Source | LinkedIn : By Matt Starz
In a world far, far away, employers have decided that human resource departments are obsolete.
In an effort to reduce costs, they sent HR professionals packing. They asked managers and employees to step up their leadership game, simply hoped for the best when it came to office conflicts, and took a stab at managing payroll and employee benefits all on their own. They entered a strange new world — a world without HR.
But eliminating HR had way more adverse effects than they anticipated. Employees became frustrated without anyone to voice concerns to. Working hours for managers ballooned due to so much more administrative work. And making sure there was hot coffee in the morning and some snacks stocked in the kitchen? Not so fast.
Turns out, HR roles are more important than we ever realized. Take a look and see for yourself — the world without HR:
The end of compliance
Without HR, employers and employees have no one to turn to when it comes to compliance. Managers drown in paperwork and spend hours trying to catch up on all the information. Worse still, the risks of noncompliance fall on employees as they use Google to answer any and all questions.
Without the specialized knowledge from HR roles on everything from discrimination in the workplace to the nitty gritty details of payroll compliance, employers run into trouble — they can’t possibly know and manage everything they need to.
Laws and regulations are always changing. With the many facets of the Affordable Care Act, new leave and overtime rules, and tax regulations, HR always needs to be on its game. Their specialized knowledge helps them get up to speed quickly — especially when given the right tools and resources. With the expertise of HR, employers don’t need to worry about compliance — they know HR has it covered.
The stagnation of employee development
When HR got the boot, performance reviews went along with them. But what nobody realized was that HR did a lot more than a yearly performance review — they were constantly reviewing and managing employee performance year-round.
Managers tried to fill in the gaps after the elimination of HR roles, but they could only do so much. Sure, they could tell employees they did a good job every now and then, but they didn’t have the right insights to improve performance, develop skills, and get the most from employees.
Behind the scenes, HR uses 360-degree performance reviews to compare peer and manager feedback and get a full view of performance — more than once a year. They recognize employees for their work with “thank yous,” rewards, and other forms of social recognition. They listen to employee feedback and organize development opportunities to help improve their performance and advance their careers.
Without performance management, employees become stuck. But when they have HR by their side, the sky’s the limit.
The breakdown of communication
Who knew that without HR, employees would have no one to confide in, no one to help mediate disputes, and no one to fill them in on everything that’s happening with the company?
Communication can be tricky between strictly employees and their managers. In fact, a 2015 SHRM survey of employees found that only 37 percent were very satisfied with the consideration managers gave their ideas, and just 23 percent were very satisfied with communication with senior management.
HR is the grand mediator between peers and employees and managers. They are the strong voice on workplace issues. When everyone communicates better inside a company, everyone has a better working experience.