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?
More hurdles to jump through?
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 than it saves.
HR’s worst enemy doesn’t get that adding five (5) additional steps to a process doesn’t make it simpler, it makes it more complex.
Here’s what HR’s worst enemy is
HR’s worst enemy doesn’t get that not leaving your department to go out and 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.
This was originally published on Tim Sackett’s blog, The Tim Sackett Project.