The HR function: considered useless!
This is no scoop, but many employees don’t like their HR department. Indeed, we know very well that they are not kind to the HR function, for several reasons. And let’s not even mention the HR Director! Yes, unfortunately, many claim they don’t need this function within the company.
The observation is that the HR function:
- Serves management’s interests;
- Is not very human and lacks empathy;
- Has no real power to act
Generally speaking, employees point to their lack of pedagogy, communication, and above all, support. Their level of satisfaction is very low, and often the HR function is equated with an “administrative function”! It is criticized for not creating value within the company and for fearing risk and innovation. According to them, the HR function has gradually drifted away from the field, which fuels suspicion about its ability to understand workplace challenges.
Furthermore, employees also criticize HR for too easily siding with management and for being insufficiently close, unable to defend them or simply to hear them. In other words, they “don’t know what HR professionals do”! The issues raised generally relate to management quality, handling of HR matters, communication, and performance evaluation. In a way, they feel abandoned!
Nevertheless, it should be noted that in most cases, employees don’t really know this function and have only a very partial understanding of it. Yet its potential in the company of tomorrow is very real, even more so since the COVID-19 health crisis!
The takeaway is that this function suffers from an image deficit. Let’s say that some companies do somewhat deserve it…
How to rebuild the relationship between the HR function and employees?
Today, the HR function faces an extraordinary level of employee expectations, and there is undeniably a global deficit of social connection between this function and employees. Since it critically lacks communication, the challenge is to facilitate exchanges and to put the “human” meaning back at the heart of human resources. Here are some solutions to achieve this:
- Better understand the different roles by going directly into the field;
- Open discussions on various topics (this will improve social dialogue);
- Implement new digital tools
- Communicate about the company’s successes
Furthermore, it is important to be methodical and above all not to rush in order to do things properly. The HR function must imperatively redefine its scope and role with the sole aim of regaining employees’ attention and consideration.
What do employees want then? Simply an “ambassador” HR function that conveys the company’s values. They want this function to be seen as the source of productivity and innovation for the company. They need to be informed about what is happening within the company, which includes both human resources management decisions and decisions that could affect their employment. We all know it: what makes a company successful is transparent interpersonal relationships.
Ultimately, employees expect fulfillment and well-being from human resources. Getting to know employees to better anticipate their expectations — that is the challenge for the HR function of tomorrow!
The HR function: between digitalization and HR marketing!
What if the solution lies in digitalization? This will enable the HR function to revitalize its image and streamline its processes. Implementing an HR digitalization platform, for example, allows the adoption of an entirely new approach toward employees and the occupation of a strategic role within the company. People will be placed back at the center of the relationship, and instant responses will be provided to employees. The HR function must constantly reinvent itself to recreate social bonds and regain employee engagement! The relationship must be rebuilt in favor of genuine human capital management!
Moreover, digital tools allow HR to focus on their true added value, namely the implementation of a strategy based on workforce planning. Digital transformation for HR is above all an opportunity, as its impact opens up new possibilities in employee relationships.
Note: it is certain that today, HR must be facilitators and must support employees on a daily basis so they feel good.
Furthermore, alongside digitalization, it has become imperative to adopt a new approach: “HR marketing.” This is by no means about advertising the HR function, but about “proving” that it serves employees by communicating clearly and transparently. To do this, it is essential to analyze their needs, expectations, and also their frustrations. Not everything will be resolved overnight, but to recreate social bonds, it is necessary to invest in a renewal of managerial models and organizational structures. This method helps, among other things, to retain employees and especially talent by cultivating the employer brand. Employee retention means increased productivity and, above all, a company that stands out from its competitors.
HR, take the lead then! Because let’s not forget that as professionals, through employee satisfaction, it is the company’s performance that we seek! If you want to play a convincing role tomorrow, HR marketing is a viable long-term solution.
The key takeaway is that employees and HR are mutually dissatisfied with their relationship! HR now has new tools at hand and can finally focus on their core business to be as close as possible to employees and meet their needs. There is certainly communication work to be done, and that’s an understatement for some companies! Do you agree with this assessment? Do you think it is possible to change the HR function–employee relationship? Share your thoughts!
If you need advice on rethinking a new work organization, don’t hesitate to contact us.
Our time-sharing HR Directors will be happy to advise you and support you in the implementation.
Did you find this article interesting? Check out all our previous articles to fuel your HR reflections!
