The importance of HR Management
RAFT’s HR Consultant - Richard Pell - explains why HR management is important
When I shuffle off this mortal coil I hope my epitaph will not be, “he was a good HR manager”. Let’s face it, HR does not always get the best press – we get seen as the deliverers of bad news, the “police” who set out to stop line managers from doing what they want to do and fans of red tape.
In some circles HR is rather unkindly called Human Remains instead of Human Resources because some HR people occasionally forget the “Human” in HR and focus instead on the “Resources” (usually code for costs).
My approach to HR is this: Employment is a bargain, struck willingly between employer and employee. Both have obligations towards each other and HR’s job is to help everyone to understand that bargain and navigate their way through the relationship as it starts, develops and matures.
Good HR management is not about being the “welfare department” holding hands and offering tea and sympathy. It is about helping employees to achieve success for the benefit of the business or organisation – and thus themselves. But it is also about guiding managers to support employees and helping managers to be clear about their expectations and to act in a fair and balanced way.
From a hard-nosed commercial point of view, organisations sometimes forget that their people costs are not only that large variable cost (that has to be kept under constant review), but also a large investment. Investing in the Human side of HR inevitably means that managers and supervisors need to engage with employees, listen to them and enthuse them.
I have a couple of clients who really try hard to involve their employees in decision making. They take time to keep everyone up to date on what is going on both in and around the organisation – both good and bad. This approach pays dividends.
When times are tough – and we all know they are right now – companies that have invested in and engaged with their staff are far more likely to succeed. This is because managers and employees alike have an interest in delivering on the bargain and helping the organisation to weather the storm.
In the past I have come across managers who are not huge fans of engagement. In fact their management style was nearer to a command and control approach worthy of Joseph Stalin.
Having some HR support (the Human rather than the Remains side of things!) can help managers to understand that it is ok to set tough objectives - but also that it is ok to engage with employees.
Slowly but surely some of those managers from the J Stalin school of management have discovered that measured doses of HR support, clear messages and consistency can turn a “problem” employee around.
We all know that the “engage and encourage” approach will not always succeed. Sometimes disciplinary issues arise. In small organisations these are often very difficult to manage and feelings can get quite personal.
These occasions call for good, fair minded, independent and brave HR management (whether internal or external) to help both manager and employee get through the process - without the lingering ill feeling that can exist when people are very close in their day to day working relationships.
Disciplinary action should first aim to correct errant behaviour but all too often it is just seen as a means of punishment. Good HR management can help stressed line managers to stand back and take sensible, measured steps to correcting behaviour – and improving productivity.
So, why is HR important and how can good HR management help?
- by encouraging participation and engagement
- by helping to set clear expectations
- by giving fair and independent guidance in difficult situations
- by helping to deliver that employment bargain
Let’s hope my gravestone will not mention HR but instead raise a gentle smile. I think I would like that famous line from Spike Milligan – “I told you I was ill!”
Richard Pell
HRSP
