Comments on: Love Helping People? Don’t Go Into HR http://rehaul.com/love-helping-people-dont-go-into-hr/ Rethinking the ways people and businesses interact Mon, 15 Mar 2010 12:54:55 -0700 http://wordpress.org/?v=2.9.2 hourly 1 By: M2NewYork.com http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1456 M2NewYork.com Wed, 15 Jul 2009 12:25:06 +0000 http://www.yourhrguy.com/?p=722#comment-1456 HR, who needs em? I just pray to The Job Gods: http://www.thejobgods.com. LOL HR, who needs em? I just pray to The Job Gods: http://www.thejobgods.com.

LOL

]]> By: Larry Kaminer http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1457 Larry Kaminer Wed, 01 Jul 2009 05:03:05 +0000 http://www.yourhrguy.com/?p=722#comment-1457 I think as in all professions you will find the spectrum. In HR perhaps the same. Those there punching a time clock, "is it 5pm yet?" to those that have a lot of passion and really care. I have been lucky enough to work with those that really care it shows. When I am at the client I see how well the HR people get along with the staff and the body language is very relaxed and positive. I have called upon prospects (who rapidly became "un" prosepects) where the exact opposite was going on and I couldn't wait to get out of their offices Larry Kaminer I think as in all professions you will find the spectrum. In HR perhaps the same. Those there punching a time clock, “is it 5pm yet?” to those that have a lot of passion and really care.

I have been lucky enough to work with those that really care it shows. When I am at the client I see how well the HR people get along with the staff and the body language is very relaxed and positive.

I have called upon prospects (who rapidly became “un” prosepects) where the exact opposite was going on and I couldn’t wait to get out of their offices

Larry Kaminer

]]> By: Bob Manova http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1458 Bob Manova Tue, 30 Jun 2009 04:07:57 +0000 http://www.yourhrguy.com/?p=722#comment-1458 At the outset though any HR will agree that being in HR is in being in a position to help people, if we sit back and tickle yourself to think you will have the real picture before you. If we look at HR as a part of a bigger picture then we will realize what we do. HR is a enabling activity towards carrying out the business successfully. The very existence of HR is because of the existing business. So what goes before 'helping people' / 'being friendly to people' / 'being considerate' is to sustain the business in hard times. Hence when tough decisions are taken to retrench 10% of the employees we need to look at the bigger picture of the 90% that are still continuing. Recently when we had to retrench a few people, I had given them an assurance that I will provide support in terms of finding a job for our the retrenched employees & also by assuring them to give an excellent reference to their future employers whenever it is required. There by I delivered by job to my employer as well as balanced my relationship / helpfulness to my employees... afterall HR is a game of Balance At the outset though any HR will agree that being in HR is in being in a position to help people, if we sit back and tickle yourself to think you will have the real picture before you.

If we look at HR as a part of a bigger picture then we will realize what we do. HR is a enabling activity towards carrying out the business successfully. The very existence of HR is because of the existing business. So what goes before ‘helping people’ / ‘being friendly to people’ / ‘being considerate’ is to sustain the business in hard times.

Hence when tough decisions are taken to retrench 10% of the employees we need to look at the bigger picture of the 90% that are still continuing.

Recently when we had to retrench a few people, I had given them an assurance that I will provide support in terms of finding a job for our the retrenched employees & also by assuring them to give an excellent reference to their future employers whenever it is required. There by I delivered by job to my employer as well as balanced my relationship / helpfulness to my employees…
afterall HR is a game of Balance

]]> By: Darrel Tyree http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1452 Darrel Tyree Tue, 23 Jun 2009 22:48:51 +0000 http://www.yourhrguy.com/?p=722#comment-1452 This is really a great article. And some really great comments following the article. I've been in HR management for over three decades, and I sincerely love the job. One thing that hasn't been mentioned is that there seems to be a high portion of HR professionals who are incompetent doing the job. They create more problems than they resolve. I expect that the only reason they hold on to an HR job is because who they report to has very little idea what HR success or HR best practices look like. As a volunteer for the local SHRM Chapter, I noticed the membership was very mobile, and a large portion were in a different job from year to year. So I suspect that finding the right HR fit for an organization is sometimes difficult. It is very true that HR must be all things to all people, and that is a fine line. Everyone is a customer. This is really a great article. And some really great comments following the article. I’ve been in HR management for over three decades, and I sincerely love the job. One thing that hasn’t been mentioned is that there seems to be a high portion of HR professionals who are incompetent doing the job. They create more problems than they resolve. I expect that the only reason they hold on to an HR job is because who they report to has very little idea what HR success or HR best practices look like. As a volunteer for the local SHRM Chapter, I noticed the membership was very mobile, and a large portion were in a different job from year to year. So I suspect that finding the right HR fit for an organization is sometimes difficult. It is very true that HR must be all things to all people, and that is a fine line. Everyone is a customer.

]]> By: Bill Wallace http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1455 Bill Wallace Sun, 21 Jun 2009 00:37:05 +0000 http://www.yourhrguy.com/?p=722#comment-1455 Great post and I agree wholeheartedly. If you break HR down it is "human" + "resources". While I wouldn't put them in the same category as pens and PCs, people are a resource to be managed so the business can run optimally. Beyond the technical side (policies n procedures etc) a good HR Manager is able to help get the people resources focused on business outcomes, mainly through working with management. People who whine at work are surprised when I tell them I don't want to hear it and go speak t0 their manager. I usually get "But you're HR!!!! Aren't you supposed to help people." To which I usually respond: "I am, just not the way you expect me to. Have a nice day!" Great post and I agree wholeheartedly.

If you break HR down it is “human” + “resources”. While I wouldn’t put them in the same category as pens and PCs, people are a resource to be managed so the business can run optimally.

Beyond the technical side (policies n procedures etc) a good HR Manager is able to help get the people resources focused on business outcomes, mainly through working with management.

People who whine at work are surprised when I tell them I don’t want to hear it and go speak t0 their manager. I usually get “But you’re HR!!!! Aren’t you supposed to help people.” To which I usually respond: “I am, just not the way you expect me to. Have a nice day!”

]]> By: The Relationship Guy http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1454 The Relationship Guy Fri, 19 Jun 2009 16:22:47 +0000 http://www.yourhrguy.com/?p=722#comment-1454 I've found that companies get to decide what their HR departments look like and what role they take on. Some choose a more nuts and bolts approach while others emphasize supporting people. There's no right or wrong it's just that each approach leads in a different direction. If your HR department is in place to support and help your employees grow it will have predictable results on your workplace functioning if it is set up to enforce policies and procedures it leads in a different direction. Each company has a different feel. I've found that companies can be very successful while supporting their employees in touchy-feely ways as well as those who see them as statistics. There is, however, one of these perspectives that leads to far more innovation and growth. I'll let your readers decide which one. I’ve found that companies get to decide what their HR departments look like and what role they take on. Some choose a more nuts and bolts approach while others emphasize supporting people. There’s no right or wrong it’s just that each approach leads in a different direction. If your HR department is in place to support and help your employees grow it will have predictable results on your workplace functioning if it is set up to enforce policies and procedures it leads in a different direction.

Each company has a different feel. I’ve found that companies can be very successful while supporting their employees in touchy-feely ways as well as those who see them as statistics. There is, however, one of these perspectives that leads to far more innovation and growth. I’ll let your readers decide which one.

]]> By: HRM Today - Blog Archive » You Wanna Go Into HR? [Winner] http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1453 HRM Today - Blog Archive » You Wanna Go Into HR? [Winner] Fri, 19 Jun 2009 03:02:23 +0000 http://www.yourhrguy.com/?p=722#comment-1453 [...] recommends that anyone interested in a career in Human Resources check out a blog post by Lance Haun. That’s awesome advice because Lance’s post is [...] [...] recommends that anyone interested in a career in Human Resources check out a blog post by Lance Haun. That’s awesome advice because Lance’s post is [...]

]]> By: David T. http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1451 David T. Thu, 18 Jun 2009 16:48:28 +0000 http://www.yourhrguy.com/?p=722#comment-1451 @Josh: Managers should have the responsibility for employee development. Unfortunately, three things prevent this from happening: 1. The manager is not empowered enough to fill this role, and/or 2. The company is already crapping on the employee (poor compensation, poor work environment, poor employee/supervisor relationships) so any company drive to improve the employee as a person is hypocritical and so much hot air, and everyone knows it, so it doesn't happen, and/or 3. The company truly doesn't care about anything except the employee doing exactly what they were hired for, and not rocking the boat. Managers faced with any of these 3 scenarios eventually lose their ability to develop their employees as they realize their job is more "taskmaster" than "manager." @Josh: Managers should have the responsibility for employee development. Unfortunately, three things prevent this from happening:
1. The manager is not empowered enough to fill this role, and/or
2. The company is already crapping on the employee (poor compensation, poor work environment, poor employee/supervisor relationships) so any company drive to improve the employee as a person is hypocritical and so much hot air, and everyone knows it, so it doesn’t happen, and/or
3. The company truly doesn’t care about anything except the employee doing exactly what they were hired for, and not rocking the boat.

Managers faced with any of these 3 scenarios eventually lose their ability to develop their employees as they realize their job is more “taskmaster” than “manager.”

]]> By: Ten Minutes with Mark Stelzner - Industry Expert « blog.devongroup.com http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1450 Ten Minutes with Mark Stelzner - Industry Expert « blog.devongroup.com Wed, 17 Jun 2009 20:11:24 +0000 http://www.yourhrguy.com/?p=722#comment-1450 [...] business and anything which increases literacy helps to ensure that nothing is lost in translation. HR’s job is not to make you feel good; HR’s job is to care for the biggest expense line item [...] [...] business and anything which increases literacy helps to ensure that nothing is lost in translation. HR’s job is not to make you feel good; HR’s job is to care for the biggest expense line item [...]

]]> By: Carrie Corbin http://rehaul.com/love-helping-people-dont-go-into-hr/comment-page-1/#comment-1449 Carrie Corbin Mon, 15 Jun 2009 01:47:55 +0000 http://www.yourhrguy.com/?p=722#comment-1449 Ahhh... I feel the breath of fresh air!! As someone with several years of corporate HR experience, with an MBA as well as an undergrad in business management - I can so appreciate this post!! Ironically however, being in a Southern, more blue collar, small business metro area - I've had to fight the stereo-type of "not" being a people person and actively work to truly partner and not intimidate the rest of the corporate staff as a "female" who isn't as concerned as much about making employees feel good, but prioritizes making proactive, effective, efficient and financially sound business decisions... (shocking!) which DOES include tending to the needs of the employees, keeping them engaged, etc... and I too have always drawn the parallel with my peers as well as my employees, that HR professionals should understand the fine line they walk and be able to *successfully* balance their responsibilities to both the company as well as to the employee.... Good Stuff Lance! Ahhh… I feel the breath of fresh air!! As someone with several years of corporate HR experience, with an MBA as well as an undergrad in business management – I can so appreciate this post!! Ironically however, being in a Southern, more blue collar, small business metro area – I’ve had to fight the stereo-type of “not” being a people person and actively work to truly partner and not intimidate the rest of the corporate staff as a “female” who isn’t as concerned as much about making employees feel good, but prioritizes making proactive, effective, efficient and financially sound business decisions… (shocking!) which DOES include tending to the needs of the employees, keeping them engaged, etc… and I too have always drawn the parallel with my peers as well as my employees, that HR professionals should understand the fine line they walk and be able to *successfully* balance their responsibilities to both the company as well as to the employee…. Good Stuff Lance!

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