{"id":6813,"date":"2010-07-10T09:04:36","date_gmt":"2010-07-10T13:04:36","guid":{"rendered":"https:\/\/www.albany.com\/hr\/2010\/07\/when-hr-fails-to-do-its-job---an-excerpt-and-analysis.html"},"modified":"2010-07-10T09:04:36","modified_gmt":"2010-07-10T13:04:36","slug":"when-hr-fails-to-do-its-job-an-excerpt-and-analysis","status":"publish","type":"post","link":"https:\/\/www.albany.com\/hr\/2010\/07\/when-hr-fails-to-do-its-job-an-excerpt-and-analysis\/","title":{"rendered":"When HR Fails to Do Its Job – An Excerpt and Analysis"},"content":{"rendered":"

Michael Wade recently posted a story on US News and World Report’s websited called “When HR Fails to Do Its Job”. In it, he discussed the effects of inaction by HR professionals when their are problems in the workforce.<\/p>\n

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Very often, companies will turn a blind eye to issues of personalities in the workplace, hoping they will work themselves out. However, when a company continues to allow morale to decrease and disenchantment to increase, it usually is because they have been inactive in dealing with growing or continual problems between personalities.<\/div>\n
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Wade mentions that:<\/div>\n

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“<\/i>Human Resources professionals have three roles: administrator, cop, and consultant. Too often, they focus on the first two and neglect the third. When that happens, it is easy for supervisors-and employees-to drift and for matters to get worse.”<\/i><\/div>\n

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<\/p>\n
In many companies, this is sadly the case. Problems between people and with employees need to be nipped in the bud, because if they aren’t, they can lead to good people leaving organizations.<\/div>\n
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<\/i><\/div>\n

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\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Michael Wade recently posted a story on US News and World Report’s websited called “When HR Fails to Do Its Job”. 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