Often, the discussion of the role of the HR Manager is discussed in the classroom. When managers work on case studies and scenarios involving employees with performance or behavior issues, some people are quick to say, "Never mind, I'll just send them to HR; I don't want to deal with that kind of thing anyway." I am quick to point out that as managers, it is OUR job to address performance and behavior issues. Human Resources is not the principal's office, where errant children are sent to be punished. Instead, the situation provides an opportunity to build both greater trust and a stronger relationship between manager and employee.
So, what exactly does HR do, then? The role of the human resource function is to act as a coach to the line manager. I tell managers that they definitely want to contact HR, but not to send the employee there. Instead, they should avail themselves to the expertise of the HR person in the organization. HR will provide counsel on the legal aspects of the situation. He or she will also help the manager script and role play the discussion. They can provide an enormous amount of help and support to the line manager. But, when it comes to actually having "the talk," it should be held between the manager and the employee. Some circumstances may dictate that the HR person be present, but most of the time, it is up to the manager to handle the feedback and discipline of his/her own staff members.
The workplace and workforce of today is vastly different than even just a few years ago. At CAI, we provide training for human resource professionals on how they can best impact the success of the organization. Come and learn how to be a business partner to managers and leaders and support your company's mission and goals.