From the outside looking in, most people see the human resources function as a necessary corporate evil that slows down the business. Still referred to as the “personnel department” in many less-than-progressive organizations, human resources exists in the minds of many employees strictly for the purpose of dealing with administrative overflow and the tasks of “hiring and firing.” While the human resources function does typically deal with the responsibilities of recruitment and terminations within a company, these roles are not all encompassing, and they certainly do not cover the array of issues and jobs functions which fall under the list of responsibilities for most human resources (HR) departments. This image of HR has been etched in the forefront of our employees and co-workers; it would seem that everywhere we look an example of these inaccuracies exists. Television shows like the recently cancelled “Drew Carey Show,” the comic strip “Dilbert,” and the movie “Office Space” all paint human resources as inept or evil, often times both. News outlets reinforce this skewed version of HR; employee recognition programs and leadership training are not necessarily front page headlines, but the unfortunate announcement of a reduction in force (RIF, layoff) is the lead story on the evening news. Human resources departments across the country are engaged in a never-ending public relations battle not just with the outside world, but also internally with their employee base. Employees have taken the stance that HR is not their friend, and they have become afraid to approach those persons most equipped to assist them. The issue becomes scary when we consider the ramifications as related to issues like sexual harassment, ADA, labor relations, public perception of the organization, as well as the success of HR programs like employee referrals. The impact of disenchanted employees on the recruiting function has been detrimental when we consider that, on average, nearly one-third of all employees are hired as a direct result of an employee referral, according to New York-based MMC Group. If our employees do not trust HR, do we honestly believe that they will be willing to encourage their friends and family to come work for us? Possible solutions to this growing dilemma include the following:
Corporate trust and harmony cannot be earned overnight; it is a process that will take months if not years to build. However, human resources can reap the rewards much sooner than that, because as employees see an effort being made the floodgates will open and employees will begin to feel HR and management is more approachable.
