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HR Position - Consultant or Other??
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HR Position - Consultant or Other??
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I'm interested in knowing how others approach their role as HR Manager/Director in relation to other managers. I consider it similar to a consulting role - the HR Mgr advises a manager on options of h
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Forums » Topic Forums » General Forum » HR Position - Consultant or Other??
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HR Position - Consultant or Other??
posted at 8/3/1999 3:33 AM EDT
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Posts: 67
First: 7/20/1999 Last: 6/30/2000 |
I'm interested in knowing how others approach their role as HR Manager/Director in relation to other managers. I consider it similar to a consulting role - the HR Mgr advises a manager on options of how to handle a situation, discusses pros and cons of various actions and then the manager takes action.
However, in some cases, I anticipate the manager will take the "appropriate" action and he/she doesn't - then what?? Case: Background check conducted on candidate, employee found to have lied on resume (big omission on job history). Advised the manager, pointing out that if the candidate would lie on the resume (best foot forward) he would probably continue the trend; discussed other aspects of candidate; manager hired anyway. Am I making an error in 1)my expectations? and/or 2)my perception of what my role should be? Thanks for your input. |
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HR Position - Consultant or Other??
posted at 8/3/1999 5:25 PM EDT
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Posts: 90
First: 6/23/1999 Last: 9/26/2001 |
Not at all. You have the responsibility to point out areas of concern that fall into the HR arena. I am perhaps not as trusting of management staff, especially in the hiring process as you. Therefore, all reference checks are done by HR as well as taking the main lead in the hiring process as well. However, each organization has its own propensities in this. If it is a problem and has been, I would discuss the process with your boss and possible reroute some of it. Another alternative is to "school" these individuals doing the hiring, reference checks, etc. on what to do, how to do it, potential liability exposure, etc. It may be that they simply do not know better. |
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HR Position - Consultant or Other??
posted at 8/4/1999 12:17 AM EDT
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Posts: 434
First: 6/14/1999 Last: 4/25/2001 |
I think you did everything right...up to a point. And I think that your perceptions of your role are quite accurate.
I would submit, however, that you should have taken this situation to the next higher level for resolution. You could have told the manager that you did not agree with the hiring decision and that your proposed next step would be to take it to the next higher level in your management chain. |
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HR Position - Consultant or Other??
posted at 8/4/1999 1:06 AM EDT
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Posts: 31
First: 6/30/1999 Last: 10/7/1999 |
Maybe you should take your role one step further -- to that of legal advocate. I concur with BethHutch about the potential liability aspect of hiring a blatantly dishonest applicant. When the next applicant lies on his/her application, will that also be condoned or overlooked. How far can it go? When employees talk among themselves and discover that one (or more?) have been dishonest in their job history or qualifications, what will the outcome be? If the liar(s) are promoted, given raises, etc, based on false information, the company may be open to lawsuits by honest employees who (correctly) feel penalized for their integrity.
It seems that your small company should establish a concrete set of hiring criteria and stick closely to it. Do a little research and arm yourself with local, state or federal laws that address the issue. Point out the possible legal ramifications of this negligent policy to the president. It could cost your organization big bucks in settlement fees somewhere down the line. |
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HR Position - Consultant or Other??
posted at 8/5/1999 5:12 PM EDT
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Posts: 5
First: 8/5/1999 Last: 8/8/2002 |
Time to look for another job.
When management shirks their responsibilities, HR effectivity is nill. Personally, I refuse to lower my standards and associate with people who condone disception. I'd be interested to read your firm's Vision, Mission, Purpose statement(s) and Govening Values. Barry |
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