Cezanne HR, the UK's fastest growing provider of contemporary, adaptable HR systems for UK and global enterprises, has announced the release of its newest report: It's HR's fault...and the results are concerning.
According to the research, which surveyed members of the 30k-strong HR Ninjas network, 83% of HR professionals think their job is seen poorly by workers. The survey also indicated that unpleasant employee encounters with HR were the primary driving reason behind this detrimental view, as was a strong belief that HR staff were unduly bureaucratic.
Additionally, the study discovered:
Manual processes and excessive workloads are the most significant hurdles to success for HR professionals.
54% of HR professionals are seldom or never recognised for their contributions.
Over half of HR professionals have pondered quitting the profession
61% of HR experts say that handling procedures honestly and transparently is the key to improving a bad reputation.
Regarding the report, Paul Bauer, Cezanne HR’s Head of Content said, "Our survey revealed HR professionals feel they’re not trusted or understood by other employees. HR is being perceived as the home of bureaucrats and the right hands of senior leadership, only there to make and enact the ‘difficult’ decisions. But in reality, this misconception is hiding the truth.”
Paul added that “HR departments are influential voices in the C-suite, working hard to create workplaces that employees enjoy being in. However, suspicion of HR erodes trust among employees and managers, leading to resistance when HR wants to implement new policies or deal with sensitive issues. If HR wants to remain seated at the boardroom table, it must address this long-standing and damaging image problem, fast.”
Become A Strategic Partner
Position the HR department as a key strategic partner rather than just a support function. Actively engage in discussions and plans about business strategy, workforce planning, and talent development. Most importantly, show how HR can assist the company in accomplishing its objectives.
Engage In Effective Interactions
HR must manage their own narratives to avoid unfair and unwarranted perceptions. Clear and consistent communication, such as proposing programmes, regulations, and changes to managers and senior executives, may help to reduce misconceptions and build trust among a broader workforce.
Furthermore, make joint statements about your actions including all key stakeholders, not just HR. This will show that you have the backing and support of your company's senior executives.
Create Stronger Connections
Look to cultivate excellent connections with managers and senior executives inside your firm. Take the time to understand their issues, requirements, and what can be done to help them achieve their goals. Being empathic and sensitive can help develop trust and change unfavourable views.
Transparency
Transparency regarding HR procedures and rules helps eliminate potentially harmful misunderstandings and lessen opposition to policy or procedural changes. Explain the 'why' behind HR decisions and policies to managers and executives.
Understand The Business
Every HR practitioner should have a deep awareness of their company's business objectives and difficulties. This will assist HR departments in aligning their personnel activities with the company's overall strategic objectives.
You can view more information and download the full report at https://cezannehr.com/l/its-all-hrs-fault-free-report/.
Sophia