Human Resource revolves around the most valuable resources found in any company or business. It is a broad spectrum that covers the people involved in working for the company and the department that concerns the management of matters for the staff. This term is used to focus on the development and management of the employees in any organization. It covers everything from managing humans to managing their capital. This is also known as talent management.
The major areas being covered by human resource management include learning and training, employee relations, labour relations, development of the organization, staffing and recruiting, benefits and compensation for the employees. The HR professionals have multiple places to fill in since their expertise varies from one area to another. They can fill the spots of the trainers, development managers, recruiters, employment services manager, personnel analyst, benefits counsellor and many others.
Why have HRs been doing wrong?
The human resource department is known to have certain practices which make them appear bad or wrongful towards the company. Some practices are wrong for the employees, some are wrong for the company while others are not wrong on any part but being strict seems inappropriate. However, some practices must be obsolete by now so that they stop doing wrong to the company.
1) Social Security Numbers
The demand for the social security number on the job applications must be removed in today’s time. This is the time when fraud and information hacking so the potential representatives would not feel safe to give you their SSN until they trust you for being a legit firm. Indeed, whenever they have experienced a new employee screening or two and they reach the final rounds then only they would be glad to give you that number. Otherwise, they would just not give it for your online screening and not the final selection. This seems to be a very awful practice and gives a negative impact on the company.
People looking for job opportunities spend much of their time grumbling about the training and mostly, they decline to utilize their SSN to apply. In this way, there are chances of losing some extraordinary applicants just because they do not want to put their SSN on the table until it is required after an appointment for employment.
2) Disciplinary Matters
Most of the time, HR is found dealing with disciplinary matters and dealing with the employees in that regard. Even though they are not present when any such happens still they are being involved in the matter. The companies which let the HR take the lead and make decisions on their part. Then those companies get an incorrect impression in the market. The HR staff individuals demonstrate distress with how their chiefs approach disciplinary activity.
With claims simply in the works, HR best serves the association via preparing and training directors. Although it is not the responsibility of HR. This is where they go wrong. All they are destined to do is check the supervisor's documentation, learn about what discussions happened, and mentor the heads to the right employee’s policies. Other than that, they cannot directly approach the employees for such happenings. It is the company management who could take the lead.
3) Involving in the basic work
There are significant medical care insurance agencies and suppliers that have far-reaching websites and client assistance agents that can get to representative records and answer the entirety of their inquiries regarding qualified administrations and cycles. There is no requirement for HR representatives to need to clarify or be specialists on the intricate details of arrangements except if a worker has an issue. In those cases, assist the representative with tackling their concern rather than poking a nose in everyone business.
4) Neglecting to List Salary Info in Posted Positions
The HR specialists know about the right and wrong on any subject of the organization. The numerous HR directors have landed solidly in the court that advocates straightforwardness on compensation so HR staff, recruiting supervisors, and imminent workers don't burn through everyone's time. They manage the salary list and at times, involved in the process depending on what they feel about the employee.
Perusers have since quite a while ago whined that they go after positions just to discover after a meeting or two or a proposition for employment, that the compensation is excessively lower than what they thought to be. This lets the applicant down and calls a bad name to the company. HR is completely wrong on this part for harming the company and its image in the long run.
In many firms, many numerous HR professionals do not like the idea of spreading the basic salaries and compensations with others in the market. However, the interaction for getting raises, how a worker reacts, and what the company should do to reach that level is what HR should look into rather than controlling the compensations.
5) Interviewing and Hiring
The HR is responsible for the interviewing and hiring process in many firms while some of them are directly connected to the whole process. From scheduling the interview to dealing with the applicants, everything comes under their hat. The HR interviews and hires the employees without having any contact with the department which causes issues later.
The company hires the employees and sends them to the departments. On reaching the departments, the employees are often unaware of what they should be doing in the department. On the other hand, the department is also unaware of the potential of the employee therefore, they do not take the employee onboard like they would have if they would have known the employee beforehand. In this way, the hired employee is left in the middle and no one is bothered about the success of the employee.
Now, HR did completely wrong on the part of the employee, the department and the organization. This is how the human resource has been taking things in hand and doing wrong for the company on many levels.