It’s no secret that HR is a critical function in any organization. However, there are many common myths and misconceptions about HR that can lead to misunderstanding and confusion. While HR is sometimes considered a necessary evil, it serves a valuable purpose: it protects the organization, helps implement new policies and practices, and fosters employee engagement and remote management. HR is certainly not the most glamorous profession, and it even become a laughingstock in some of the workforce around the world. Most employees don’t even know what HR does, which is why it often faces a gloomy reputation among colleagues and employees alike.

This article will show you that HR is more than just paperwork and policies – it is a vital part of your company that helps keep everything running smoothly. Below are some myths about what an HR expert does. These myths have been around for quite some time, and it may be worth challenging them.

• HR is all about paperwork and compliance

This common myth has been around since time immemorial. While the HR department is responsible for ensuring that employees are paid on time and their rights are protected, there is far more to HR than compliance and focusing on getting paperwork done. In many ways, HR is a valuable function, ensuring that an office environment is pleasant, comfortable, and positive. HR is about people and processes. The department’s job is to organise people within processes. If they see something that impacts job productivity or the health of the company, they want to know about it. Your HR will know how to handle complaints related to harassment, bullying, and violence. They will also work on health care reform updates and be responsible for developing a company’s culture. They may even host a company event to increase employee engagement.

• HR is only concerned with hiring and firing

HR is not only concerned with hiring and firing. Most hiring decisions are rarely solely done by the HR of your company. However, in rare cases, HR may be the sole decision maker in these situations, particularly when it comes to poor morale, violent, or criminal behaviour. By addressing these myths up front, better relationships are established among colleagues.

In reality, HR serves the needs of the business and serves the employee’s best interests when it’s in the interest of the employer. It can stop legal problems before they reach a boiling point and deal with bad managers. HR should always look out for the interests of the employer. If you want to keep employees happy, provide a safe, collaborative workplace, and do your job well. This is the goal of human resources.

• You don’t need HR until you have 50 employees.

As a small business owner, you may feel that you don’t need HR until you have more than 50 employees. HR can help you implement employee engagement strategies, remote management, and flexible working practices. An HR manager can do many different tasks for employees, including making job offers, setting salaries, filling out leave of absence paperwork, and responding to workers’ compensation claims. There’s no right or wrong way to run your HR department, but the sooner you start the better. In order to get the most out of HR, it’s essential to have a skilled professional who understands the full breadth of the job.

• HR is expensive and not worth the investment.

One of the biggest misconceptions about HR is that they are ineffective, expensive, and unrewarding. The cost of HR depends on several factors, including office equipment, recruitment, and immaterial liabilities.Inefficiency in this area can lead to a soaring number of absences. Besides the obvious costs associated with recruitment, employee turnover and poor productivity among employees are also very costly. Yet, there is a good case for investment in HR. By improving organisational efficiency, HR can be a powerful partner in executing a company’s strategy. 

HR can be both faster and cheaper than most people think. When it comes to hiring new employees, companies can automate the benefits program. Another company has used technology to screen resumes and reduce cycle time for hiring new employees. One company even used a bulletin board to communicate with senior management. HR managers lowered costs while improving the quality of the work. A great example of a company embracing new technologies and processes is the automated benefits program.

• HR can only help big businesses.

The term ‘HR’ can have various connotations. For instance, it is often thought that HR only works for big companies. But this is a common misconception. Small businesses can benefit from outsourced HR specialists, such as the Avensure outsourced human resources service.If you want to find an effective HR department, you should make sure that you understand what it does and who it serves. For example, you should understand the difference between an HR department that protects an organisation and one that acts as a mouthpiece for the company’s management.

The Benefits Of Having A Dedicated HR Team Are Undeniable

An HR team can provide reliable and on-site support. Because they understand the business, they can quickly resolve issues. They can also help ease tense situations between employees. They can implement policies, provide support, and help with employee issues.

There is a lot more to HR than keeping employee records. It has evolved into an integrated system, offering highly personalised approaches to employee development and organisational growth. Its role has grown to encompass more than hiring, firing, and reprimanding employees. Having an HR specialist around can help you build better relationships with your colleagues and improve your overall company culture.