Why Human Resource Management Fails & How to Fix It

Enormous reasons lead to the failure of the HR systems in organizations. This newsletter will briefly describe the 5 commonest reasons for Human Resource Management system failure in any organization.

Underestimating the power of the Human Resource ?

In many organizations, the HR department is nothing more than a "messenger" department, so they are not involved in the most important aspects of the business. Do you ever wonder why an organization would hire highly skilled people only to tell them to follow a certain script?

This demotivates effective people because their knowledge and skills remain unutilized, and the same is extended to the other departments in the organization which causes human resource management failure on both departmental and organizational levels.?

Solution: Let all employees in all departments do what they were hired to do. If you trusted them enough to be hired, trust them enough to do their work right.

Prioritizing systems over employees

Dependency on systems is not a problem but too much dependency is. When companies invest a lot of money and time in improving their tech systems with the hope of improving efficiency, they forget that it is the employees that are going to run the systems. So because the employees feel ignored, after the initial excitement of the new process, they return to their old behavior, and the expected outcome from the systems is not achieved.

Solution: New systems will be effective with new and improved work culture, not the old one. Ensure that the work culture is ready for the new systems prior to execution.

Laxity to measure employee satisfaction

High employee turnover indicates the presence of an inactive HR system. Employees mainly resign when, they find no significant development and growth in their career, they are in unsupportive working environments, and working under long-time suppression by their bosses/superiors.

Solution: Consistently measure employee satisfaction and take necessary measures when someone has been found dissatisfied rather than waiting to act when they have resigned.

Excessive?penalty and less reward

Sometimes the employees get a severe penalty for a venial offense due to an unjustified HR evaluation system. On the other hand, they are rarely recognized or rewarded when it comes to the good or great work done. This kind of behavior from the HR department demotivates the employees so they don't take innovative, challenging, out-of-the-box initiatives.??

When the employees fear that their mistakes may cause them a high penalty, they will lose their enthusiasm for undertaking any challenging initiative and prefer to do the routine work.

Solution: The policies, procedures, regulations, and rules should be in place to educate hence improving the lives of the employees but not tormenting them. Remember that what you fight, you ignite. Focus on empowering your employees rather than penalizing them. Imagine if your parents beat you up every time you fell trying to walk, would you still be interested in trying to walk? ??

Conclusion: Human resource is more important than any other component of an organization. So, an employer suffers more than anything due to Human Resource Management failure. An employer must keep in mind that at the end of the day, it is the employee’s efforts that lead to the success of the organization. So, if the company practices a bad HR policy the employees will lose their satisfaction which in most cases results in great loss for the organization.

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