Why We Hate Hr?

1. What are the primary or major things that HR should accomplish in the Firm? What are the consequences if these are not accomplished?

After reading through the passage, I would mostly agree with Muckler’s definition of Human Resource that its role is leveraging internal resources and involving external resources. As commonly known, HR’s role is to find and guard new talents, nurture them, and foster a productive work environment. Also, HR may serve as administrator of pay, benefits and retirement. More significantly, HR should play its crucial but always ignored role in business strategy. If these cannot be accomplished, new employees may feel a lack of connection to the company and coworkers. Employees are not being cared in the company. HR puts no effort in the relationship between employees and the company. The process of decision making is absence in HRM, top management has no clue of employees’ condition. All these would contribute to inefficiency in business.

2. Top management often does not understand what value HR departments can play in their organizations. (Or they do not understand what HR is about.) How do we convince them? What role do you believe top management plays in the acceptance or rejection of the role of HR? What types of values, beliefs and practices should they espouse?

So far, HR should optimize its tradeoff between efficiency and value. HR should be valued by the value it add to employees and line managers instead of how many activities it holds. Contrary to traditional standpoint, HR is responsible to business strategy. In order for higher earnings, it improves employee engagement by delivering them the meaning between their work and company’s operation, making them happy about and proud of their job. Moreover, HR serves as the media between employee and company to protect their relationship. HR builds connections of employees and company, and among employees by caring, mentoring and rewarding. All these make HR...