I’ve been speaking a few local SHRM events and some corporate events and I’m always amazed to hear about all of the Enemies that HR has! You have employees, and hiring managers, and the EEOC, and employment attorneys, and staffing firms, and insurance firms, and HR software providers – I mean, if I hadn’t been in HR, I would think that everyone is against HR!
It feels like that some days, doesn’t it?
HR’s real worst enemy, though, doesn’t get that without your organizations service or product being successful – no one is successful.
HR’s worst enemy doesn’t get that more hurdles to jump through, means less time for operations to focus on the real business at hand.
HR’s worst enemy doesn’t get that treating everyone the same way, doesn’t create a high performance culture.
HR’s worst enemy doesn’t get that having employees fill out open enrollment paperwork just so you have a document to prove what they filled out, spends more resources then it saves.
HR’s worst enemy doesn’t get that adding 5 additional steps to a process doesn’t make it simpler, it makes it more complex.
HR’s worst enemy doesn’t get that not leaving your department to go out an build relationships in other departments isn’t a good thing.
HR’s worst enemy doesn’t that eliminating all risk isn’t something that is possible – nor should it be a goal.
HR’s worst enemy…is itself.
Self inflicted wounds are the worst. And quite often, when given the choice, many HR groups will inflict those wounds on themselves because that’s the way it has always been done.
Probably there is someone out there who understands what this article is all about.