Human Resources
Why We Hate HR

In 2005, a British writer named Keith Hammonds wrote an article called “Why we Hate HR.” It quickly became the shot heard round the world, arguing that HR has lost its strategic vision and functioned more as a process than as a leader, focusing instead on actions instead of outcomes. The article received widespread coverage in the press, and its arguments have become the subject of academic debate. Let’s explore a few reasons why we hate HR.
Employee resentment
There are many reasons why employees resent HR. It seems as though HR is a non-revenue generating corporate behemoth, tucked away in an office, and is supposed to serve employees. The word “HR” implies that humans are treated as a resource, and if they aren’t being used efficiently, companies will look for cheaper, better, or more efficient resources to fill the same position. This is simply not acceptable for employees. They want to be treated like human beings and not as pawns.
Ineffectiveness
The ineffectiveness of HR has many causes, but if you look at them in the right way, it can be fixed. One of these reasons is that it doesn’t have the resources to focus on the most important priorities for the business. Instead of focusing on administrative efficiency and cost savings, HR must become a champion for the employees, representing employee concerns to senior management. Moreover, HR should strive to improve employee contribution, which is an indicator of the commitment of employees to the business and ability to deliver results. Ultimately, HR should become an agent of continuous transformation, shaping processes and culture in the organization.
Fear-based motivators
There are two main reasons why people hate HR. The first is that the personnel in HR have little training and little experience. They frequently send out memos, which only increase distrust and resentment. The second reason is that most HR personnel were pulled from another department, so there’s no experience or training behind their actions. And, last but not least, employees don’t know how to communicate with HR personnel.
Lack of business knowledge
Why do we hate HR? The answer may surprise you. One of the most common reasons is that we lack the necessary business knowledge to perform HR functions well. The government has a thicket of labor regulations: the Equal Employment Opportunity Commission, Fair Labor Standards, Occupational Safety and Health Administration, Family and Medical Leave Act, and ERISA. In 2005, Hay Group surveyed more than 2,000 employees to find out what they thought about their employers and their job satisfaction. Although employees praised their employers for retaining quality workers, only 41% said their performance evaluations were fair and 58% rated their job training as good. Most employees said they had few opportunities for advancement or didn’t know what it took to advance. Only half of employees below manager level believed their companies cared about their well-being.
Inability to change culture
It is a well-known fact that HR has little power to change culture, and this fact often gets the blame for poorly performing teams. While leaders claim to champion change, they tend to be similar to their staff on a daily basis, often falling back into the same “command and control” habits that have served them well in the past. Furthermore, executive teams often fail to win the support of employees on the front lines and in the second tiers of leadership. If these two factors are not addressed, the culture will continue to deteriorate, and there will be little change.
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Human Resources
Is the Job Outlook for Human Resources Managers Good?

If you’re considering a career in human resources, you’re probably wondering if the career outlook is good. The fact is that the job outlook for HR managers is good! If you are considering a career in HR, you’ll be happy to learn that salaries and employment prospects are on the rise! Continue reading to learn about the job outlook for human resources professionals, including the top paying states. In addition, we’ve included information on credentials, salaries, and job outlook.
Careers in human resources
As a career in human resources, you have a variety of choices. There are bachelor’s and master’s degrees, short-term programs, and specialized graduate diplomas, as well as certifications to enhance your skills in specific areas of HR. You may even choose to specialize in one of several functional areas. There are many different ways to specialize in human resources, so you can choose to focus on a particular function within your company.
Career paths
The Human Resources career path is a varied one that combines both traditional and nontraditional options. A career in HR can range from the junior management level to creating employee programs for huge corporations. Depending on the company and the individual’s interests, career opportunities will vary. Some people may opt to specialize in one of the following areas: payroll administration, benefits management, or employee engagement. Others may opt to work as recruiters or in a different field altogether.
Salary
The job outlook for HR professionals is based on the nation’s economy. An improving economy usually means an increase in HR jobs. However, today’s HR field is much more diverse than in years past. It is therefore important to get an education or advance your career before applying for positions with high demand. Below are some salary projections:
Credentials
One of the most frequently asked questions among people who are considering a career in human resources (HR) is whether or not a certification or degree is necessary. While the answer is complex, certifications are generally considered worthwhile investments. The following are some benefits of certifications:
Industry outlook
The Human Resources Industry Outlook for 2022, released by HIRE Technologies, outlines eight key priorities for the human resource field. These include the COVID-19 pandemic, which has already impacted the business world, and the looming talent shortage. These challenges will continue to plague companies, as companies will continue to seek the best candidate, regardless of their location. To remain competitive, companies need to adapt to this fast-paced industry.
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Human Resources
The Benefits of AI in HR

HR professionals can no longer spend hours reviewing all the data in their inbox. Humans are not as quick to connect the dots as AI. With AI, HR professionals can focus on other employee concerns. The results of AI-powered HR are far greater than the sum of their parts. Here are some of the most common benefits of AI-powered HR. These include: Improved employee experience, Reduced time spent on mundane tasks, and Increased recruitment and retention.
Improves employee experience
AI in HR applications can improve employee experience, boost productivity and transform HR professionals into knowledgeable consultants. AI-driven tools allow HR managers to provide a more personal first impression and improve the employee engagement process. However, integrating AI in HR applications requires customization and is not standardized. Before implementing AI into your organisation, HR managers must decide what results they want to achieve. Incorporating AI will impact employees in different ways, and the best way to use it is to focus on the needs of your workforce.
Reduces time spent on mundane tasks
Artificial intelligence (AI) is already playing a major role in HR. It improves employee relationships, talent assessment, compliance, and adoption of metrics. AI also contributes to workplace learning. Jeanne Meister wrote an article titled “The Future of Work: AI and the Intersection of Human Resources” on the topic. Meister explains how AI can help organizations improve the way they do business and improve the experience of their employees.
Improves recruitment
The use of AI for recruitment in the HR industry is helping companies improve their recruitment processes. AI is a great tool for cross-checking applications and can identify skill sets, aptitudes and more. Human eyes can make mistakes when integrating data. AI helps to ensure that hiring managers make objective decisions. It also eliminates the need for gut feelings and is more objective when it comes to making candidate selection decisions. But it is not foolproof. It can miss a resourceful candidate or a highly qualified one.
Improves retention
AI can help companies improve their retention rates. By using recommendation algorithms to make decisions on the best ways to engage employees, AI applications can tailor the design of surveys for specific departments and seniority levels. These tools also allow HR professionals to identify key issues in an employee’s career path. Using AI to make hiring decisions is one way to keep your company competitive. Read on to discover how AI can help your business improve employee retention and increase the quality of your workforce.
Creates new jobs
In addition to finding future-ready talent, AI can help employers determine their future workforce needs. AI can help hiring teams create stories about applicants that evaluate skills, experiences, and career goals. For example, it can identify the best candidate for a certain role based on their background. Ultimately, AI can help organizations create new jobs while retaining existing employees. As AI becomes more prevalent in the workplace, the future of HR may be brighter than ever.
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Human Resources
A Closer Look at a Career in Human Resources

If you’re interested in a career in human resources, here are some tips to get you started. Learn what skills you need, what education you need, and what the future holds for a career in human resources. Plus, learn about the job outlook and salary for human resources professionals. Below, we’ll take a closer look at some of the job duties and responsibilities of a human resources professional. So, get ready to hone your people management skills!
Skills needed for a successful career in human resources
As the role of a human resource professional becomes increasingly important, it’s crucial to be able to effectively manage change. As such, skills that exemplify these traits are highly valued by HR employers. If you’re considering a career in this sector, consider developing the following skills:
Education required for a career in human resources
The Education required for a good career in human resources is varied, depending on what you are interested in. An associate’s degree in human resources will cover general education classes, as well as HR-specific coursework. Many people who earn an associate’s degree eventually go on to pursue a bachelor’s degree. The education required for a good career in human resources can be completed in four years or less, depending on the type of program you choose.
Job outlook for human resources professionals
The job outlook for human resources professionals is good, with an increase in demand expected over the next decade. Employment opportunities are expected to increase, especially for those with more specialized skills. Human resources professionals manage people, capability, and talent within an organisation, including employee relations, culture, and health and wellbeing. They also utilize human resource management information systems and manage remuneration and learning and development. As the number of companies with HR departments continues to grow, there are more job opportunities available for HR professionals.
Pay for human resources professionals
Pay for human resources professionals varies from one company to another, and the average salary for HR directors and VPs is approximately $25,000 per year. The higher base salary does not necessarily equate to a higher annual bonus. To increase your salary, look for a job in human resources management, but also consider the cost of training and replacing an employee. There are also specialized positions within HR that can offer more compensation. By knowing what to ask for and where to find them, you can easily increase your salary.
Career advancement opportunities for human resources professionals
HR specialists enjoy excellent career advancement opportunities. The median salary for these professionals will be $62,700 in 2020, and the number of positions in this field is projected to grow by 11% through 2030. They work with employees to identify skills gaps, and design and develop training programs, course materials, and videos. In recent years, demand for these professionals has increased to include mobile and online training programs. For more information, explore these career paths.
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