A human resources manager wears many hats in the workplace and is responsible for various administration tasks as well as acting as an effective liaison between you (as management) and the employees of the company. If your HR manager is ineffective, they can cause a snowball effect of negative problems in the company. As an owner or manager, you may be wondering how you should effectively handle the situation:
1. Define what Makes an HR Manager Strong
Before dealing with your weak HR manager, you need to first ensure that they are weak by defining what makes an HR manager strong and effective. Consider how they measure up against the ideal in the following areas:
- Recruiting Efforts – Effective employee recruiting, which includes strategic planning and disciplined adherence to specific staffing goals.
- Communication – Ability to effectively communicate with management team members regarding all recruiting and administrative staffing issues.
- Organization – Capability to proficiently handle all types of administrative issues that occur on a daily basis.
- Complaints – Aptitude for dealing with complaints among employees and adherence to management’s mindset on how problems should be solved.
2. Evaluate the Current Situation
In order to effectively handle a weak human resources manager, you need to make a disciplined effort to evaluate the situation by looking at their performance as a whole and seeing how it’s negatively affecting the productivity of the workplace. Here are four areas to focus on:
- Recruiting – Assess specific cases where the HR manager went wrong; have they been consistently hiring ineffective and under qualified staff?
- Communication – Ascertain instances when the HR manager communicated poorly; are their conversations with employees too convoluted and erratic?
- Organization – Review the HR manager’s ability to properly organize; if asked to schedule a lunch, did everything go well or was it an epic failure?
- Complaints – Evaluate any specific complaints from employees and how they were handled; was every effort made to bring proper restitution to the complaint or issue?
3. Make Any Necessary Changes
After you have determined the areas where the HR manager is failing in his or her work performance, ascertain what specific steps you will take towards improving the situation. Consider the following:
- Written Report – As a manager or owner of the company, you are responsible for handling issues with employee behavior. Your first steps should include objectively reviewing the situation and then crafting a case-specific behavior report.
- Employee Meeting – give the HR manager a copy of your report and call a meeting to review it and discuss the issues.
- Employee Review – after the meeting, craft a review of the issues discussed - taking into account the HR manager’s perspective - and then provide the review along with your decision.
- Re-evaluation – If you decide to give a probationary period to work on workplace performance, schedule a re-evaluation meeting to make a final decision.
- Termination – A decision to terminate should be provided during the employee review or re-evaluation.
See Also: How to Become a Human Resources Manager
Have you ever had to deal with a weak human resources manager? What advice would you give to someone in this situation? Let us know in the comments section below.