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I'm an HR professional. I've done extensive consulting to organization of people processes and HR functioning. I've found that companies typically get what they

I'm an HR professional. I've done extensive consulting to organization of people processes and HR functioning. I've found that companies typically get what they pay for in their HR department. Many organization echo the sentiment that many contributors on HN have (i.e., that HR is a sometimes necessary evil; the people are marginally skilled; etc.). Organizations that have that mentality of HR hire HR teams that are fine at transactional work, "saying yes", and managing to targets. And then when situations arise - either acute situations like sexual harassment or problems that manifest over longer timeframes - they pay the price. Like any department, HR should be staffed with intelligent, values-driven leaders with the spine to take strong perspectives and the ability to form collaborative vs. transactional relationships with the business. Constantly saying "yes" and failing to push back or take principled stands is not collaborative. Yet that is what many young companies want out of their HR department. I've found this more true in young(er) tech companies, though my sample size is limited. When you build your HR function as a transactional service center, you get short-sighted decision-making. That's all just my professional opinion.

Baeocystin 10y ago
I agree with your assessment. Quality insight is worth the price, and lack of it will ultimately cost more, whether you want it to or not.
thewhitetulip 10y ago
From what I have observed, there is a tussle between Eng managers and HRs for supremacy, plus few HR folks have overly inflated ego. A friend of mine was asked to relocate in a firm, she refused due to personal reasons, she was harassed daily by the HR fellow, daily he asked her to come to his cabin to mert at 10am and never did meet her and when he did meet her he basically threatened her. (She lives next to a HR person, she was told by her neighbour that "this is what we are paid to do, you should have recorded his audio and threatened to leak audio in public, he'd have come begging to you"). This, well, this is what the dark side can be. Of course, at the end of the day it depends on the org and the kind of people we let grow, if the people in our org are good, capable then it is fine, but from the words of that HR friend of my friend, that's the job of HR.

Baeocystin 10y ago

I agree with your assessment. Quality insight is worth the price, and lack of it will ultimately cost more, whether you want it to or not.

thewhitetulip 10y ago

From what I have observed, there is a tussle between Eng managers and HRs for supremacy, plus few HR folks have overly inflated ego. A friend of mine was asked to relocate in a firm, she refused due to personal reasons, she was harassed daily by the HR fellow, daily he asked her to come to his cabin to mert at 10am and never did meet her and when he did meet her he basically threatened her. (She lives next to a HR person, she was told by her neighbour that "this is what we are paid to do, you should have recorded his audio and threatened to leak audio in public, he'd have come begging to you"). This, well, this is what the dark side can be. Of course, at the end of the day it depends on the org and the kind of people we let grow, if the people in our org are good, capable then it is fine, but from the words of that HR friend of my friend, that's the job of HR.