INTRODUCTION
Hammond outlined many different points of view in his article, Why We Hate HR. There were many points that I could agree on; however, there are also points that seem controversial and I would have to respectfully disagree with. As a general summary, Hammond’s article outlined negative examples that a successful HR manager could fix with ease. Hammond deemed many of these examples as unfixable and immediately questioned the purpose of the HR department as a whole. The overall negative tone of the author tends to leave a biased view towards all HR managers, while his point of mainly exemplifies the mistakes made by some unprofessional HR managers. Hammond does describe many points that make sense and I agree could use some improvement. I believe that a successful HR manager should be willing to work hard in order to improve the quality of the organization and the overall happiness of its employees. This could be done by ensuring employees are working in their respectful departments and give promotions accordingly in order to improve the organization’s productivity. In contrast, employees should feel comfortable speaking to their HR manager when they are uncomfortable in their respective position and feel confident inquiring about promotions and when they may arise. HR managers must be aware of conflicts in order to resolve them. …show more content…
Some of these traits include strong communication skills, excellent judgement, and the ability to multitask (HR Advisors, 2017). As the HR department grows, so will the organization.
Throughout this essay I will explain both of the pros and cons behind Hammond’s point of view. I will later come up with a conclusion on whether I more so agree with his article or
Hammond outlined many different points of view in his article, Why We Hate HR. There were many points that I could agree on; however, there are also points that seem controversial and I would have to respectfully disagree with. As a general summary, Hammond’s article outlined negative examples that a successful HR manager could fix with ease. Hammond deemed many of these examples as unfixable and immediately questioned the purpose of the HR department as a whole. The overall negative tone of the author tends to leave a biased view towards all HR managers, while his point of mainly exemplifies the mistakes made by some unprofessional HR managers. Hammond does describe many points that make sense and I agree could use some improvement. I believe that a successful HR manager should be willing to work hard in order to improve the quality of the organization and the overall happiness of its employees. This could be done by ensuring employees are working in their respectful departments and give promotions accordingly in order to improve the organization’s productivity. In contrast, employees should feel comfortable speaking to their HR manager when they are uncomfortable in their respective position and feel confident inquiring about promotions and when they may arise. HR managers must be aware of conflicts in order to resolve them. …show more content…
Some of these traits include strong communication skills, excellent judgement, and the ability to multitask (HR Advisors, 2017). As the HR department grows, so will the organization.
Throughout this essay I will explain both of the pros and cons behind Hammond’s point of view. I will later come up with a conclusion on whether I more so agree with his article or