Malpractices of Human Resource Functions
From personnel development department to the age of Human Resource Department, corporations are always willing to increase productivity along with the standards of their employees. However, there are some organizations that have totally misunderstood core the concept and carved their management ways to introduce or follow the malpractices of human resource functions. The relatively new science (HR) is more interested in understanding the employees, managing conflicts and providing tools that are effective to handle stress and manage life as a whole. Yet sometimes, in some organizations, decision making is not a shared approach which invites unnecessary disputes between the bottom and the top level executives.
What are the functions of Human Resource Department?
 
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There are a few well known functions such as recruitment, safety, employee relations, compensation and benefits, compliance with various laws, training and development etc. Even with the clear description of these points, human resource executives are not able to perform as effectively as they should. Let us discuss these points and where executives miss to apply the theories leading to ...
Malpractices of human resource functions in these areas...
Recruitment:
If practiced according to the theory of human resource management, recruitment is a fairly lengthy process. It becomes time and resource consuming. To go through a shortcut, recommendation is the commonly practiced approach. When people have soft corner for their friends and families in the organizational scenario, there arises a situation of prejudice and dissatisfaction. Evaluation of applicants recommended by staffs should be thoroughly performed.
Safety:
Safety of employee should be the primary function of Human resource department. Organizations with adequate resources often tend to hire “HR safety and security specialists”. In most underdeveloped countries, this point is not taken seriously. Human Resource is responsible for maintaining a safe and secure working environment. If the job description of any employee even perambulates the periphery of health hazards, they should be provided with proper training before actually starting to work for the job.
Employee Relations:
Most of the times, employee relation is the worst performed function of Human Resource Departments. It stays limited to the non-verbal communication and often ends up being a column filled in the management sheet. Understanding an individual employee requires more than the basic information – it requires rapport build-up. Where an employee feels uncomfortable to enter the HR office, that organization is better off without the human resource department.
Compensations and Benefits:
A layman’s understanding of a job is – that what pays you money. Despite of the fact that employees are over-stressed due to the work load and working environment, many organizations still lack to understand that efficiency is only attained by arousing the feeling of job satisfaction in employees. Salaries, wages, medical insurances and provident funds are just a few which are common in organizations. There are other forms of benefits like appreciation of work, paid holidays, acclimatization training and such which are yet to be practiced by many organizations.
Compliance:
Labor unions are the phenomena globally accepted as a formal or informal groups acting as bridge for negotiations on different issues between employee and employers. These help a lot to avoid conflicts and to promote healthy working environment. Labor laws encompass the fundamental working conditions from working hours to minimum wage rates. Though human resource departments are responsible for addressing these issues, it seems like the financial branch of organizations are always on other side of the wall where the grass is always greener.
Training and Development:
If any organization wants to survive in this ever changing world, it is not an option to provide relevant training for its employees. Most of the mismanaged organizations, rather than providing training, keep the employees occupied with their regular jobs. As a result, even the employees of progressive nature are devoid even of their own personal development.
