tag:blogger.com,1999:blog-33004692.post2767935831391992024..comments2023-10-31T12:58:36.729+01:00Comments on Evil HR Lady: Is HR Not Respected?Suzanne Lucashttp://www.blogger.com/profile/07129772885673695447noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-33004692.post-86536162575843704932007-12-09T00:56:00.000+01:002007-12-09T00:56:00.000+01:00I found this research todayhttp://mcarthursrant.bl...I found this research today<BR/><BR/>http://mcarthursrant.blogspot.com/2007/12/top-10-issues-companies-get-wrong.html<BR/><BR/>All of these issues are HR linked.<BR/><BR/>So why on earth do we in HR have to justify ourselves!!!Scott D. McArthurhttps://www.blogger.com/profile/00980531291819829082noreply@blogger.comtag:blogger.com,1999:blog-33004692.post-54372212597844768522007-12-05T17:59:00.000+01:002007-12-05T17:59:00.000+01:00"they won't let me put up a cork board because it'..."they won't let me put up a cork board because it's not standard"<BR/><BR/>Get a white board and magnets, or just start taping things to the wall. Work around "facilities." I don't understand not giving staff the tools they need. I'm even for giving them tools they "want" (i.e I can't see the need) if they get the job done. Let them determine the need. IMHO, windows are overrated. The cause glare on my computer screen and the AC/Heating system never keeps up with the sun.<BR/><BR/>HR seems like everyone else. You have to demonstrate your value and toot your own horn. Getting to the table takes an invitation. Have you asked for one?<BR/><BR/>HR in government situations (most of my experience) seems extra difficult. There is no bottom line and few care about cost/benefit since there is no revenue stream, just a spending stream. You end up with a lot of "clerks."Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-12258288844501303042007-12-05T15:05:00.000+01:002007-12-05T15:05:00.000+01:00I have to agree that it depends on the HR person i...I have to agree that it depends on the HR person in the lead HR role. I've been in departments where HR was initially viewed as an administrative function and a strong HR leader came in and turned it around to be a key player in operational strategy. Obviously this does not happen overnight, and sometimes is painful, involving outsourcing of certain roles, downsizing of the "clerk" type HR persons, a lot of discussions, and almost always making noise (positive and negative!) with employees and management.<BR/><BR/>Demonstrating strategic value is what counts for any department-not just HR, and if you are not showing strategic value, you are not going to get a place at the executive table, end of story.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-19325429369934532882007-12-05T01:48:00.000+01:002007-12-05T01:48:00.000+01:00Brava Evil!!! Way to hit several nails on the head...Brava Evil!!! Way to hit several nails on the head in a single post.<BR/><BR/>The key part is that "respect is earned." It's not earned by departments. It's earned by people. One at a time. <BR/><BR/>In my many (many) years in business I've seen HR people who were the stars of the executive team and others who acted like clerks and spent time whining that they didn't get the proverbial "seat at the table."Anonymousnoreply@blogger.com