degree of worker satisfaction because it is easier to measure than the impact of those activities on the organization’s bottom line. Human Resource departments argues that these activities and
Has come out with all Issues faced such by the human resource management – managers and their quite a number of times having the disconnect with the employees at most times.
He has started his case by bring up “why does human-resource do not do such a good job – and how can we fix it?, then he continues with the Sarcastic criticism of the general outlook of people towards HR – that the HR people just find a great excuse of partying – by calling it a HR leadership training program at the most expensive resorts. Considered by many as a waste of time.
Answering of Queries asked:
Analysis of the case and identifying the issues regarding the practice of HRM:
1)” HR people aren’t the sharpest tacks in the box.” There is an increasing gap between the capabilities of those functioning in HR and the business intelligence needed for them to be successful strategic partners in a business organization. Anthony Rucci, EVP at Cardinal Health Inc., summarizes this in one statement, “…business acumen is the single biggest factor that HR professionals in the U.S. lack today.” Therefore soft skills are not enough. The core burden of Human resource Manager is to serve the organization’s business objectives; therefore, if Human Resource Manager does not understand all aspects of business, he or she will not be able to do his or her duties effectively. Those skills must be used in context with the strategic function of the company.
2. “HR pursues efficiency in lieu of value.” The departments waste a lot of time reporting efficiency measures such as the percentage of workers with superior training or the degree of worker satisfaction because it is easier to measure than the impact of those activities on the organization’s bottom line. Human Resource departments argues that these activities and