Common Myths about HR

Common Myths– The role of Hr profession deals with a wide range of responsibilities and regulations. Therefore, there are few misconceptions form about this Role.

Here we see some of the common myths that surround this integral part in all the organization structure.

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1 The HR work is the same in every sector

2 The HR work only for protecting the company

3 The HR work within the department itself

4 HR is a Purely administrative Role

5 HR learns all the process while working

6 HR simply follows what the company decides

7 Only the specialist in the HR role can reach the senior level

8 HR only exist to force rules

9 Related

The HR work is the same in every sector

When comparing different organizations there can be many differences in the way the working of HR in the organization. Since the work of the HR department has mostly designed based on the company vision. And they align various elements of policy. Employment law and investigation of the flaws in the organization depends basically on the goals of the company.

Therefore, we can say that the role of HR is not concerned with any particular department. But in general work on improving the process of the people in any organization. The role of Common Myths HR in some areas can be concerned with only the hiring process and the training of their employees and in some industries, it can be the management of the companies working technologies which are Up To Date with the latest trends present in the market.

The HR work only for protecting the company

While it’s true that HR practitioners work to document and supply policies that protect the employer, they will also benefit the worker too.

In some cases when an employee highlights the workplace issues like discrimination in the work conditions, bullying in the workplaces, or unfair treatment while allocating the resources, and so on, they immediately work on it so that the employee doesn’t face any issue while working so that the productivity of the employee improves boosting the companies achieving its objective.

This serves the interests of both the worker and therefore the employer, as they both have an equivalent common goal.

The HR work within the department itself

While many of the day-to-day HR tasks are kept confidentially within the department

It’s easy to make this impression thanks to the confidential nature of some HR work. However, HR should work strategically with other departments and achieve their required objectives. Working alone can also impact the efficacy of the HR department since if they’re not sharing their findings then other departments can’t act on them.

Organizational goals even have to play into the HR strategy, which involves collaboration with others. Growing departments, increasing productivity, and succession planning are all key goals that need HR intervention with the other departments as well.

HR is a Purely administrative Role

HR requires doing the documentation process, the framing of policies, and also clear-cut procedures within the organization. However, this doesn’t mean that it works only on the administrative related roles and related process.

HR is duty-bound to the regular document change to guard the organization from the external threats, but outside of this, they also need the potential to affect real change within the organization as well. Implementing the flexible working hours, providing the alternative employee leave schedules, and creating new roles based on the requirements all fall into the purview of HR – and these are a touch more exciting than paperwork processes done by the HR.

HR learns all the process while working

The nuances and subtleties of working in HR as a role are to accompany the practical experience, but that’s not the sole bank of data that HR practitioners should be drawing on.

HR professionals should also complete CIPD qualifications to offer them the theoretical knowledge and understanding of best practice that they require to try to do their job.

A stable understanding of the laws and theories that underpin HR gives practitioners the arrogance to require action, suggest improvements, and move beyond their own experience while working.

HR simply follows what the company decides

Part of the HR function is to speak about the change, and this often comes from the Company rules and regulations.

However, HR professionals aren’t just mouthpieces for the boardroom discussions but they’re often an integral part within the decision-making process. It’s becoming ever more common for HR to supply the answer to the organization questions, instead of the opposite way around always.

Furthermore, HR shouldn’t just relay on the information with a few changes in it but also, they ought to help staff understand why changes are implement and what impact they could have in the present roles they are working on. Facilitating clear and empathetic communication between HR and members of staff is far more important and valuable than simple repetition of the message provided the higher officials in the organization.

Only the specialist in the HR role can reach the senior level

While there’s an area for HR specialists at a senior level. Highly experienced generalists also are a key asset for a senior management team.

Specialists in L&D, employee relations, organizational development. And other disciplines are often represented at the senior level, but they’re not the sole roles that will. Generalists are able to do roles like Head of HR, the HR Director, and Senior HR Business Partner. These all-encompassing roles are often position above specialist roles to bring all insight into the boardroom in a cohesive way.

It’s also possible to possess a passion for a specialism within HR, while also retaining the role of a generalist. While you’ll prefer to become involved in projects involving the specified specialism. You furthermore may retain day-to-day generalist roles which are present within the organization.

HR only exist to force rules

Many employees think that their HR departments are only there to make sure they’re complying. With local and federal legal requirements. Which they complete necessary safety and compliance training programs required for the company.

However, many Common Myths HR professionals work to develop policies that are geared toward more inclusive and respectful company cultures.—Policies which will not always seem straightforward because they take real human behaviour. And concerns under consideration while framing the policies. HR professionals consider themselves as career consultants and coaches. Since many times they even provide the suggestions of doing certain aspects for the benefits.