Comments on: 6 warning signs that HR needs more respect

By: Essie

Essie — Thu, 15 Oct 2009 20:20:31 +0000

We have 60 employees and no HR Department. If you have an HR issue, you go to the Vice President of Real Estate Development.

By: Mary Maher

Mary Maher — Wed, 17 Sep 2008 12:41:24 +0000

OMG…is this HR whining again? Let’s not forget, it’s the people of HR – individuals in leadership and operational roles – that succeed or fail at garnering the respect of an organization’s leadership and workforce. Such respect is earned based on an HR professional’s track record. And whether respected or not, know the business of your organization by proving everyday and with every action you take that you are a key driver of or partner in gaining strategic achievements. Remain creative and be willing to take risks. Even in organizations that had little respect for HR, my team and I were able to achieve greatness…don’t let a little thing like ‘HR gets no respect’ stop you from bringing value beyond the organization’s myopic view of what is possible from HR. Then once you achieve some measure of greatness, look for an organization that will actively partner with HR because you bring credibility, innovation, and responsiveness to the business needs of your organization. I know it’s possible because I finally found one. Don’t get caught up in the Dangerfield vortex of ‘I get no respect’ because unless you’re a comedian…it won’t get you anywhere.

By: Joyce Lowry

Joyce Lowry — Fri, 05 Sep 2008 14:43:49 +0000

I am not an HR Manager but as a Payroll, benefits, acctg administrator, I am low pay and I have a lot of responsibility and critical functions. I would like to have some insite and articles on payroll administrators.

By: CKS

CKS — Tue, 02 Sep 2008 19:11:00 +0000

When HR Admin are paid the same or less than other administrators but they work far more than the other admin and their decision making requires far higher level of ability.

By: R. B.

R. B. — Tue, 02 Sep 2008 18:54:05 +0000

I also think if HR becomes JUST a recruiting function, it’s probably time to evaluate whether or not you want to stay with the company long term. While recruiting is a very critical part of HR – because people are the most critical component of success in an organization – if you are spending all your time on recruiting and being directed to not focus equally on other important factors – such as leadership development, mentoring, performance management, creating a positive culture, competitive benefits programs, training – you’re probably in an organization where HR isn’t really valued that much. If that’s important to you the way it is to me, the fit probably isn’t right and it’s time to move on to a place where you can make a positive difference.

By: Angel M

Angel M — Tue, 02 Sep 2008 18:42:10 +0000

When HR decisions such as benefits, recruitment ads etc., are made by the CFO without consulting with HR is also a good sign.