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HR is the function both senior management and employees love to hate. Since its inception the function has struggled to define its mandate and transform its role from secretarial to a necessary member of the organizational management team.
We’ve all heard the obstacles which prevent HR being as integrated in to the business as it should, or could be:
1. Many employees’ interactions with HR are administrative, leaving the impression that that’s all there is; it’s then an uphill fight to be recognised for more valuable activities and input
2. It can be difficult for HR to show return on investment and it is often seen as a cost and not as a positive contributor to the organisation’s bottom line
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