Definition, courtesy of Wikipedia
“Human resources is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials 'HR'.
Human resources is a relatively modern management term, coined as early as the 1960s - when humanity took a shift as human rights came to a brighter light during the Vietnam Era. [1] The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity, coordinating a range of worker related processes and becoming known, in time, as the 'personnel function'. Human resources progressively became the more usual name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled workers”
Right, so first things first why am I of all people writing about HR? Well here’s way,
1: There is one person out there who completely changed my opinion of Recruitment Consultants- that person by the way is our favourite intrepid explorer Sarah Knight.
2: I read HR blogs for some bizarre reason, those who read my last blog will have seen my recommendation for My Hell is Other People. I’ve read a few others than that one but only one other sticks out- Recruit Girl (by Katie McNab) – although I don’t read it now. Also there seems to be an undertone within the Recruitment industry that it needs to change (or actually much more than an undertone but I’ve only picked the ‘undertone’). I have only glanced at this there is no serious research here but from what I can see, no one appears to be asking outside of the industry- are you asking the cogs?
3: I speak on the whole to 15 to 20 Recruitment Agencies a day, the REC directory is now my bible. The other people are generally HR Managers or people responsible for Recruitment-type functions.
4: The Industry intrigues me.
5: 2 things in my teens happened that related to HR, 1 those stupid tests you have to take at school about what career you should pursue suggested I should be an HR manager and 2 having done some work experience at my Dad’s work someone suggested I would make a good HR person…. I didn’t take it as a compliment at the time.
I hope I have defended my right to write about a subject I realistically I have no experience of. (of course I regularly comment on subjects I shouldn’t, politics etc… - well I have an opinion so here it is- (anyone else notice I'm feeling a bit tetchy about ths?)
What were my opinions of HR/Recruitment people?
Well first of all there are two distinctions here- in my head that is- I may be wrong and it is probably a lot more complex but here goes. There are Recruitment consultants and internal HR people. Forgive me if there are recruiters reading this and it’s coming across a bit dumbed down but well I am sometimes.
Internal HR people
To be honest I have very little experience of them, because during my time in a large institution they sat far away in an ivory tower in London- effectively they were a voice, internal number with options, yet they held the keys to me having a work life balance. Decisions were made never by talking to me or any other staff that I was aware of but by filling out ‘surveys’ each year that seemed pointless. The results by area, department and region just got aggregated into a big pot that made it all look ok. Local line managers would carry out certain HR functions but let’s face it they’re not recruiters or trained HR people so effectively nothing more than the mouth piece of the ivory tower.
Recruitment Consultants
Ugh, really low opinion. The reason for this is due to (primarily) the large ‘high street’ recruitment agencies. My first real experience of recruitment consultants came last summer. First of all, if you don’t have the job don’t fucking advertise it and tell me ‘it’s just been filled.’ If all you want to start with is my information- then email me the forms and I’ll email you back, only drag me in to meet you if you intend to actually discuss my career ambitions, dreams, experience and skill sets- don’t just get me in to fill out my name and address. (oh and whilst I’m on it- all that information is on my bloody CV so why do I need to put it on your crappy internal forms?). If you don’t have a job for me tell me, if you’re talking to people about me, tell me. Don’t lie to me about this amazing relationship you have with an employer I’d like to work for. And most important of all call me when you say you’re going to call – why the hell should I chase you, I’m your freaking meal ticket. Don’t devalue your integral function, after all if there weren’t Recruiters where the hell would we be?
That was my opinion; it has changed to an extent.
It has changed because of Sarah Knight of Sarah West Recruitment. Sarah took the time to meet when was convenient to me, she spoke to me like a human being not a product, she worked her ass of for me. Yes I know she will been paid for getting me placed but it never felt like that. When I turned down a job opportunity, Sarah was straight on the phone telling me off because she knew what I wanted she knew this job would be the job for me and she was bang on. Sarah knew this because she had taken the time to talk to me not to make me fill out forms. This wasn’t matching a CV to a job spec, this was taking a person and matching them to a company and a career path – not just a job.
This is how internal HR departments and Recruiters should treat the people they deal with and no other way. Am I being idealistic? Yes but well shouldn’t we always aim for the ideal outcomes?
The reason I have vented my opinion here is because people, in my opinion, are an incredibly valuable commodity and if you don’t treat them right, turn them into a number, make them a cog or just see them as a piece of meat to harvest you will inevitably get placed on the professional ladder somewhere between money grabbing Politicians and blood sucking Lawyers, just under risk taking Bank Managers and a smidge above the slimey Estate Agent.
Rant over.
Oli
PS: This is a wild generalisation, it is from my experience, it is also supposed to show there are good egg’s out there like Sarah. For the record I used to be a Bank Manager- so I know what it’s like to be the joke at a dinner party (well, not that I was ever invited of course, what with being a Bank Manager and all).