No.
And heres why.
Their MAIN function is to keep the lawsuits to a minimum. If a company is still in business, then they are doing their job properly.
I think you'd be sad to know how many of us work for large, Fortune 500 companies. Unfortunately, most of us don't fit in your "one man HR shop" or "stuck in the 20th century" excuse. Well, to clarify, our HR department is certainly stuck in the 20th century. But that's the only part of the company that is.
No.
And heres why.
Their MAIN function is to keep the lawsuits to a minimum. If a company is still in business, then they are doing their job properly.
No. That is not the main function. That is why you have a legal dept./external counsel.
That wouldn't surprise me. Many Fortune 500 companies operate on "best practices" which are anything but, and are 20th century practices (or outdated at best). If a company allows their HR department to operate with those practices, then it's no different than advocating for them. Reinforces my point.
Nooooooope. Legal advises HR how to operate, HR implements.
You think Legal gets their hands dirty actually preventing lawsuits? LOLOLOLOL
Nooooooope. Legal advises HR how to operate, HR implements.
You think Legal gets their hands dirty actually preventing lawsuits? LOLOLOLOL
Guess that depends on your company...
Either way, it's not the main function of the department.
Actually, that's the point. In small companies it's the function, in larger companies it's more.
You're used to working with larger companies and see the benes side of HR.
The above bothers me more than a little. While I have worked for some tech companies, the majority of my work experience has been in the hospitality industry both corporate and private. As an HR manager, you simply don't have the knowledge, experience or, perspective to act as an operations manager. At best, you would be a place holder till someone with the required skills could be found.I'll give you that for small companies, which I mentioned earlier in my comment about a "one man HR shop." That's not a true reflection of the function.
HR is not all about the "benes" either. Sure, we want to develop policies, practices, and programs to attract and retain great people; however, our prime function is to serve as an advisor to business unit heads to maximize profit. Sometimes that means advocating for Ee focused programs and sometimes not.
The majority of my team's time over the previous year has been to reduce cost in a non-profitable division and get a green-field startup with a huge profit margin off the ground. I could go out right now and act as one of the Operations Managers if needed...actually I have.
HR is also capable of performing all of the necessary business functions when needed. FYI.The above bothers me more than a little. While I have worked for some tech companies, the majority of my work experience has been in the hospitality industry both corporate and private. As an HR manager, you simply don't have the knowledge, experience or, perspective to act as an operations manager. At best, you would be a place holder till someone with the required skills could be found.
HR is also capable of performing all of the necessary business functions when needed. FYI.
Let me get you a new sarcasm meter...No, they can't.
HR has evolved into a pretty highly trained specialty, with separate certifications and training processes. Our HR people aren't capable of stepping into my shoes or my manager's shoes any more than we'd be qualified to step into theirs. That's why they're there and we're here.
The above bothers me more than a little. While I have worked for some tech companies, the majority of my work experience has been in the hospitality industry both corporate and private. As an HR manager, you simply don't have the knowledge, experience or, perspective to act as an operations manager. At best, you would be a place holder till someone with the required skills could be found.
HR is also capable of performing all of the necessary business functions when needed. FYI.
Seriously? Any HR person worth their salt acts as a business partner day in and out. I worked in every distribution function we have for the first two months of my employment and can receive/stock/pick/sort/pack/ship with the top performers. My supervisory skills are above that of department supervisors, with the added benefit of knowing employment law( and company policy) extremely well. I've been involved in numerous process redesigns for both maintenance and distribution departments. I can act quite proficiently as an Ops Manager when needed, as I do so as an advisor daily. I have done so in the manufacturing, mining, and distribution industries. Again, I really think people do not understand a good HR department's role.
Edit: Should clarify that I wouldn't expect the same to be said for professional level positions. I couldn't go out and learn to code or learn computer systems that quickly. That said, there should be a fundamental understanding.
No. That is not the main function. That is why you have a legal dept./external counsel.
No. The purpose of a legal department is to win cases or make them go away.
The purpose of HR is to keep them from happening to begin with. But most employees dont know that.
I think you'd be sad to know how many of us work for large, Fortune 500 companies. Unfortunately, most of us don't fit in your "one man HR shop" or "stuck in the 20th century" excuse. Well, to clarify, our HR department is certainly stuck in the 20th century. But that's the only part of the company that is.
Litigation is usually for external counsel. Legal helps manage that. They are also responsible for risk management/compliance activities. Again, I'm not saying HR doesn't have a hand in prevention, but that is not their main function.
Seriously, the ideas they were coming up with were BEYOND stupid (showing the goals of everyone above you and you being required to tell how YOU were going to meet THEIR goals) and the more amazing part was that they could magically afford a consultant to TELL THEM what should be in this stupid system.