Humanizing HR - People Before Policies

In many companies, HR is often seen negatively by employees due to certain practices that contribute to this perception. Instead of focusing on organizational culture development and performance-boosting programs, HR departments in some regions tend to prioritize implementing policies mechanically, much like software. Here are a few reasons for this perception and some suggestions for improvement:

Reasons for Negative Perception of HR:

1. Policy Enforcement Over People:

- Rigid Implementation: HR departments often focus more on strictly enforcing policies rather than understanding the unique needs and circumstances of employees.

- Lack of Empathy: A perceived lack of empathy and understanding when dealing with employee issues can create a sense of alienation and distrust.

2. Limited Interaction:

- Transactional Relationship: HR interactions are often seen as transactional, limited to administrative tasks like payroll, compliance, and disciplinary actions.

- Visibility: HR is sometimes only visible during negative situations, such as disputes, layoffs, or performance issues, leading to a negative association.

3. Insufficient Focus on Development:

- Lack of Development Programs: Inadequate focus on professional development, training, and career advancement opportunities can leave employees feeling undervalued and stagnant.

- Poor Performance Management: Performance reviews and feedback mechanisms are often seen as box-ticking exercises rather than genuine opportunities for growth.

4. Communication Issues:

- Opaque Communication: Poor communication about policies, changes, and decisions can create confusion and mistrust.

- Lack of Transparency: A lack of transparency in HR processes and decisions can lead to suspicions of unfair treatment.

The Way Out:

1. Foster a People-Centric Approach:

- Empathy and Support: Prioritize empathy and support in all HR interactions. Understand and address the unique needs and concerns of employees.

- Employee Advocacy: Act as an advocate for employees, ensuring their voices are heard and their needs are considered in decision-making.

2. Enhance Communication and Transparency:

- Open Dialogue: Foster open and honest communication between HR and employees. Regularly update employees on policies, changes, and organizational goals.

- Transparency: Ensure transparency in HR processes and decision-making to build trust and credibility.

3. Focus on Development and Growth:

- Career Development Programs: Implement comprehensive career development programs that offer training, mentoring, and clear pathways for advancement.

- Performance Management: Develop robust performance management systems that focus on constructive feedback, goal-setting, and personal growth.

4. Promote a Positive Organizational Culture:

- Culture Building: Invest in programs and initiatives that promote a positive organizational culture, such as team-building activities, wellness programs, and recognition of achievements.

- Employee Engagement: Actively engage employees in shaping the company culture, gathering feedback, and involving them in decision-making processes.

5. Balance Policies with Flexibility:

- Flexible Policies: Ensure that policies are flexible and adaptable to individual circumstances. Avoid a one-size-fits-all approach.

- Supportive Environment: Create a supportive environment where employees feel comfortable approaching HR with their concerns and suggestions.

By shifting the focus from rigid policy enforcement to a more people-centric approach, HR can play a pivotal role in enhancing employee satisfaction, fostering a positive organizational culture, and ultimately contributing to the overall success of the company.