“Why We Hate HR” is an paper, written by Keith H. Hammonds, that has four main points that support the title. The first point states that human resources (HR) personnel are not the smartest. Hammonds goes on about how the people that end up in HR are people that do not understand the business. Hammonds’ second point is “HR pursues efficiency in lieu of value.” Hammonds suggests that there is no point in doing activities unless they add value. The third point is about how HR people do not take risks and say ‘no’ a lot because they are afraid of breaking the rules. Hammonds’ last point suggests that HR people do not know the business and they will not be able to figure out why people are constantly leaving a company. The purpose of Hammonds’
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This saves companies/organizations from having to deal with legal allegations against them, and it also save the companies from having to pay a lot of money to fight those legal allegations. Top management are not always able to make sure that legal requirements are being met because they have other priorities (Meere, 2017). Laws in the workplace are always changing and HR will help the company by letting top management know the changes of laws. HR will also let top management know how to effectively implement these changes in the workplace without causing a ruckus. For example, top management will not have to worry about adjusting all of their employees’ salaries and tax brackets in response to a change in the minimum salary cap (Meere, 2017). In Hammonds’ paper, he suggests that HR is bad because HR pursues efficiency instead of value. I believe that HR people focus on both efficiency and value because without these two factors, the company/organization will not have a functioning business. Human resources focus on the value of the employees by having workplace events, activities and celebrations to show that the company appreciates their work by showing them that the company wants to celebrate their accomplishments. Human Resources exists for the betterment of the
This saves companies/organizations from having to deal with legal allegations against them, and it also save the companies from having to pay a lot of money to fight those legal allegations. Top management are not always able to make sure that legal requirements are being met because they have other priorities (Meere, 2017). Laws in the workplace are always changing and HR will help the company by letting top management know the changes of laws. HR will also let top management know how to effectively implement these changes in the workplace without causing a ruckus. For example, top management will not have to worry about adjusting all of their employees’ salaries and tax brackets in response to a change in the minimum salary cap (Meere, 2017). In Hammonds’ paper, he suggests that HR is bad because HR pursues efficiency instead of value. I believe that HR people focus on both efficiency and value because without these two factors, the company/organization will not have a functioning business. Human resources focus on the value of the employees by having workplace events, activities and celebrations to show that the company appreciates their work by showing them that the company wants to celebrate their accomplishments. Human Resources exists for the betterment of the