There are many myths and misconceptions regarding the roles and responsibilities of human resources departments in companies. We are constantly working with HRMS. We are responsible for developing HRMS Software that improve employee workflows and efficiency.
Over the years, we have become aware of many common myths regarding the HR department and its responsibilities. This article will attempt to dispel 7 of the most commonly held myths regarding human resource departments.
Let’s dive deeper to uncover the myths
1. HR is a single job
HR is never a team. Although some HR tasks may require confidentiality to protect the company and employees, they rarely work solo. From their classification work, it is easy to conclude they work alone.
It is a fact that HRs often have to coordinate with upper management and other departments. To resolve a problem with an employee’s salary, they must consult the accounts department. They also sit with the C-suite when drafting new policies to maintain statutory compliance.
The HR department must also coordinate with other departments whenever there is an expansion or new department. These facts show that HR rarely works alone. It is easy to assume that HR works alone because of its secretive nature. However, they work with other departments as part of their daily tasks.
2. HR is a complaint box
Let’s get to the bottom of the most popular myth: HR isn’t a complaining box. This myth is a result of the past bad experiences employees might have had with HR practices.
The majority of employees only contacted their HR when they had a problem. These issues took weeks, if not months, to resolve, regardless of their seriousness. The employees would have assumed that HR had given them empty assurances and not resolved their problems.
Let’s take a closer look at these issues through the eyes of HR. Even the smallest issues need to be addressed and should be thoroughly investigated. These smaller issues can lead to bigger issues that could again be a problem for HR. They are also required to keep track of every issue and its resolution to be able to refer back later.
These employees are required to coordinate with other departments to resolve these issues. These tasks take the time that employees won’t have to worry about. This has resulted in the rise of the “complaint box” myth.
3. Only HR can protect company interests
This myth is not without merit. Although HR is a company’s representative, it also seeks to protect employee interests. In reality, HR acts as a mediator when both the employer’s and employee’s interests are at stake.
HR is responsible for protecting employees’ rights by helping them to resolve issues such as bullying, racial discrimination and gender inequality. These are just a few. They ensure that staff and the organization act ethically to avoid conflicts of interest.
We should not assume that HR will only protect the company’s best interests. The HR department is responsible for maintaining and improving employee engagement and job satisfaction rates. To reduce attrition, they also have to ensure that employees are satisfied with their jobs. They protect the employer and employees’ interests.
4. Human Resources is bureaucratic
Strategic HR is a key component of any organization. The HR function was once limited to administrative tasks. But times have changed, and HR has become strategic. As they manage one of the company’s most important assets, their employees, HR has become a key component of many organizations.
Therefore, HR must be strategic. Their evolution has made them part of the boardroom, where they are expected to gain insight into their employees and plan policies to keep them productive and efficient.
HR can monitor employee sentiment towards the company and provide relevant reports and evidence to the C-suite. These analytics are used to drive organizational change and ensure success. They are also involved in the decision-making process. They can address many issues that plague the company, such as disengagement, weak productivity, motivation, and turnover of employees.
5. Each company has an HR department.
Because no two companies are alike, their HR departments are not the same. Some companies may give them more responsibilities and duties than others. While some companies may give them more freedom to carry out their duties, others might require them to follow strict guidelines.
Some companies might have a lot of HR specialists. Others might have dedicated HR specialists who can handle every HR task. The company’s vision is aligned with the HR department’s various functions. Even though the basic duties may remain the same, how these tasks are performed can vary.
The HR department will, for example, be responsible for drafting employee policies. They would, however, be responsible for implementing the policies in certain companies. In others, it would be subject to review by multiple departments before they are implemented.
6. Human Resources is the spokesperson for the C-suite
Human Resources and the C-suite are inextricably linked. In some cases, HR can speak for the C-suite. This is not always the case. Communication of change is also a primary responsibility of the HR department. Often, the HR department decides the changes after long discussions with the top management.
HR plays an active role in the decision-making process. Because they have all the information about employees, HR has a significant role in boardroom meetings. They are often the ones who have the most information about the staff and their mindset. They can also provide all the reports necessary to assist the C-suite in understanding why they oppose a particular reform or to advise them on how to implement it.
Modern HRMSs are AI-backed, and C-suite members are becoming more common to ask HR for solutions.
7. Only HR specialists are eligible to be promoted
Like any other department or designation, promotions in HR depend on many factors. It is not just about whether the individual is a specialist or a generalist. This myth is not without truth.
Although some specialists are valuable at the top, HR generalists can be preferred for other positions. Specialists are selected for senior positions in learning and development, employee relationships, etc. Because they need to possess the technical expertise necessary for these roles, specialists are preferred. Conversely, generalists are preferable for roles such as HR director, HR head, and HR business partner. This requires more leadership and communication skills than technical expertise.
It is a common myth that only HR specialists are eligible for the promotion. HR specialists and generalists are important, and HRs shouldn’t make the mistake of deciding on a career path based on this myth. Instead, HR professionals should follow their passions and take on the tasks they excel at.
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