– yet according to one HR leader, some HR professionals are stuck in the past.
For Mike Spinale, an HR leader at a US-based health
care information technology
company, and adjunct professor at Southern New Hampshire University, too often he hears horror stories of ineffectual and mistrusted HR people. “It’s always disturbing to me to hear these HR horror stories about HR people ruining the reputation of my chosen field,” he commented on the Personal Branding Blog.
Spinale points out a number of ways he has witnessed HR professional’s diminishing their own reputations, and the reputation of the business function as a whole. Do any of his points spell home-truths?
Remaining ‘old school’ –
One sure way to ruin an HR reputation is to embrace the ways of the old ‘personnel department’ – if day-in day-out you’re focused on files and paperwork instead of being an advocate for employees and management, you haven’t caught up to HR in 2013.
Policing your team –
disciplining team members for coming in late, taking a lunch that went a little too long, and checking their Facebook page.
Remaining separate from the business –
you don’t need to know anything about how the business runs, the customers, the market, or other business functions like Finance and IT, right? Your job is the hirer and the firer.
Being a corporate spy.
Watch your employee’s every move and reporting to the powers above. Instead of coaching an employee through an issue, you report their conduct. This will go a long way in ensuring that you never have positive relationships with employees.
Keep your mouth zipped.
You weren’t hired to advise management as to how to have effective relationships with people, motivate their workforce, and improve their performance. Never speak up to senior leadership about changes you think need to be implemented.
Stay in your office all day.
Never socialise with employees. Show no interest in their careers, development
, or comfort in the office.
What mistakes have you made in your career, and how have you overcome them?
In order to truly grow as a business function, HR must continue its integration as a principal player in the formulation business