15 Reasons Everybody Hates HR

15 Reasons Everybody Hates HR

15 Reasons Everybody Hates HR

Waves of both constructive and destructive forces keep moving in an organization, trying to make it a bigger, better, more profitable place to work, or altogether rip it apart in one big bad unthinkable move.
The HR team plays a monumental in this aspect. They have to keep a track of the employees, their developmental phases and how they’re contributing to the organization. Now, in their bid to keep tending employees as if they’re livestock and raise the bar of streamlining processes, the HR personnel oversee some of the crucial aspects that keep employees motivated and productive.
Listed below are fifteen reasons why the employees hate HR. None of the aspects described in the pointers below are built into the HR function. They’re the result of various conflicts that emanate out of the very fabric of the corporate working, like keeping payroll costs down, minimizing employee issues and having an unobjective HR who’re more biased towards their masters and bosses than the people who they have to manage.
Now, it is very easy as an employee to harbour animosity towards the HR personnel, each of whom are ultimately doing their job. The best solution to the arising problems is to have open, fair, unbiased discussions with the HR, who must also be objective and clear with the employees about the problems and the recommended courses of action for common interest.

1. Company-centrism
Duality and misrepresentation. HR is often portrayed as open, friendly and employee-centric. However, that simply is not the case. According to many of an organization’s employees, the HR is openly known to be company-centric, focused mainly on organizational needs.   
2. Inaccessibility
There is a significant lack of interaction between the HR and a substantial bunch of employees. This creates a divide between the two groups. This inaccessibility comes in the way of HR to alleviate the basic hurdles that may yet cloud an employee’s resolution with respect to the organization.   
3. Dispassionate
The terminology HUMAN RESOURCES itself infers that humans are to be seen as a resource. Organizations are on a perpetual lookout for cheaper resources, i.e. employees and may replace the existing ones without any protocol, and it is in these matters that it is led by the HR. Employees want to be treated like respected humans and not as a means to something profitable. Often, HR doesn’t comply.
4. Intimidation
In many organizations the HR has been known to send messages that order the employees to carry out a particular task or assignment or act in a particular way, threatening them with expulsion on their failure to comply.
5. Habitual incompetency
Oftentimes it so happens that employees, when approaching HR personnel to gain knowledge or clarification of processes or policies, find them untrained, unaware and incompetent to deal with the tasks of helping and advising them in order to better perform their tasks.  
6.  Policies over People
It’s never easy to work in the HR, contrary to general belief. The HR personnel are perpetually stuck between the wishes of the employees and the will of the management. Oftentimes it seems a thankless job. Even then, HR personnel who always play by the policies are criticised way more, by both the employees and the management, than the respect they may get. 
7. Stubborn and unrealistic approach
Human Resources members are only concerned about their near-perfect execution of practices and policies. Unfortunately, however, this doesn’t go down well with the executives and employees who’re doing the bulk of the organisational heavy lifting. Many such HR decisions have adverse effects on the routines of employees. 
8. Overcomplication
Many of HR processes and policies periodically demand excessive documentation and paperwork for the management. This definitely must not be the case. This complicates the already uneasy, sometimes strained relation between the employees and HR.
Modern Human Resources personnel must simplify, and not complicate, the working lives of the employees and the management — as is their goal.  
9. No Direct Answers
Many times the HR reps doesn’t have straight, simple answers to an employee’s easy, straightforward query. They tell him/her to wait for their revert. This is one of the major reasons that employees feel distraught every time they visit HR. The HR reps must come up with direct, up-front, easy answers to make the workplace a comfortable place for the employees and to boost productivity. 
10. Non-objective and biased
Unfortunately, many HR team members do not acknowledge an acceptable employee viewpoint because the HR reps want to keep their job and get promoted. The HR managers also have a tendency of agreeing with the managers more than with employees, fair or not.
11. Involvement with office politics
In addition to the aforementioned factors discussing the HR reps’ unobjective, biased and callous approach in handling employee matters, HR has long been known to deal with the employees and the management in a political way. It has long been understood that the HR way of organizational management calls for such ways and means.  
12. Erratic focus
HR reps have been finicky about overstressed employees who, say, do not follow a newly-instituted dress code or wear an ID badge at work. While upholding and maintaining of a certain kind of decorum is important, relatively trivial issues must not take precedence over real issues.  
13. Trust Issues
The HR personnel have serious trouble establishing their trustworthiness amongst the employees. They are viewed with suspicion by the employees when having discussions about the organization. This adds up to the confusion and accentuates the already huge gap in communication and understanding.
14. Too Much Discipline
Sometimes overemphasizing discipline can hamper employees’ morale and result in drastic reduction of organizational progress. For HR, its always policies, uniformity and discipline over organizational business growth and that “human factor”. 
15. Stuck in a Rut
Even after an organization having evolving gradually over a no. of years in both business and employee strength, the HR team shall still be following the same hardwired HR policies instead of streamlining the HR processes to better accommodate the increasing workforce who can then contribute to the organizational growth in a better way. This is a major drawback in medium to large organizations, which constantly hampers organizational growth and makes progress almost glacial.

HR software technology (HCM Software) plays a crucial role in keeping the track of workforce skill requirement and enabling the organizations to take informed decisions. At Complygate we have developed an HR Software as the perfect solution for the modern workplace. It helps you to streamline your HR processes, reduce complexity in admin jobs through automation and user-friendly workflows. Complygate helps you make a better decision about the human capital hiring, diversity, performance and compensation, and more. Our analytics and data-driven workforce planning tools deliver real-time insights giving you a 360° view. Complygate uses the modern-day cloud-based technology which makes the workflow smart and reduces manual interventions. We are an end-to-end HR solution that enable HR leaders to send unified communications and access one source of data to monitor the health of change programs, and make immediate improvements wherever necessary. Our skill matrix feature helps companies employ migrants who are appropriately qualified, registered or experienced

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