So you have a job despite the current economic state. You're feeling pretty secure, right? But there are a few things about your job that leaves you a little restless at times. Most of the tasks that used to be assigned to you have been taken over by other members of the company and even outsourced to a third party. Scratch head here.
There are growth opportunities within the organization you serve, but no one has spoken to you about them. You're simply being overlooked. What gives? You may be an HR Doormat.
If you are, it's not too late to fix it. I've compiled a list of 5 common indicators that are real, along with an action plan to fix the problem. Of course there are many more scenarios that I could have addressed, but these to me are the most frequent.
Here we go...5 indications that you are being an HR Doormat:
1. Candidates (internal and external) are strongly encouraged to submit applications or resumes directly to the chief. Recruiters and staffing agencies will sense that you are incapable of handling open requisitions, therefore they will migrate upwards in order to get things done. They will in turn alert others, including your future employees, about your insufficiency.
ACTION: If there isn't an existing flow chart, make one immediately! Make sure that you have included yourself on this chart and present it to management. Let them know that you are aware of the loopholes within the system and you are ready to take charge of the requisitions. Reach out to all of the recruiters and re-introduce yourself to them. Inform them that you will be participating in the hiring process from now on. If job boards are utilized, obtain pass codes immediately and make sure you keep a running log of who has access to the site and how you can regain control of the hiring processes. Only forward the qualified candidates to the respective department head, not all of them.
2. Inquires regarding payroll or benefits are rerouted directly to the HRO, because it's responsible for furnishing accurate information to the employees. This is a result of either upper management or the employees having frequent problems obtaining timely information from you. Now they have outsourced all personnel related functions in order for a clear line of communication to be established.
ACTION: Outsourcing functions are great, however utilizing them as a full time crutch without using your free time to focus on strategy, could buy you a one-way flight to Extinct Functionality Island. Familiarize yourself with the HRO's data systems so you can still assist the employees with the questions they may have. Speak with the CEO and management regarding your ability to learn and grow with the organization, so you can be an asset instead of a liability. Also, don't be afraid to dig into your organization and learn how it operates.
3. By the way, your company is scheduled for an HR audit, and there is a stack of paperwork including salaries, performance and metrics that have magically appeared on your desk. Management has kept separate employee files within their own reach, of the various changes that have taken place for several years.
ACTION: Realize that the management members who hid such data has compromised some serious legal issues. State the facts to them directly and let them know how critical it is that documents such as those remain in the HR Department. And show them that you are responsible enough to keep this stuff under lock-and-key so your company won't find themselves tied up in litigation.
4. A new hire orientation is beginning in 30 minutes and you've just received the agenda via BCC (Blind Carbon Copy). Classic move. In fact this happens more often than none. You are the last to be informed about the new hires. Many of the managers want to hire the people whom they are familiar with, leaving you totally out of the loop.
ACTION: You are more than just a note taker. You must let them know that record keeping is only a small aspect of your job. You should be the one leading these meetings and structuring the agenda and from now on you will be. Let them know that the HR Department will be facilitating and issuing the schedules for all orientations including contract labor.
5. The new employee handbook that has been approved by an attorney, for the past 3 months has yet to be distributed because no one has time to orient their regarded departments. At this point, we all know the difference between having a handbook and the result of not having one.
ACTION: Simple, set a date, send out a notice, and prepare your speech for this new employee handbook review. It's imperative that all employees (exempt & non-exempt) have a copy of the handbook, accompanied by their signed acknowledgment. Handbooks should be reviewed on an annual basis, along with an attached addendum (if policy changes occur). Take control of the situation.
If any or all of these episodes are happening to you, or someone else who is experiencing this type dysfunction at this capacity; change is imperative. Again there are more issues I could have discussed, but I narrowed it down to just 5.
I would like to hear from you. Feel free to share your experiences.
