As we said at the very beginning, working in HR can be rewarding and varied. But at the same time, it requires involvement in some of the worst things that can happen to a person at work: dismissal, redundancy, discrimination, harassment, grievances – the list goes on. Often, this includes people leaving the business under difficult or emotional circumstances. It doesn’t matter what the reason is for the employment relationship coming to an end, there are almost always mixed feelings involved on both sides. Redundancy in particular impacts on the manager and the wider team too, not just the individual at risk, often referred to as ‘survivor’s syndrome’.
When it comes to these activities, the first and most important thing for us is this: getting the HR role clearly defined at the outset.
Too often, we have seen HR either making the decision (sometimes because the manager doesn’t want to) or even worse, taking the blame. HR don’t make redundancies or dismiss people, organisations do. It is the role of HR to coach, advice and guide. Make sure that whatever it is, it is done properly – legally, professionally and emotionally.
As we said earlier in the book, HR often has a balancing act to perform. In this case, we have obligations to the employee, our organisation, and the line manager.
Although we may frequently come across such situations in our careers, don’t forget that for the manager, being presented with a potential gross misconduct offence, redundancy situation or serious performance issue is probably (hopefully!) a fairly rare occurrence. They may be nervous. They may not have a clue what to do. They may not understand the legal position or implications. There are plenty of things that HR get involved in that are really nothing to do with us. But helping a manager through these challenges as supportively as we can is absolutely something that we need to do.
Three of the most challenging areas to deal with for any HR professional are discipline, grievance and redundancy. Our thoughts on these are coming up.
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
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