I work in HR. Human Resources. Just let that phrase roll around in your head for a while. What comes up? Rules? Policies? Paperwork? Getting told off? Getting fired? Doesn't sound like the stuff of inspiration or joy or wonder, does it? What about the ladies who work there? It's always ladies, isn't it? "The lady in HR said I must...". (Or girls; "the girl in HR got my holiday dates wrong"). Ladies in bobbly cardigans with glasses on rope and chiffon scarves. Ladies with boxes of tissues kept neatly next to their myriad of forms. Ladies who look motherly but will fire you with a sympathetic head tilt.
I once worked with a Marketing Director who would breeze out of the office via our department, trilling as he went; "Goodnight Human Remains!" Oh, what a card he was. Hark at his punning - see what he did there? Human Remains - like dead stuff. Such fun!
Do I sound bitter? Maybe I am a little. I love my job and I really don't like injustice so when I hear echoes of the well worn stereotypes of HR it makes me a bit tetchy.
So, I hear you ask, if that isn't HR, what is it? That's a bloody good question. Even HR isn't sure sometimes (Google "Purpose of HR" if you'd like some live examples of the existential angst that envelops our trade). In some organisations it's exactly what I've described above. To some HR professionals they are there to create and enforce the rules and to look after people... Until they have to fire them. That's what they do. Hence the stereotypes and the bobbly cardigans. For a lot of CEOs, that's what they expect and if HR do that bit well then they're fulfilling their purpose.
And it's a personal thing quite often, based on your own experience of the job, of what you enjoy and what you believe. HR people who have always worked around Employee Relations (grievance, discipline, redundancy, TUPE, union relationships) might tell you that is the core of HR, for example. It's certainly one of the most necessary parts of the profession (employment law being pretty regulated and ever evolving; someone does need to make sure that stuff is done right). But that's not the whole of HR.
I've heard people mention in the past that HR is about being good at admin and being nice to people. (Not people who've worked in HR mind you, but people nevertheless). And there is a good amount of admin required of the function - see point above about the regulations. Some poor sod has to keep track of the terms, conditions, pay details, job details, grievances, disciplinaries, forms and reporting. Not doing that has cost businesses hundreds of thousands of pounds in tribunals and courts. But that's not the whole of HR.
In fact, at this juncture it might be easier just to list what HR isn't. This may save me some time and, with a little luck, sets up future posts where I might (if I get time in between filing forms and febrezing my bobbly cardigan) explore my profession and the areas that I believe make it exciting and vibrant and vital. Until then, here's my top ten of the things HR isn't:
10: The Police.
This should be fairly evident by the lack of helmet and truncheon, but still plenty of people seem to think we're here to ENFORCE THE LAW. Sometimes we are, in the same way that a good accountant makes sure the business isn't committing fraud, or a good marketing person makes sure no customer data is sold. But that's not finance or marketing's raison d'être. And neither is it ours.
9: The Government/Court system/Tribunal system.
In other words; we don't make the law. We didn't invent the Working Time Directive. We just have to figure out how to ensure it works for our business, taking into account all its varying and competing needs.
8: Employment Lawyers.
This one can confuse a lot of HR professionals. Especially those with a passion for employment law. We're not Employment Lawyers. Employment Lawyers are Employment Lawyers. Their job is to understand the intricacies of the law, the ever evolving case law, the grey areas and the detail of the judgements. And then help HR and organisations plan and make decisions around that. Having your CIPD does not make you Rumpole of the Bailey.
7: The Environment Agency.
What's that Mrs Manager? You've had an almighty disaster? Maybe not quite flood or fire, but you've made quite a spectacular people-related mess (possibly by ignoring the existence of the good folks in points 8, 9 and 10) and now you'd like us to clean it up please? We're happy to help here but, trust me, you'll be donning your marigolds and safety goggles too.
6: The Social Committee.
I think I might have a whole post in me on this topic but for now I'll just say: It's not our job to organise the Christmas party. We might be good at it, we might even enjoy it. But we're not Red Coats. We would, however, like to be invited because we do like a bloody good party.
5: Your PA.
You'd like me to take notes in this interview? Because I'm wearing a bobbly cardigan? Because you're lazy? Because my spelling is better than yours? We aren't here to book you a meeting room, do your printing or fill in your forms. Lots of HR people are good at this stuff because that's where their career began. Your career may have begun behind the bar at the Dog & Duck but I'm not asking you to pour me a drink.That would be rude. Unless you offer, in which case I'll have a G&T.
4: Psychotherapists.
Either your's or your employees'. Some of us do have a passion for this stuff, some of us are trained in this stuff, some of us are even pretty good at this stuff. But we are not Sigmund Freud. We care, we are empathetic, we'd love to help (to the same degree that you are I would say), but we're not there to solve anyone's deep seated psychological issues. That's a job for a different kind of trained professional.
3: Pink & Fluffy.
Like a Fraggle? Like a pair of Ann Summers handcuffs? Like Bagpuss? If you're asking HR to clean up your mess, have the conversation with your employee about their BO/lack of promotion/redundancy, stand up in employment tribunal and justify your decision, consider this: Who's the Fraggle here?
2: Yo Momma.
Don't be using us as a threat here (I'm telling HR on you!). I'm not your mother. You are not a child (we have a copy of your passport on file to prove it). We are not there to arbitrate between you and a colleague because they stole your chair/mug/sandwich or disrespected you. Call your real mother if you really do need help in that area. Or, you know, get over it.
1: You.
What I really mean is that we're not there to do your job. Which most likely includes managing people, motivating people, engaging people, developing people, doing all of that within the restraints of the law and with the business results in sight. We're there to give you all the tools and knowledge to do that, to help you use them, to help the business plan and execute how best to do that at scale and in line with it's overarching strategy. To guide, inspire and enthuse on that mission. But that's your mountain. We're just the Sherpas.
I once worked with a Marketing Director who would breeze out of the office via our department, trilling as he went; "Goodnight Human Remains!" Oh, what a card he was. Hark at his punning - see what he did there? Human Remains - like dead stuff. Such fun!
Do I sound bitter? Maybe I am a little. I love my job and I really don't like injustice so when I hear echoes of the well worn stereotypes of HR it makes me a bit tetchy.
Sorry (*not sorry).
So, I hear you ask, if that isn't HR, what is it? That's a bloody good question. Even HR isn't sure sometimes (Google "Purpose of HR" if you'd like some live examples of the existential angst that envelops our trade). In some organisations it's exactly what I've described above. To some HR professionals they are there to create and enforce the rules and to look after people... Until they have to fire them. That's what they do. Hence the stereotypes and the bobbly cardigans. For a lot of CEOs, that's what they expect and if HR do that bit well then they're fulfilling their purpose.
And it's a personal thing quite often, based on your own experience of the job, of what you enjoy and what you believe. HR people who have always worked around Employee Relations (grievance, discipline, redundancy, TUPE, union relationships) might tell you that is the core of HR, for example. It's certainly one of the most necessary parts of the profession (employment law being pretty regulated and ever evolving; someone does need to make sure that stuff is done right). But that's not the whole of HR.
I've heard people mention in the past that HR is about being good at admin and being nice to people. (Not people who've worked in HR mind you, but people nevertheless). And there is a good amount of admin required of the function - see point above about the regulations. Some poor sod has to keep track of the terms, conditions, pay details, job details, grievances, disciplinaries, forms and reporting. Not doing that has cost businesses hundreds of thousands of pounds in tribunals and courts. But that's not the whole of HR.
In fact, at this juncture it might be easier just to list what HR isn't. This may save me some time and, with a little luck, sets up future posts where I might (if I get time in between filing forms and febrezing my bobbly cardigan) explore my profession and the areas that I believe make it exciting and vibrant and vital. Until then, here's my top ten of the things HR isn't:
10: The Police.
This should be fairly evident by the lack of helmet and truncheon, but still plenty of people seem to think we're here to ENFORCE THE LAW. Sometimes we are, in the same way that a good accountant makes sure the business isn't committing fraud, or a good marketing person makes sure no customer data is sold. But that's not finance or marketing's raison d'être. And neither is it ours.
9: The Government/Court system/Tribunal system.
In other words; we don't make the law. We didn't invent the Working Time Directive. We just have to figure out how to ensure it works for our business, taking into account all its varying and competing needs.
8: Employment Lawyers.
This one can confuse a lot of HR professionals. Especially those with a passion for employment law. We're not Employment Lawyers. Employment Lawyers are Employment Lawyers. Their job is to understand the intricacies of the law, the ever evolving case law, the grey areas and the detail of the judgements. And then help HR and organisations plan and make decisions around that. Having your CIPD does not make you Rumpole of the Bailey.
Not your HR Business Partner
7: The Environment Agency.
What's that Mrs Manager? You've had an almighty disaster? Maybe not quite flood or fire, but you've made quite a spectacular people-related mess (possibly by ignoring the existence of the good folks in points 8, 9 and 10) and now you'd like us to clean it up please? We're happy to help here but, trust me, you'll be donning your marigolds and safety goggles too.
It was just your average 3 step disciplinary process...
6: The Social Committee.
I think I might have a whole post in me on this topic but for now I'll just say: It's not our job to organise the Christmas party. We might be good at it, we might even enjoy it. But we're not Red Coats. We would, however, like to be invited because we do like a bloody good party.
Would you trust your engagement strategy to this gentleman?
5: Your PA.
You'd like me to take notes in this interview? Because I'm wearing a bobbly cardigan? Because you're lazy? Because my spelling is better than yours? We aren't here to book you a meeting room, do your printing or fill in your forms. Lots of HR people are good at this stuff because that's where their career began. Your career may have begun behind the bar at the Dog & Duck but I'm not asking you to pour me a drink.That would be rude. Unless you offer, in which case I'll have a G&T.
4: Psychotherapists.
Either your's or your employees'. Some of us do have a passion for this stuff, some of us are trained in this stuff, some of us are even pretty good at this stuff. But we are not Sigmund Freud. We care, we are empathetic, we'd love to help (to the same degree that you are I would say), but we're not there to solve anyone's deep seated psychological issues. That's a job for a different kind of trained professional.
3: Pink & Fluffy.
Like a Fraggle? Like a pair of Ann Summers handcuffs? Like Bagpuss? If you're asking HR to clean up your mess, have the conversation with your employee about their BO/lack of promotion/redundancy, stand up in employment tribunal and justify your decision, consider this: Who's the Fraggle here?
Hey Gobo! Fire my team for me, would ya?
2: Yo Momma.
Don't be using us as a threat here (I'm telling HR on you!). I'm not your mother. You are not a child (we have a copy of your passport on file to prove it). We are not there to arbitrate between you and a colleague because they stole your chair/mug/sandwich or disrespected you. Call your real mother if you really do need help in that area. Or, you know, get over it.
1: You.
What I really mean is that we're not there to do your job. Which most likely includes managing people, motivating people, engaging people, developing people, doing all of that within the restraints of the law and with the business results in sight. We're there to give you all the tools and knowledge to do that, to help you use them, to help the business plan and execute how best to do that at scale and in line with it's overarching strategy. To guide, inspire and enthuse on that mission. But that's your mountain. We're just the Sherpas.
I wonder if Tenzing had a bobbly cardigan...
Lorna, I think you could just be my new hero! Love this blog and love what you have written. Thanks for the inspiration. Kirsty Lynagh
ReplyDeleteHi Kirsty, thanks for such a kind comment and for taking the time to read. You made me smile on a grey Monday! Lorna
ReplyDelete