Trust in HR: The Reality and Misconceptions

Understanding the Role of HR

The primary function of HR is to protect the company and follow the legal framework, not the individual employee. While HR typically handles issues such as employee benefits, payroll management, and hiring, their role is often misunderstood as being purely employee-centric. However, HR practitioners often act as the protection gear of the organization, ensuring the company remains compliant with laws and regulations. This can sometimes lead to HR being perceived as the “bad guy,” responsible for denying requests or making difficult decisions.

The Ethical Tug-of-War in HR

While HR employees strive to balance the interests of both employees and the company, there are instances where their role leans more towards company protection. For example, when an employee discloses sensitive information such as suicidal threats, HR is legally bound to report such incidents to the appropriate authorities to ensure the safety of all employees. In such cases, HR may sometimes have to report things that the employee would prefer kept confidential.

This ethical challenge is not unique to HR. It extends to all layers of the organization, and employees are encouraged to exercise caution when sharing information, regardless of their reporting body. While HR can be a valuable resource for information about policies and procedures, employees should not expect them to be an impartial problem-solving entity. Instead, HR serves as a bridge between the employees and the legal and company compliance frameworks.

Common Misconceptions and Realities

One of the main reasons why employees question the trustworthiness of HR is the perceived gap between the employee’s expectations and the reality of HR’s role. For instance, if an employee receives an incorrect paycheck, HR will often pass the issue to payroll or management. Similarly, issues like incorrect deductions for benefits may result in blame being placed on other entities within the company. Employees may feel frustrated when they find out that HR did not initially handle the issue, leading to a perception that HR is avoiding responsibility.

However, it is important to note that HR professionals take their roles seriously and strive to assist employees as much as possible. Perhaps the most significant challenge lies in the expectations placed on them. Employees often expect HR to be a reliable and trusting partner, providing unbiased support and guidance. While this is a laudable sentiment, it should be balanced with a realistic understanding of the constraints and limitations of the HR role.

Building a Trusted Work Environment

To foster a healthy and transparent work environment, both employees and management need to reassess their expectations and actions regarding HR. Instead of relying solely on HR to address all employee concerns, it is advisable to develop effective communication channels and trust other colleagues, such as managers or departmental supervisors, to handle specific issues. Here are a few steps employees can take:

Understand the boundaries of HR’s role and their legal obligations. Contact legal counsel for significant or sensitive matters. Report issues to the appropriate individuals within the organization, ensuring transparency and accountability. Build a relationship of mutual respect and open communication with colleagues and managers.

Lastly, it is crucial to recognize that trust in HR, or any organizational entity, is a two-way street. While HR professionals can provide valuable support, employees must also act responsibly and communicate transparently. This balanced approach allows for a more resilient and trustworthy work environment, benefiting both the individual and the company.