Are you Guilty of HR Abuse?
I recently spoke at a SHRM conference. My heart went out to the attendees who shared their HR struggles with me. It reminded me how business owners in both small and large companies are often guilty of HR abuse. Granted many do this unintentionally.
In this article, we’ll explore what HR abuse looks like and how to prevent it. We’ll also explore how to give your HR team the tools they need to do more with less. After all, this often arises because decision-makers don't realize they have options.
What HR Abuse Looks Like?
Webster defines abuse as a corrupt practice or custom, improper, or excessive use or treatment. HR abuse, in the context of this article, is giving one person or one department more responsibility than is reasonable and then holding them accountable when they fail. It occurs when training, financial, technological, or emotional support is withheld.
This situation exposes businesses to unnecessary risk, and it shortchanges employees when this happens.
What Leads to HR Abuse?
Oftentimes HR is a footnote in the business plan instead of an integral part of the business. This problem stems from a lack of knowledge of where HR fits and what HR does within a business. For example, here’s a short-list of what HR responsibilities include:
Develop an overall HR plan.
Determine recruiting and onboarding procedures.
Build proper support networks within and outside the organization.
Set up a plan for regulatory compliance.
Figure out a strategy for compensation and benefits.
Draft employee relationship policies and procedures.
Establish parameters for training and performance management.
And a lengthy list of "little things" that come up every day.
Your HR department needs financial, technological, and emotional support to operate. Financial support means a budget that allows for continuing education, professional memberships, consultant fees, and funds for program supplies. Technological support may include a modern compensation management system and the training to go along with it.
Providing emotional support is also a business owner's responsibility to the HR department. This can be achieved with an open-door policy. This demonstrates your commitment to supporting their role with action, not just words.
How to Stop HR Abuse
There are options for solving this problem. To provide a new HR manager with the tools needed to do the job, you can start by hiring an HR consulting firm. An HR consulting firm will provide valuable insight, guidance, assistance, and training.
HR consultants will help strategize to identify the resources needed. They will advise on how to set up an efficient and functioning HR department. If there is more HR work than the present staff can manage, they help. When a business makes this option available to its staff, it demonstrates care for their wellbeing. This stops HR abuse and upholds the reputation of the business.
Most business owners and their teams are doing the best they can with what they have. The driving passion behind why we do what we do at AZ HR Hub is to help you do what you do smarter, better, and with greater ease. And do so honoring every team member’s wellbeing by giving them the tools needed for a job well done.