For way too many companies, the Human Resources (HR) and Training functions have been treated as completely dispensable cogs in the corporate wheel. They are staffed with less than competent people which only adds to their inability to add value so when things get tough, these functions are cut.
And here might be the greatest rub. If in fact these functions have allowed themselves to become dispensable, well they got what they earned! They need to be removed so better talent can be put in place. Sadly, many companies that close or scale down these functions does so because they expected nothing better based on their experience.
Explore with me a couple of examples that will lead to disasters in the future that I can pin squarely on the incompetence of these functions.
We have a company that recently had an unpleasant experience with a manager that was a little too friendly with an employee. The employee reported it; the HR department launched a full scale investigation and discovered the manager had been out of line. The solution was to put ALL managers through a sensitivity training program. No learning outcomes needed, just a CYA training program to mitigate future problems.
You may be asking if this company regularly trains managers in preventing workplace harassment, and/or do they train the entire workforce in what a harassment free work environment is and what to do if it becomes the opposite. The answer would be NO to both. No Training, only HR covering it up after the fact. HR is totally reactive and not proactive and therefore provides little value. How do you retain good employees when this is how HR has your back?
Another company where a manager is openly bullied by her manager has had enough and decides to report him to HR. Another full blown investigation that involves interviewing a dozen employees who witnessed the bullying resulted in an admission that it all happened like it was reported. However, the manager was required to continue working for the bully manager because, “although he did a lot of awful things, none of it violated our employee handbook policies.” However, the bully manager “was encouraged to retake their online harassment training.”
Another inept HR function with a training function standing around buying off the shelf compliance training THAT DID NOT WORK! Yet this is a big organization with over 10,000 employees. Guess what happens when something this stupid happens and HR fails to stand up for the company and protect their employees, they get sued. Oh, and not by just this one manager, this has turned into a class action because the behavior was endorsed by the HR department.
And one other result that I doubt will be expected is that news like this travels quickly. Not only are employees aware of the class action suit, other employees that belong to the Bully Club are feeling empowered. Heck with HR behind bullying behavior, they feel they have a free ticket to abuse their fellow employees. Fun place to work huh?
Bottom line if you have a dysfunctional HR and/or Training function it is time to get them help. Or at the very least find better talent to replace them. Your company’s future is at stake, and as long as these functions are viewed to be dispensable, they will continue to meet that expectation.
If you need help, you need only email me at Jim@JKHopkinsConsulting.com