I then observed a cafe with a sign in their window, offering free coffee and breakfast for anyone unemployed who was to attend an interview that day.
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Logically, if so many functions within HR can be outsourced then that leaves a very small department (if any) for the Head of HR to lead and manage. Many newer businesses have already come to that conclusion and have outsourced everything they can…
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Given the extent to which we work successfully we other multi nationals, we found the situation surprising, and it left us bemused, puzzled and deeply concerned. Our only explanation is that this has been be motivated by the hiring leader’s need to save face or money or both – she had already had a failed search engagement for this role with another firm, and with the role then being filled internally, was presumably under question as to why she’d engaged us at all.
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...more importantly, where does the moral compass of your management team and company lay in making exceptions? (We heard just this week about the new employee at a household brand employer who was sent overseas for a work trip, He suffered a horrific car accident, and wasn't eligible for financial or medical support beyond the first couple of months of his hospital stay because he didn't qualify under the company's policies for employees still in probation)
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There may be short term satisfaction in telling your bosses or colleagues what you really think about them, and emphasising this with some colourful insults, but there is nothing to gain in the mid to long term. This is also a good reason to avoid last day drinks – in the emotions that practically everyone feels on their last day, it’s too easy to say the wrong thing with a little artificial courage…
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In fact, too many of the HR professionals we meet with daily, just don’t understand how many elements they need to master to be great in their roles. Too often a HR professional with a "perfect on paper" CV, is anything but high performance.
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If a disciplinary hearing is about how a company deals with an individual then why do we ignore what we already know about that person and their circumstances in order to satisfy the demands of a standard process? What is the cost of appearing to deliberately ignore the individual?
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We have bred new generations of HR professionals who don’t have any of the fundamental knowledge or skills that have been the traditional bread and butter of HR.
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