[psykhe]

This is in part a requirement from my course but mostly I made this thread out of curiosity. I could have just research for it over the interwebs or read books but I prefer to hear others' experiences with the topic since I gather (limitedly though) that most INTxs are not very fond of HR (as a department). I want to solicit opinions/experiences from people (demographically scattered is even better) with regards to HR practices and policies. I know several here are in the management positions, so I'm eager to know their perspective.

If you have time, kindly answer questions below:

Role: Implementor | Management | Employee
[Reason: For the benefit of the discussion, I used the word 'implementor' in lieu of HR practitioners or those people who have administrative functions within the organization i.e. enforcing disciplinary actions. 'Management' can be those people in the managerial positions both implementor and partakers of HR policies. 'Employee' are rank and file employees.

Location: continent will suffice but country will be greatly appreciated
[Reason: I've included this because I know HR practices can be different across the globe.]

1. What can you say about your company/organization's human resource management as a whole? [Read: management. Was it warm, cold, or bland?]

2. How is the compensation and benefits carried out? Are they in compliance with the labor laws?

3. How is your relationship with the human resource department? For HR practitioners, how can you describe your relationship with your fellow employees?

4. What kind of recruitment strategies you like best? Worst?
[Note: strategies could mean online advertising, outsourcing, referral programs etc.]

5. What kind of company events/activities you like best? Worst?

6. Are HR Policies effective - yay or nay? Kindly support why.


I know I have other questions but those are the things I can think of at the moment.

[Chameleon]

Retail Manager and Auditor. United States.

1. What can you say about your company/organization's human resource management as a whole? [Read: management. Was it warm, cold, or bland?]

Cold towards management. Warm towards lower levels.

2. How is the compensation and benefits carried out? Are they in compliance with the labor laws?

Yes. The benefits are excellent! However, the competition is bellow par due to the high turnover rate. A manager can work 60 hours a week, and make as low as 30,000 a year.

3. How is your relationship with the human resource department? For HR practitioners, how can you describe your relationship with your fellow employees?

It is: I hope to god I never have to work with them, and they hope to God they do not have to throw me under the bus; but they will if it avoids a possible lawsuit.

4. What kind of recruitment strategies you like best? Worst?
[Note: strategies could mean online advertising, outsourcing, referral programs etc.]

We are people people we get right out there and find them ourselves. I do not like force recruitment; but I like casual recruitment.

5. What kind of company events/activities you like best? Worst?

I do not enjoy the award ceremonies. It is a week of training and meetings, with one night of awards. They choose to train the best and ignore the rest.

6. Are HR Policies effective - yay or nay? Kindly support why.

Most are, some are not. My opinion is subjective and I do not enjoy some things; but they are there for a reason. The thing I do not like is how the objective rules are enforced subjectively. Also, positions in HR are given by the few, and enforced over all. As is a judge voted on by their peers, I would not mind the same for the head of HRs. The bad thing about HR in my dealings when something happens is that they hold the lives of my family (financially) in their hands and I do not get a say, lawyer, or jury.

[sunitaishot]

Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

This is in part a requirement from my course but mostly I made this thread out of curiosity. I could have just research for it over the interwebs or read books but I prefer to hear others' experiences with the topic since I gather (limitedly though) that most INTxs are not very fond of HR (as a department). I want to solicit opinions/experiences from people (demographically scattered is even better) with regards to HR practices and policies. I know several here are in the management positions, so I'm eager to know their perspective. If you have time, kindly answer questions below: Role: Implementor | Management | Employee [Reason: For the benefit of the discussion, I used the word 'implementor' in lieu of HR practitioners or those people who have administrative functions within the organization i.e. enforcing disciplinary actions. 'Management' can be those people in the managerial positions both implementor and partakers of HR policies. 'Employee' are rank and file employees. Location: continent will suffice but country will be greatly appreciated [Reason: I've included this because I know HR practices can be different across the globe.] 1. What can you say about your company/organization's human resource management as a whole? [Read: management. Was it warm, cold, or bland?]

Bland. i don't think they've very visible or proactive.

	2. How is the compensation and benefits carried out? Are they in compliance with the labor laws?

They have to be.

	3. How is your relationship with the human resource department? For HR practitioners, how can you describe your relationship with your fellow employees?

Distant, since I don't have much need to contact them often.

	4. What kind of recruitment strategies you like best? Worst? [Note: strategies could mean online advertising, outsourcing, referral programs etc.]

Depends on the position. Recruiting a CEO is different than recruiting an office junior.

	5. What kind of company events/activities you like best? Worst?

Best - Trade shows. Worst - Christmas parties

	6. Are HR Policies effective - yay or nay? Kindly support why.

A company needs to manage effectively its staff. Staff makes a firm's good or service, after all. I think much of HRM is surrounded by popular misconceptions, and pop culture beliefs. I've only studied it briefly, but it's not a sinister topic IMO, and genuinely seeks in good faith to ensure employees are engaged to perform and have their rights accommodated to. Some HR departments are corrupted, but so what? This cannot mean an entire field is corrupted, can it?

[Muse]

Regular text is recent work, italic is organizational "work"

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Role:

Employee. Implementer.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Location:

USA. USA.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	1. What can you say about your company/organization's human resource management as a whole?

It was kind, talkative, and concerned about workers well being in more ways than one. Mostly warm. You could not help feeling friendly towards them.

It was my way of having someone(s) relay, enact, or expand worker centered systems, benefits, ideals, regulations, or requirements. It allowed me to focus on the future direction aspect of the organization and hand off the people related stuff to other people who were meant to focus all their effort on dealing with people in this way. They were taught to be kind, helpful, warm, good listeners, and assisting (within reason). This also allowed managers to focus purely on tactical, operational, and logistic issues.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	2. How is the compensation and benefits carried out? Are they in compliance with the labor laws?

Timely and accurately. In compliance with laws.
Timely and accurately. In compliance with laws and our own regulations.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	3. How is your relationship with the human resource department? For HR practitioners, how can you describe your relationship with your fellow employees?

Friendly and cooperative.
Friendly and cooperative.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	4. What kind of recruitment strategies you like best? Worst?

Online advertising and referrals from credible sources, such as a respected colleague.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	5. What kind of company events/activities you like best? Worst?

Dinners, parties, celebrations of any sort. Don't like events that involve an activity I don't find interesting though. Golf was okay but not great.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	6. Are HR Policies effective - yay or nay? Kindly support why.

Yes. In my experience usually very. But it depends on the policy and how it is implemented. Often times for big things the policy or idea was originally from higher up, and HR runs with it.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	I know I have other questions but those are the things I can think of at the moment.

Sure.

[eagleseven]

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Role: Implementor | Management | Employee

Employee.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Location: continent will suffice but country will be greatly appreciated

US.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	1. What can you say about your company/organization's human resource management as a whole? [Read: management. Was it warm, cold, or bland?]

Warm, at all levels. Both from the recruiter and later the HR orientation. Part of an organization-wide "Friendly Workplace" initiative. CEO wants a corporate culture of friendly employees, seems to be working.

On the first day of orientation at Corporate HQ, they mixed new hires from all ranks, and all locations. Forced us through all the orientation program in randomized teams. The point was clear...a Department Director and Janitor are expected to get along in this organization.

And it still surprises me to see my department director taking the time to chat up our lowest-paid grunts.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	2. How is the compensation and benefits carried out? Are they in compliance with the labor laws?

I work for an organization with tens of thousands of employees, so it's heavily bureaucratic. The law is followed to a T to maintain accreditation and federal funding. Some benefits are provided directly by the organization, while others are contracted out. Everything can be managed from an online employee dashboard...managers use the same dashboard.

As far as distributions are concerned...it's all clockwork, planned out to the minute. I'd expect no less of an organization with billions in assets.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	3. How is your relationship with the human resource department? For HR practitioners, how can you describe your relationship with your fellow employees?

I haven't seen them since the week I started. My department has an unofficial policy of avoiding HR entanglements to expedite issues, due to the sheer number of people and levels of bureaucracy involved. Not to mention, HR is centralized in an office building in another city.

I've technically got six bosses...which can make things complicated. Nine bosses, if you count people who can order me around but not fire me. But I've also got two whole departments of subordinates to order around if necessary (I usually just ask politely).

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	4. What kind of recruitment strategies you like best? Worst?

I was recruited to my current position through personal contacts, and also like being actively pursued by recruiters. I've found that online/newspaper postings by HR departments are the most useless...it means you have to climb through the bureaucracy to reach someone who actually makes hiring decisions (not fun).

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	5. What kind of company events/activities you like best? Worst?

Most of the events are oriented for middle-aged and older individuals, which is the majority of the workforce, but it leaves us young guns disenchanted.

That said, I do enjoy the department potlucks once or twice a month. And I always volunteer for conferences (free food!) and off-site training (all-expenses-paid trips to the tropics, usually).

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	6. Are HR Policies effective - yay or nay? Kindly support why.

I've got an academic background in HR (classes like you're taking), and my organization is implementing most of the modern theory by the book. Biggest problem with HR is the momentum issues that come with such a large organization.

Take Performance Evals, for instance. The organization-wide rubric doesn't apply to my department, so my boss uses their own rubric and make up numbers on the "official" rubric to correspond to whatever raise they want to give you.

Turnover is relatively high in my department, but that's the nature of the work more than anything HR does. To quote the last co-worker who just turned in her resignation "They couldn't pay me enough to deal with this bullshit everday!" High-stress environment.

[psykhe]

	Originally Posted by Chameleon To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Cold towards management. Warm towards lower levels.

Interesting.

	Originally Posted by Chameleon To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Yes. The benefits are excellent! However, the competition is bellow par due to the high turnover rate. A manager can work 60 hours a week, and make as low as 30,000 a year.

Hmm has it been like this even before you signed up? Or has it something to do with the recession? Just a thought.

	Originally Posted by Chameleon To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	I do not enjoy the award ceremonies. It is a week of training and meetings, with one night of awards.

I sympathize. For a year or so, I was in a position where I headed the ceremonies and events. It was Calvary. I'm comfortable mapping out performance parameters though, heh.

	Originally Posted by Chameleon To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	They choose to train the best and ignore the rest.

I tend to agree this practice has a plus and a negative. Plus because it promotes individual sense of achievement, negative in the sense that it does not address undeveloped skills among those who needed it most. If HR is up for optimum performance as an organization, that is.

Originally Posted by Chameleon To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

Most are, some are not. My opinion is subjective and I do not enjoy some things; but they are there for a reason. The thing I do not like is how the objective rules are enforced subjectively. Also, positions in HR are given by the few, and enforced over all. As is a judge voted on by their peers, I would not mind the same for the head of HRs. The bad thing about HR in my dealings when something happens is that they hold the lives of my family (financially) in their hands and I do not get a say, lawyer, or jury.

Interesting perspective, thank you.

	Originally Posted by sunitaishot To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Bland. i don't think they've very visible or proactive.

Do you think they have to? Why?

Originally Posted by sunitaishot To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

A company needs to manage effectively its staff. Staff makes a firm's good or service, after all. I think much of HRM is surrounded by popular misconceptions, and pop culture beliefs. I've only studied it briefly, but it's not a sinister topic IMO, and genuinely seeks in good faith to ensure employees are engaged to perform and have their rights accommodated to. Some HR departments are corrupted, but so what? This cannot mean an entire field is corrupted, can it?

Agree with the popular misconceptions. Probably (imo) because of what Chameleon has said about subjectively interpreting the policies meant to be carried out objectively.

	Originally Posted by Muse To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	But it depends on the policy and how it is implemented.

Agree.

	Originally Posted by eagleseven To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Warm, at all levels. Both from the recruiter and later the HR orientation. Part of an organization-wide "Friendly Workplace" initiative. CEO wants a corporate culture of friendly employees, seems to be working.

This is great. I believe HR orientation plays a vital role in shaping an employee's mindset.

	Originally Posted by eagleseven To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	On the first day of orientation at Corporate HQ, they mixed new hires from all ranks, and all locations. Forced us through all the orientation program in randomized teams. The point was clear...a Department Director and Janitor are expected to get along in this organization. And it still surprises me to see my department director taking the time to chat up our lowest-paid grunts.

Interesting. Some may not be pleased with the group interaction but this is far outweighed by the positive outcome as a whole I guess.

	Originally Posted by eagleseven To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	I haven't seen them since the week I started. My department has an unofficial policy of avoiding HR entanglements to expedite issues, due to the sheer number of people and levels of bureaucracy involved. Not to mention, HR is centralized in an office building in another city.

Haha, that unofficial policy made me laugh. Yes, I think companies with corporate HR tend to empower department managers with administrative functions mostly to expedite issues (as you say).

	Originally Posted by eagleseven To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	I was recruited to my current position through personal contacts, and also like being actively pursued by recruiters. I've found that online/newspaper postings by HR departments are the most useless...it means you have to climb through the bureaucracy to reach someone who actually makes hiring decisions (not fun).

Hey, you could have had better resume content compared to most, if you know what I mean.

	Originally Posted by eagleseven To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Most of the events are oriented for middle-aged and older individuals, which is the majority of the workforce, but it leaves us young guns disenchanted.

Does it mean people in your HR are all middle-aged or older too? If so, new blood is needed then.

	Originally Posted by eagleseven To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Take Performance Evals, for instance. The organization-wide rubric doesn't apply to my department, so my boss uses their own rubric and make up numbers on the "official" rubric to correspond to whatever raise they want to give you.

Bah. The rubric should be in accordance to what kind of performance output is being measured. That said, performance evaluation parameters 'may' be different from department to department. Of course, there could be one rubric for all in the managerial positions. But for junior positions in each department, it might be different. I think it's legit to suggest this to your HR if you can
To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

	Originally Posted by eagleseven To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Turnover is relatively high in my department, but that's the nature of the work more than anything HR does. To quote the last co-worker who just turned in her resignation "They couldn't pay me enough to deal with this bullshit everday!" High-stress environment.

HR solution: 1) propose higher compensation and benefits package to attract applicants. 2) 5-days leave every 3 months
To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

[Zsych]

For one past job...

Role: Employee

Location: USA

1. What can you say about your company/organization's human resource management as a whole? [Read: management. Was it warm, cold, or bland?]

Friendly, kinda distant, but oriented towards making sure the employees were well taken care of. (This being one of the better companies I work with)

2. How is the compensation and benefits carried out? Are they in compliance with the labor laws?

All the standard, plus extra bonuses for stuff like going to the gym, and not focusing too much on stuff like sick days or why you might want to not be at the office at some point.

3. How is your relationship with the human resource department? For HR practitioners, how can you describe your relationship with your fellow employees?

Good. Better with HR to some degree... but I'd been making sure to be friends with almost all departments of the company, so depending on the person, they liked me to varying degrees.

4. What kind of recruitment strategies you like best? Worst?

Ads work. Recruiters work.

5. What kind of company events/activities you like best? Worst?

Those that happen in the office, or otherwise during office times. I have no desire to have my after work schedule disrupted by demands from the office, even if they are friendly.

6. Are HR Policies effective - yay or nay? Kindly support why.

With respect to what?

[Warrior]

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Role

Management, although not in the HR department itself.

	Location:

USA

	1. What can you say about your company/organization's human resource management as a whole? [Read: management. Was it warm, cold, or bland?]

Relatively cool toward everyone. HR exists for the protection of the company, not individual employees. They generally ensure policies are in line with legal requirements. HR makes relatively few decisions and does the minimum policy training necessary to make sure the company is complying with the law.

	2. How is the compensation and benefits carried out? Are they in compliance with the labor laws?

The company policies are in compliance with the law - this is HR's primary role. However, HR does not make decisions on compensation and benefits. That is up to management. At most, HR will advise what ramifications they think are likely if certain decisions are made.

	3. How is your relationship with the human resource department? For HR practitioners, how can you describe your relationship with your fellow employees?

Relatively cold. HR is not there for me, even when I act on behalf of the company. HR is there for the company. They will give me all the policies I want, but will do very little to help me apply that policy in any particular situation.

	4. What kind of recruitment strategies you like best? Worst? [Note: strategies could mean online advertising, outsourcing, referral programs etc.]

I don't have a favorite - all have advantages and disadvantages. As far as HR goes, though, it is a matter of what the law requires and what will minimize problems (lawsuits, etc.) for the company in the long term. Sometimes HR requires I post a position that is not really open because the law requires it. Sometimes they require I post in magazines that have a low probability of bringing in candidates.

	5. What kind of company events/activities you like best? Worst?

The best activities are team builders with my immediate coworkers and team. HR doesn't have anything to do with these other than put out some policies on what may or may not be appropriate.

Worst are company sponsored charity drives and "green" events. HR has little to do with these, either, other than some general, and not well crafted policies.

	6. Are HR Policies effective - yay or nay? Kindly support why.

They are effective in protecting the company as a corporate entity. Benefits to individual employees are not so important. For example, we have an alternative dispute resolution process. It exists because courts tend to look favorably on companies that offer these processes and it is cheaper than a lawsuit. A number of employees have used the process and been satisfied with the results, which they achieved quicker and easier than other routes they may have pursued, but that doesn't factor in to the decision to have the process.

[eagleseven]

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Interesting. Some may not be pleased with the group interaction but this is far outweighed by the positive outcome as a whole I guess.

The hardcore introverts in the lab go out of their way to avoid interaction, and nobody seems to bother them about it. But they don't get promoted.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Haha, that unofficial policy made me laugh. Yes, I think companies with corporate HR tend to empower department managers with administrative functions mostly to expedite issues (as you say). Hey, you could have had better resume content compared to most, if you know what I mean.

To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Does it mean people in your HR are all middle-aged or older too? If so, new blood is needed then.

Anyone with any authority, yah. The desk clerks and whatnot tend to be younger.

Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

Bah. The rubric should be in accordance to what kind of performance output is being measured. That said, performance evaluation parameters 'may' be different from department to department. Of course, there could be one rubric for all in the managerial positions. But for junior positions in each department, it might be different. I think it's legit to suggest this to your HR if you can To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

From what I understand, the boss has been arguing for department-specific rubrics for years, but the organization insists that everyone use the same "core organizational philosophy" rubric. How do you score someone for teamwork when their job involves sitting alone in an airtight lab analyzing fungal cultures all day?

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	HR solution: 1) propose higher compensation and benefits package to attract applicants. 2) 5-days leave every 3 months To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

They already do that, to a certain extent. They're the best-paying hospital system in my city, with the best benefits package, and their largest competitor is literally down the street. They're constantly pulling people both from the rival system, and from hospitals in nearby states. Not to mention recruiting students (such as myself) from across the state. On the other hand, said rival system is always sniping top employees from my organization.

And it seems, in my first year of working here, I've had four weeks of paid vacation. Granted, because my lack of seniority, it hasn't been every three months...but relatively close.

One of my fellow new-hires is actually on a two-week paid vacation as she visits her family in Korea.

[sunitaishot]

Originally Posted by Warrior To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

Management, although not in the HR department itself. USA Relatively cool toward everyone. HR exists for the protection of the company, not individual employees. They generally ensure policies are in line with legal requirements. HR makes relatively few decisions and does the minimum policy training necessary to make sure the company is complying with the law. The company policies are in compliance with the law - this is HR's primary role. However, HR does not make decisions on compensation and benefits. That is up to management. At most, HR will advise what ramifications they think are likely if certain decisions are made. Relatively cold. HR is not there for me, even when I act on behalf of the company. HR is there for the company. They will give me all the policies I want, but will do very little to help me apply that policy in any particular situation. I don't have a favorite - all have advantages and disadvantages. As far as HR goes, though, it is a matter of what the law requires and what will minimize problems (lawsuits, etc.) for the company in the long term. Sometimes HR requires I post a position that is not really open because the law requires it. Sometimes they require I post in magazines that have a low probability of bringing in candidates. The best activities are team builders with my immediate coworkers and team. HR doesn't have anything to do with these other than put out some policies on what may or may not be appropriate. Worst are company sponsored charity drives and "green" events. HR has little to do with these, either, other than some general, and not well crafted policies. They are effective in protecting the company as a corporate entity. Benefits to individual employees are not so important. For example, we have an alternative dispute resolution process. It exists because courts tend to look favorably on companies that offer these processes and it is cheaper than a lawsuit. A number of employees have used the process and been satisfied with the results, which they achieved quicker and easier than other routes they may have pursued, but that doesn't factor in to the decision to have the process.

So because the HR function in your firm was corrupt, all HR practice is corrupt? HRM is designed to benefit employees in the end. Does the fact some doctors are bad lend to all of medicine being corrupt? Or is medicine being in existence to assist people only what they want you to think?

[Warrior]

	Originally Posted by sunitaishot To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	So because the HR function in your firm was corrupt, all HR practice is corrupt? HRM is designed to benefit employees in the end. Does the fact some doctors are bad lend to all of medicine being corrupt? Or is medicine being in existence to assist people only what they want you to think?

What on Earth are you talking about?

HR in my company isn't corrupt, nor do I think all of them are. HR can have different perspectives and different specific roles in different companies and while ours take a position that may not be all that common, it is not corrupt.

[sunitaishot]

	Originally Posted by Warrior To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	What on Earth are you talking about? HR in my company isn't corrupt, nor do I think all of them are. HR can have different perspectives and different specific roles in different companies and while ours take a position that may not be all that common, it is not corrupt.

The field of Human Resource Management focuses on developing employees to meet organisational goals. This means advocating on their behalf and being the employee champion. Any academic course on HRM would lend to this.

If one cites the academic work is just for show, then this makes no sense. By that rationale, computer science degrees are just for show and ICT professionals simply act via guess work. I would say that firms with HR functions that only seek to protect senior managerial interests are corrupt. Then again, it depends on the culture of the firm involved.

[Warrior]

	Originally Posted by sunitaishot To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	The field of Human Resource Management focuses on developing employees to meet organisational goals. This means advocating on their behalf and being the employee champion. Any academic course on HRM would lend to this.

In my company, managers do much more to help employees develop and meet goals than HR. Managers tend to advocate on an employees behalf more so than HR, especially when it comes to training, total compensation, promotions, and similar things. Someone sitting miles away is going to tell me that the average salary in the industry for a particular position and experience is such and such and I should be paying people 80% of that. That's pretty much it and if it were up to HR, that's what my people would be paid. It's up to me, as a manager, to push back and say, no, this individual is above average for whatever reason and deserves a higher salary. HR doesn't know what my team does. They don't know what development my team needs to carry out our goals. HR would not be effective if they were the primary advocates for employees in this area.

	If one cites the academic work is just for show, then this makes no sense. By that rationale, computer science degrees are just for show and ICT professionals simply act via guess work.

I didn't.

	I would say that firms with HR functions that only seek to protect senior managerial interests are corrupt. Then again, it depends on the culture of the firm involved.

HR is not the enemy of employees, nor does our HR only seek to protect senior management interest either. The programs they have in place are taken seriously and HR acts fairly impartial when they do get involved to ensure employees are treated as required by company policy and the law. As I mentioned, many employees are very satisfied with some of the programs HR has and the way they have been treated. In part that is because employees understand that HR is not going to support any odd-ball complaint/request/whatever that an employee might raise.

[Mohammad]

Role: Management

Location: USA

1. What can you say about your company/organization's human resource management as a whole?
Warm. Perhaps because it was because of the high turnover, we needed to keep fresh meat coming in. The warm welcome and general theme helped.

2. How is the compensation and benefits carried out? Are they in compliance with the labor laws?
Compensation is minimal owing to the high turnover. No benefits are given. Yet both are still in compliance with the law.

3. How is your relationship with the human resource department? For HR practitioners, how can you describe your relationship with your fellow employees?
My interaction is limited. Yet owing to my senior management position (second in command, after the President), I was often asked to arbitrate/mediate internal conflcts. My decisions were binding.

4. What kind of recruitment strategies you like best? Worst?
Referrals work best since that entails incoming staff that are already familiar with our practices. It is also probably the poorest strategy, too, since it means that bad habits get passed on.

5. What kind of company events/activities you like best? Worst?
I like leading group meetings, brain-storming and interviewing. Worst - well, I dislike faux parties.

6. Are HR Policies effective - yay or nay? Kindly support why.
Yes. They are often created with the singular mindset of protecting the company's interests. Given the high turnover, I see the need for it, and support it. The balance is to ensure that our most valued capital - our human capital - also benefits.

[psykhe]

	Originally Posted by Zsych To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	With respect to what?

Eliminating undesirable 'behaviours' and driving the human resource into desirable performance?

	Originally Posted by sunitaishot To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	If one cites the academic work is just for show, then this makes no sense. By that rationale, computer science degrees are just for show and ICT professionals simply act via guess work. I would say that firms with HR functions that only seek to protect senior managerial interests are corrupt. Then again, it depends on the culture of the firm involved.

Could be biased, but corrupt? Hmm that's too heavy a word without justification.

And oh yes, speaking of that...They say unions arise when HR is not doing their job well. Do you think this is true?

What do you think of unions? Have you been a member? What made you decide to join?

Thanks Warrior and Mohammad, I've been anticipating for your say on the matter actually.
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[watersign]

HR is usually full of morons and incompetent people who can't do anything else except read resumes.

Fuck em'

[Chameleon]

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	Hmm has it been like this even before you signed up? Or has it something to do with the recession? Just a thought.

Sorry for late reply. Correct it has been this way. Though, it has been successful for the company. During the recession my company still opened new stores; while multiple competitors closed down over 800 stores!! Impressive? Yes. Also, during the recession corporate got a pay freeze, and the award ceremonies were canceled to conserve money. However, they could not pay freeze lower management due to the majority already being at state minimums through base pay and commission laws for overtime. In Ohio the held is 50%. Thus, hours of overtime past base are half pay. Why? Because, more time on the sales floor offers more commission level opportunities (even though not guaranteed). This is a way the company can work managers for half pay with promises of opportunity past 40 hours; and are within the law. Unfortunately, with current workplace standards for manager coverage, managers in small volume stores must work 55-60 hours. Yes, there are bonus opportunities.

[psykhe]

	Originally Posted by watersign To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	HR is usually full of morons and incompetent people who can't do anything else except read resumes. Fuck em'

My sympathies.

	Originally Posted by Chameleon To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	During the recession my company still opened new stores; while multiple competitors closed down over 800 stores!! Impressive? Yes.

Impressive, indeed!

Originally Posted by Chameleon To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

Also, during the recession corporate got a pay freeze, and the award ceremonies were canceled to conserve money. However, they could not pay freeze lower management due to the majority already being at state minimums through base pay and commission laws for overtime. In Ohio the held is 50%. Thus, hours of overtime past base are half pay. Why? Because, more time on the sales floor offers more commission level opportunities (even though not guaranteed). This is a way the company can work managers for half pay with promises of opportunity past 40 hours; and are within the law. Unfortunately, with current workplace standards for manager coverage, managers in small volume stores must work 55-60 hours. Yes, there are bonus opportunities.

That makes sense. When the going gets tough, the tough get going.

How about unions? Anyone?

[Warrior]

	Originally Posted by psykhe To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	What do you think of unions?

I think they generally do more harm than good for employees (although there might be some exceptions). My company has both union and non-union employees doing the same job in different locations. The union employees generally have fewer benefits, lower pay, and a generally harsher work environment than non-union employees.

Prior to be a manager, I was part of an evaluation committee when a union came to make their pitch to us. We asked what they had to offer and they couldn't even go to bat for us for things we already had. In part I think this was failure to do their homework and understand the level of benefits we had, but I also think they had little interest in representing our interests either. We also went to two other companies where this union was already present to evaluate the work environment. It was horrible. In the end, employees eligible to vote rejected by a fairly overwhelming margin.

Officially, HR is "not anti-union". If employees want to have a union, they can. There are policies preventing managers from interfering with employees talking to unions.

[sunitaishot]

	Originally Posted by watersign To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	HR is usually full of morons and incompetent people who can't do anything else except read resumes. Fuck em'

lol.. If doctors in a hospital acted unethically and didn't cure patients, does this make all of medicine bad?

As said, your company simply had a corrupt HR function. Not every company does, or should. I don't get where this common conception that HR is self-serving arises, when HR theory is anything but.