The HR department has often been perceived by employees as intimidating, and often linked to challenges or disciplinary action. There is a prevailing belief that HR gives precedence to the employer’s interests over the employees’ well-being.

There are several underlying reasons for these perceptions about HR:

1. Employees’ interactions with HR have predominantly been during reprimands or terminations, leading to negative experiences.
2. Employees feel that HR prioritizes supporting the employer over assisting the employees, based on past experiences.
3. Employees sometimes lack a clear understanding of HR’s role.
4. HR personnel also lack a clear understanding of their role.
5. Management also have a lack of understanding of the role of HR personnel.

To strengthen the perception of HR personnel as fair and impartial, we can provide unwavering support to stakeholders. We can institute policies and procedures that adhere to employment standards and legislation. We can also champion principles of equity and fairness.

It is also important to clearly define and communicate the roles of HR personnel to all stakeholders. Some of the roles should be as follows:

Employer:

• Engage HR personnel possessing relevant qualifications and experience. This ensures the provision of accurate, practical, and industry-specific counsel. This is particularly important concerning statutory conformity.
• Allocate adequate resources, including financial support, time, and necessary equipment, to realize the organization’s vision, mission, goals, and objectives.
  Management (Middle or Front Line Supervisors):
• Be familiar with the policies and procedures on Human Resources, as well as the applicable Employment Standards and Legislation.
• Engage in collaboration and seek guidance from HR about hiring and training employees. Get advice on completing performance evaluations and retaining talent. Consult HR on promoting internally, reviewing accommodations, and completing disciplinary actions, including terminations.
• Extend support throughout the entire life-cycle. This includes the recruitment, retention, disciplinary, and termination processes. Work with HR personnel when necessary.

HR Personnel:

• Regularly provide information to all stakeholders about everyone’s role and how HR can assist (i.e. providing effective, consistent and non-bias advice to employer, management, and employees based on policies, procedures, standards and legislation)
• Be knowledgeable about employment standards and legislation.
• Inform the employer and management about issues that require their attention.
• Review and use statistical information for strategic planning purposes.
• Practice open and transparent communication without breaching confidentiality.

Employees:

• Review policies and procedures.
• Contact their direct report for any concerns or need clarification about an issue.
• Seek support or non-biased advice from HR.
• Participate in training and recommend training to support growth in the organization.

By embracing these clarified roles and maintaining consistent practices, we have the power to positively transform stakeholder perceptions of HR. This transformation will occur over time.

About Ethelinda: With over 25 years of teaching experience at the university and college level, Ethelinda has dedicated her career to making a positive impact on others. As a seasoned educator, she has taught a range of courses, including Human Resource Management, Effective Written Communication, and Occupational Safety and Health. In addition to her teaching roles at the University of Winnipeg and Red River College, she is also the owner of two consulting firms, EP Safety and Health Consulting and EP HR, Return-to-Work, Accommodations Consulting. Furthermore, she is the founder and Executive Director of the Association of Safety and Health Specialists (ASHS), Inc. Through her work, Ethelinda strives to be of service to others and make a meaningful difference in her community.