What does HR do all day?

The question even HRs ask themselves!

Understanding the Real Value of HR: Beyond the Misconceptions

I'm sure many of you who aren't directly involved in Human Resources (HR) have wondered at some point, "What does HR actually do all day?" This question often stems from a common misconception: that HR is a straightforward, almost clerical and bureaucratic function within an organization. But let's dive deeper and explore what HR truly entails and why it's far more complex and integral to a company's success than it might appear on the surface.

The Perception Problem: HR as an Easy Job

HR is frequently seen as a department that doesn’t receive the recognition it deserves for the work it accomplishes. We’ve all heard, and perhaps even said, “HR is an easy job.” However, this perception couldn’t be further from the truth. Every job has its challenges and complexities, and if a role were truly easy, it wouldn’t exist in the first place. The reality is that HR professionals face unique challenges daily, balancing the needs of both the organization and its employees.

What HR Professionals Actually Do

When you ask HR professionals what their job involves, you’re likely to hear terms like recruitment, performance management, learning and development (L&D), compensation and benefits, Employee engagement, and the list goes on. These responsibilities are not just buzzwords; they represent critical functions that require specialized knowledge and skills. A qualified HR professional understands the nuances of these areas and knows how to apply them effectively to support the organization’s objectives.

But here’s the intriguing part: people rarely ask these types of questions about other departments, like sales or production. Why is that? Perhaps it's because the impact of sales and production on the organization’s bottom line is more visible. Sales teams bring in revenue, and production teams create the products or services that generate that revenue. These functions are directly tied to the company's strategic goals, making their value obvious.

The Strategic Role of HR

This brings us to an important point: if a department doesn’t contribute to an organization’s strategic goals, it risks becoming a “dead department.” Sales contributes by driving revenue and expanding market share, which is essential for the survival and growth of the business. But what about HR? How does it fit into the strategic framework of an organization?

HR activities can be broadly categorized into three areas: Transactional, Transformational, and Strategic. Transactional HR activities include tasks like attendance management, payroll processing, documentation, and other routine duties. These are essential functions, but they are often seen as the more mundane aspects of HR. Unfortunately, in many organizations, HR professionals find themselves consumed by these clerical activities, leading to a perception that HR is a clerical role. When HR is reduced to just these functions, it fails to contribute meaningfully to the organization’s strategic goals, rendering it a "dead HR."

Elevating HR to a Strategic Partner

However, this doesn’t have to be the case. Many of these clerical activities can be automated or outsourced, freeing up HR professionals to focus on more strategic initiatives. That said, these tasks can’t be entirely eliminated. For instance, if employee insurance plans aren’t renewed on time, the consequences can be significant. Therefore, while transactional tasks are necessary, they should not dominate the HR professional's day.

Ideally, HR should spend no more than 30-40% of their time on these transactional duties. The remaining time should be dedicated to activities that align with and contribute to the organization's strategic goals. This includes tasks like hiring the right people with the right skill sets for new industry company is venturing into, improving the performance management system to drive organizational objectives, and fostering a culture that supports growth and innovation, better employee engagement. HR is all about people!

Conclusion: Recognizing HR's True Value

In conclusion, HR is far from an easy job. It’s a multifaceted role that requires a deep understanding of both the business and its people. When leveraged correctly, HR can be a powerful driver of strategic success, ensuring that the organization not only survives but thrives in an increasingly competitive environment. It’s time we recognize the true value of HR and dispel the misconceptions that have long overshadowed this critical function.

By elevating HR from a clerical and bureaucratic role to a strategic partner, organizations can unlock its full potential, leading to improved performance, stronger employee engagement, and ultimately, greater success.