HR Today: Towards a Culture of Permissiveness? A Call for Analysis
From Personnel Management to Human Resource Management: a big leap in working conditions' history, and an expanding view of the power of Human Resources or the average Joe who works for a given company. Where does the buck stop?
The answer is simple for the average Joe: Respect, Benefits, Trust, Job Security, and overall Compensation . That's what the 2015 workforce is looking for in an employer of choice.
Is it an unattainable goal for businesses and HR professionals?
Small Stories, Big Issues
Another story was told to me by a rather upset worker in the medical world who recently resigned: According to her, she had given a "fair" warning to her boss that if he ever rehired a specific employee that she found "professionally questionable", she would resign. The former employee was rehired "without her knowledge". She consequently resigned (meaning left a resignation letter and did not come back to the office while she was the person in charge) while her boss was on vacation. Her viewpoint: her boss has been making unethical decisions and does not listen to her. She further went to the police station to complain about not being timely paid (that is immediately upon her boss return) after her exit (you guess right: no positive outcome there). She was ready to go to court and practically spill the beans. She was in retaliation mode.
A third, probably more common story that we HR people ignore or miss (was the hiring supervisor misinformed or the company not up to date on ACA fluctuating changes, or the entity not a ACA-covered one?), is this third one. A worker of a large biotech company resigned because she was offered a full-time position at 32 hours a week, without pay increase or benefits, except a 401K. Her interpretation: "I was asked to just work more and harder with less money. I would have resigned anyway; it just made it easier." How many similar quits do happen? Who is taking the blow: the company or the employee? And sometimes, if not often, there is more than the eye can see, In any event, another quit, and most certainly added cost in such a high-end industry.
No less relevant is the story of the retail environment with its skyrocketing TO of 5-6% a month. That is a national average of 60%, with an average replacement cost of $3,400 per quit. Staggering numbers in a service industry as numbers add up quickly and metrics are based on the quality of service, which in turn, depends on staff availability, reliability, and product knowledge. Pushing on unattainable metrics on a staff pressured by an increasingly insecure working conditions due to "flexibility," which in turn generates involuntary part-timers (have you visited my previous post?), is just a way of alleviating the situation. It is vicious circle. That industry is struggling in trying to balance its evolving scorecard. Today's metrics have to take more into account "expanded" and more global criteria and have to balance "planet, people and profit." Businesses have prioritized soft skills such as engagement. One small issue however: coaching and engagement initiatives can also only be effective if coaches believe in, and understand the core issues.
Key Issues and Survey Results: A Match
Looking at the recently-released SHRM survey on job satisfaction and engagement, we can find an exact match on the reasons behind the small (negligible?) 14% of unsatisfied workers. Negligible indeed: we do not focus on the small numbers, much less on the negative aspects of things. That is the first-hand HR approach: "go positive, ignore it, there is bigger fish to fry". Stark contrast with the upper tier strategic HR which is struggling in finding the causes of core issues. Maybe I should correct myself: basic data are supplied by first-tier HR. Would big data correct the error supply? That is another story.
Not surprisingly, over 80% of HR professionals admit that they lack analytical capability. Perhaps, that dichotomy in approach and understanding of complementary elements of HR could be the key to unlocking HR. Moving up to applying HR analytics can start with the understanding of the importance of data collection, and their interpretation, and, why not, simple analysis. More importantly, it will require a shift in HR culture: stirring away from speculations and assumptions deriving from operational stress; and rather backing up conclusions with data and fact analysis.
En Synthèse...De plus en plus, il ya dichotomie en DRH entre ce qui se passe au bas et en haut de l’échelle RH. Doit-on s'en étonner?
En Synthèse...
Je pense tout de meme qu'il y a une difference majeure en termes de RH sur le plan global. Par exemple, aux USA, l'aspect juridique et légal a un poids immense. Il semblerait que ce soit la bete noire des Sociétés aux USA. Ayant du apprendre la législation du travail dans trois pays différents pour pouvoir pratiquer, je peux dire que celle des USA me semble plutôt prépondérante dans toutes les décisions a prendre et ne pas prendre en termes de RH.C'est a la fois exaspérant et parfois frisant le ridicule de voir et entendre des employés se plaindre de bien de choses que l'on trouverait futiles dans d'autres pays du monde (du genre "il fait trop chaud ici! Je vais porter plainte". Oh! J'ai vu ça, croyez-moi, et l’Établissement de devoir presto acheter des ventilateurs pour mettre sur tous les coins et de fournir de l'eau en bouteille et des sucettes glacées!
Ou encore le cas de cette employée-chef de bureau qui quitte sans préavis après avoir appris qu'une employée "manquant de sens éthique" a été reembauchee par son patron sans son accord.
Ou encore cette terrible histoire de harassement d'une personne "religieuse".
Ou encore, la réduction du travail plein temps a 30h/semaine suite a la reforme de la politique d'assurance sante.
L'on se demande dans quelle mesure la permissivite existe, que ce soit de la part des employés ou des entreprises. Pour certains la DRH c'est savoir naviguer sur un bateau houleux, l'essentiel est que l'on soit sauf, parfois peu importent les moyens...J'exagere peut-etre.
Toujours est-il que la derniere enquete de la Société Professionnelle HR (SHRM) révèle que
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