HR Highways :)

Dear Friends,

We often hear of the saying “It’s either my way or the highway” How about the HRs who ‘fight’ this everyday with the people around them at their workplace. Be it the management or the employees, HRs are meant to be the mediator who are expected to be those ‘super humans’ to bridge the gap between them and come out ruling over it. Yet, the credit goes to the ‘Big Bosses’

Well I give them the credit too. They are the ones who support the set-up of the HR too !

How many of us feel that the so called ‘best practices’ are already implemented and yet we have a certain few who still feel ‘not-so-satisfied’ with the policies and the benefits provided to them? Most of us do but it’s just that it takes time for all of us to ‘accept’ that. We are all meant to ‘face’ these never ending challenges and become the solution providers. It is with great pleasure that I now feel satisfied of the fact that gone are those days when HR was just considered an execution wing of the senior management’s decisions or initiatives. Yes, now it’s not only communication but also an active involvement in all stages of the initiatives, right from planning to execution. HRs now not only participate and advise the senior management but also equally become party to most strategic decision making and moves for the betterment of the company.

We often come across a ‘confident’ phase of our careers where a certain dilemma or an unavoidable circumstance is a bit easy to handle. However it is only then that a certain turn of events  happen right afterwards and there comes great learning – For HR, For Management and For the employees !

I won’t stop myself here to cite an instance (I read of it somewhere) of an employee who was being accused and alleged of harassing an outsider for some personal disputes they had. Ideally the company or the organization does not get involved in whatsoever manner. However it was when the FIR was lodged against the employee and the copies were being sent to all the concerned management team that the introspection had to take place. Since it was a personal matter, not much was being told or expressed. The best was decided to keep status quo. The image of an employee at whatsoever level /position immediately is at stake including the company he/she is working for. Some cases are explanatory with the judgement passed by the law. Some remain unexplained. Having said that, it is for those who become destructive in nature to involve such people only to fetch some money in the form of compensation that can jeopardize the entire career or an image of the company.

I am yet to figure out whether such cases or instances have become common to deal with. Infact I am now questioning the fraternity -  Whether we as HRs or Talent Development leaders are really working on the mindset of the individuals when it comes to understanding or meeting their requests or demands? OR Are we only serving them as solution / service providers? There may be a very thin dividing line between them. However for me it’s a matter of utmost concern and belief on the system that we follow on a regular basis.

I invite all sorts of opinions and suggestions, critical acclaims that can give a great insight on the functioning of this fraternity not only as HRs but first as human beings. I also say this because when I experience something unnatural or abnormal, I first think of it as a human being not as an HR. I choose to ‘empathize or sympathize’ not because I am ideally supposed to as an HR but because it comes naturally to me.

With that thought I wish and remain in anticipation to hear from all those who feel connected with this read and want to express something similar.

Good Luck. Keep Smiling.