No one is free from making mistakes and no one is perfect. So, one should not commit certain errors working in the HR area.
An HR manager who compromises has sunk his teeth into the dangerous apple of compromises. Compromising when it comes to quantity v/s quality is a widespread HR mistake. Many HR people end up recruiting in numbers instead of recruiting the right fit who can double up when needed for additional responsibilities thus leading to ordinary work being produced. As much as an HR practitioner can, he or she should refrain from this error.
Most HR managers agree to everything their superiors say or think because they put them on a good mood to please them. This gives rise to the yes boss syndrome, which impinges on risk taking and quality decision making. So, leaders must be encouraged to be approachable and be good listeners who rewards and recognizes ideas and suggestions. If a manager sees a good performer and his or her potential grows, he or she ends up over burdening the person with extra work masking it behind the high expectations he has from him. This greed to squeeze more work from a high potential employee is a grave sin. To combat this bad habit, the manager should provide the shining star with a team, resources and ample support rather than more work.
The apple of mistrustfulness is another potent toxin. In order to function effectively, an HR manager needs to show some trust in his /her staff. On a more psychological level, the absence of trust has stressed one too many HR professionals into perpetually sleepless nights. As an HR head, you need to be able to trust your staff, so that in turn, they too develop a sense of loyalty towards you, thereby encouraging them to bring justice to the trust you show in them.
Good HR leaders have a strong backbone of HR fundamentals. Today, we find these fundamentals missing in the HR fraternity. This characteristic of defiance to follow the basics of the fundamentals of HR is a dangerous habit that leads to ineffectual HR credibility thereby a weak backbone in the organization.
Today, the corporate world is up and alive with devils than walk around perhaps not wearing Prada, but donning the guilt of business transgressions. CEOs, employees, and HR professionals all at some point have taken a bite of the forbidden fruit. Speaking specifically of the HR functions today, a lot of allegations are hurled at the HR manager, threatening to tarnish his /her moral fibre. Since we are all familiar with the proverbial seven worldly deadly sins (read: wrath, greed, sloth, pride, lust, envy and gluttony) we wonder what sins the business and HR domain are guilty of committing.
Today, we find ourselves in the midst of HR practitioners who have no clue of the current business challenges, goals, employees need and want. As a result of this ignorance, HR professionals fail to get the desired alignment between business goals, employee needs and HR programmes / systems. The HR managers today needs to get connected and acquainted with the business and employees and become well informed so as to bring greater alignment and brew better results at a more strategic level.
Once upon a time, in a land far away a human resource manager clad in an urbane, dapper suit came across the tree of sinful delights. This tree was no ordinary tree. Even the smartest men had fallen prey to its wickedly luring ways. The ethical businessman charmed by the tree’s sinful magnetism plucked and bit into seven of its sinfully delightful apples cursed with business frauds. And just like that the people manager found himself under the spell of the seven deadly HR sins. Now although this urban legend may seem implausible the existence of corporate frauds is a bonafide assertion.
The concerned chief of HR must make a policy and circulate the papers to CEO and Board of Directors. This is to seek their approval subject to corrections or changes from them. After the approved policy is finalised this can be circulated to all concerned executives in the HR department. The policy can be reviwed from time to time.