Why many people hate the HR department
How to have a good relationship with HR today
The relationship with HR is most cases is not a good one.
Talking down on them became the rule, not the exception. Blaming HR to be a problem creator rather than a problem solver is the new norm. Some even went as far as calling it “The Department of Human Remains”.
We need to change the relationship between HR and the business immediately.
Lack of business focus
The claim that HR has little or no focus on creating solutions for the real-world scenarios out there, unfortunately, often, is not far-fetched. Still, it is not the right solution to blame HR. Most of the HR departments are understaffed, have not seen proper training for months or years while at the same time having to deal with an always changing, stressful and meanwhile legally complicated business world.
HR, of course, must be aware of the fact that ivory tower solutions are not helpful. Working in HR means that you do sales and marketing work for your company’s brand. The phrase “I do not have to do sales work; I work in HR.” puts people off for a reason. HR often is the first face a new talent sees. Mastering certain aspects of sales and marketing became a must-have skill today.
However, the other departments must work together with a better approach today. Their commitment to doing so is often non-existent.
Lack of Commitment
Does your department need talent? Does your department need good staff? Does your department need to be legally on the right side of employment? The answer is: yes, yes and yes. Still, HR can design the best processes which will not work when all their needed support is given the lowest possible priority. Be sure to provide the same importance to support of HR which you give to your other colleagues, your suppliers or your customers. This commitment is the foundation for a positive relationship which delivers excellent results.
Cooperation instead of competition
Stop to compete with HR over who is doing an aspect of the business better. Departments should sit together with HR regularly (e.g. quarterly) so discuss successes, challenges and problems which the business faces. These meetings will lead to better insights on both sides. You will understand HR better, and they will understand better how to support you — the foundation for successful cooperation which will deliver excellent results.