By Senyo A ADJABENG
When we think of Human Resources (HR), a mix of feelings arises depending on our experiences. For some, HR is synonymous with red tape, policy enforcers, and even the dreaded bearer of bad news.
For others, HR is an ally in career growth and a safeguard against unfair treatment. However, HR is often misunderstood, and there are several myths and negative perceptions that cloud the true essence of what HR contributes to a business.
The question of whether HR is an ally to the business or the employee is a nuanced one. In reality, HR serves as an ally to both. Its role is to strike a balance between supporting the company’s objectives and safeguarding the well-being of employees.
However, this balancing act can sometimes create a perception that HR is aligned more with one side over the other, depending on the situation.
HR is ultimately responsible for aligning the workforce with the company’s strategic goals. This means ensuring that employees are performing at their best, adhering to policies, and contributing to the overall success of the organization.
On the other hand, HR also functions as a protector of employee rights and a facilitator of their growth within the organization.
HR’s unique position within the organization requires them to balance these dual roles. Sometimes, the perception that HR is more aligned with the company arises because their decisions may prioritize protecting the company from legal or financial risks. In other cases, employees may feel that HR is on their side when advocating for improved working conditions or benefits.
The key lies in HR’s ability to mediate and balance these responsibilities, ensuring that neither side feels neglected. A good HR department ensures the company thrives while employees feel valued and protected.
When done right, HR’s role as an ally to both sides fosters a healthier, more productive workplace. Therefore, HR is not exclusively an ally to either the business or the employee; its true value lies in being a strategic partner to the business while also serving as a champion for employee well-being and rights.
The myths people believe about HR
HR Only Exists to Protect the Company, Not the Employees: One of the most pervasive myths is that HR’s sole function is to protect the company’s interests, particularly when employees raise grievances. This belief stems from the notion that HR serves management and is thus biased.
While it is true that HR is tasked with ensuring that the company operates within legal boundaries and maintains a positive reputation, the idea that they do so at the expense of employees is misguided. In fact, HR departments are legally obligated to ensure fairness, compliance with labour laws, and proper conduct in the workplace.
The reality is that HR professionals balance dual responsibilities, that is protecting the company from legal repercussions while ensuring that employees are treated fairly. Successful HR departments act as mediators to create a harmonious environment where both parties feel valued and heard.
HR Is Only Needed for Recruitment and Firing: Many people perceive HR as the department that only steps in when someone is being hired or fired. This simplistic view undermines the complex roles HR professionals play.
Recruitment and termination are indeed part of HR’s duties, but they represent just a fraction of what HR does on a day-to-day basis. HR is the backbone of employee development, training, performance management, conflict resolution, and even fostering a positive company culture.
They work behind the scenes to ensure employee satisfaction, which translates to higher productivity and retention rates. Without a proactive HR team, employee engagement would plummet, and turnover rates would rise, costing businesses far more in the long run.
HR is Only There to Enforce Rules: HR is often seen as a rule-enforcement machine, making sure that employees follow the company’s guidelines to the letter. This perception feeds into the idea that HR is inflexible and more concerned with micromanaging than supporting the workforce. While HR enforces policies, their role extends to shaping those very policies to suit both company goals and employee needs.
HR professionals are tasked with creating a workplace that fosters innovation, diversity, and inclusivity while ensuring that policies are relevant and responsive to a dynamic business landscape. A good HR team knows when to be flexible and when to adhere to strict policies to protect both the organization and its people.
HR Is Reactive, Not Proactive: Another common misconception is that HR only reacts to problems rather than preventing them. Employees may only interact with HR when they have a problem, leading to the belief that HR is solely there to “fix” things when they go wrong. Progressive HR departments are highly proactive.
They anticipate workplace issues by creating policies that prevent conflicts, ensuring compliance with labour laws before issues arise, and building initiatives to improve employee well-being. HR professionals are key to shaping organizational strategy, offering insights on talent management and workforce planning.
The Negatives People Attribute to HR
Favouritism is often cited as a flaw in HR departments, particularly in organizations with poor transparency or weak HR leadership. This perception stems from anecdotal evidence where HR may seem to side with management or certain employees over others. While it’s possible for any department to have biases, this perception oversimplifies the pressures and complexities HR professionals face when making decisions.
Most HR professionals strive for impartiality because their credibility hinges on it. They are trained to handle situations based on facts, data, and fairness. The real issue often lies in how decisions are communicated to employees, which can fuel feelings of favouritism. A transparent and well-communicated HR process can mitigate these concerns.
HR is often blamed for putting an end to “fun” activities in the workplace, whether it’s cutting down on social events or instituting policies that curb certain freedoms. This has led to the stereotype that HR is overly controlling and more focused on reducing risks than on building a positive work environment.
HR is responsible for mitigating risks, yes, but not at the cost of employee engagement. A good HR department works to balance workplace safety and fun by creating structured, safe environments for social interaction. In fact, many HR departments spearhead wellness programs, team-building activities, and other initiatives designed to improve employee morale.
One negative perception is that HR professionals do not truly understand the core business and are disconnected from the company’s strategic goals. This belief often stems from HR being viewed as an administrative function rather than a critical player in strategic planning. HR is increasingly becoming a strategic partner in organizations.
As businesses recognize that talent is one of their most important assets, HR’s role in shaping organizational success has become undeniable. HR professionals contribute insights on workforce planning, employee engagement, talent retention, and leadership development, all of which are crucial to executing a company’s strategic vision.
The True Worth of HR
The truth is that HR plays a critical role in the success and sustainability of any organization. HR’s worth lies not just in administrative tasks or policy enforcement but in their ability to foster a culture where employees thrive and businesses grow. A well-functioning HR department attracts and retains top talent, nurtures employee development, and helps to maintain a culture of transparency, equity, and inclusion.
In today’s business environment, HR is a strategic partner. As organizations navigate complexities like remote work, diversity, and employee well-being, HR departments are at the forefront of building resilient, adaptable workforces. Studies show that companies with highly engaged employees outperform their competitors by 147% in earnings per share. HR’s role in driving engagement, well-being, and professional growth cannot be overstated.
The negative myths and perceptions surrounding HR often mask the true value that HR brings to an organization. Rather than being reactive or merely enforcing rules, HR departments are integral to the strategic and cultural fabric of businesses. They are champions of employee rights, builders of positive work environments, and critical partners in achieving organizational goals. Understanding
these truths about HR is crucial for appreciating their role not just as administrators but as leaders within the company.
References:
- CEB Global, Inc. (2016). The Business Case for Employee Engagement.
- SHRM (Society for Human Resource Management). (2023). Strategic HR.
