Comments on: No, You Can’t Trust HR. In Fact, You Can’t Trust Anyone.

By: Jason Seiden

Jason Seiden — Fri, 25 Jun 2010 05:39:40 +0000

Simon, I still maintain that trust is an individual issue and not a departmental one. It’s too bad that your experience with HR included interactions with individuals who did not, or could not, inspire you to get beyond the stereotypes.

I know it happens, it’s just too bad.

By: Simon G

Simon G — Fri, 25 Jun 2010 01:24:14 +0000

Scott is correct. HR are in place to protect the entity. Protect from lawsuits. Make sure that nothing interfers with “return on equity” to shareholders.

That’s life – accept it.

Kimberley is also correct – why do employees have the need to open their mouths all the time ? Be accountable. Don’t be so green. Protect yourself and don’t incriminate yourself.
Are you sure the truth will set you free ?

By: Human Resources: to trust or fear your local department? « Single Girl in a Working World

Tue, 30 Mar 2010 05:03:29 +0000

[...] HR has these divided loyalties, Jason Seiden – in response to McClure’s article — argues that not all HR professionals are a [...]

By: Jason Seiden

Jason Seiden — Fri, 19 Mar 2010 15:02:11 +0000

@Scott—I’m considering your perspective and wondering… where does it stop? If you can’t trust HR b/c of their obligation to the company, then what about… everyone else?

Not a soul in your company has an obligation to you, yet everyone has an obligation to the company—explicit or implied—thanks to their employment agreements.

So by this logic, should you trust no one you work with? Is there no place for human trust in relationships where contractual obligations exist?

By: Scot Herrick

Scot Herrick — Wed, 17 Mar 2010 16:23:09 +0000

Actually, the issue is neither trust nor integrity. The issue is HR has a duty to protect the company, not the employee. If an employee comes to HR to claim discrimination, HR’s responsibility is to protect the company from lawsuits and other public humiliation.

And, as a side product, perhaps help the individual.

Translated by employees: you can’t trust HR. It’s not bashing a class of individuals, it is bashing the inherent position HR has to take working for companies. You can talk trust and integrity all you want, but until HR’s role changes from protecting the company to protecting the employee, those comments won’t change.

By: Jason Seiden

Jason Seiden — Wed, 17 Mar 2010 15:57:34 +0000

@DebExo—Upgrade comfort to integrity. I like that. Because one could be quite comfortable abusing power… and that’s not better!

@Marie—Careful… you sound like a human being! Seriously, and unfortunately, the lack of integrity most certainly does cut both ways. Professionals need to be able to push in both directions.

@Kimberly—While this article happens to be in response to an HR post, I think you put your finger right on it in identifying the universality of the issue. One question… I’m curious about your distinction between power and authority. (I view authority as a subset of power, and specifically power derived through one’s formal position; I chose to use the term “power” because it wasn’t clear if the issue raised in the comments of Jennifer’s post was exclusively a function of HR’s formal role (authority), or a combination of authority + something else.)

By: Kimberly Roden

Kimberly Roden — Wed, 17 Mar 2010 13:47:10 +0000

Why would an employee perceive HR as being their confidante? HR professionals are still employees who are required to maintain company loyalty. Sure, I think it’s good for an HR person to make a verbal disclaimer (dual role comment); however, employees need to be accountable for their decisions to open their mouths. Oh and this article can easily apply to ANY manager, not just HR. You’re talking about people, not positions. People will always be unpredictable and managers have authority (power is an inappropriate word) and just as much influence on staff and senior management…sometimes more than HR. Stop the HR bashing and encourage individual accountability.

By: Marie Taylor

Marie Taylor — Wed, 17 Mar 2010 12:49:07 +0000

Its a double edged sword HR also need to have personal integrity to show up and stand up to their Board/senior managers and say “this isn’t right. The way we are doing this, treating these people- (whatever is professionally unacceptable) isn’t appropriate.” Not with a threat such as “if you carry on mr or mrs manager the consequences may be dire in terms of conflict, cost and lawyers” but in a way that asks people to reflect on their own behaviour, contribution, responsibility and look for a sense of reason/fair play.

By: DebExo

DebExo — Wed, 17 Mar 2010 11:45:04 +0000

I would add to “HR needs more comfort with power” that “HR needs more comfort and integrity around power”…you have already provided the perfect example of the integrity conversation – “Remember, I have a dual role here. I have an obligation to the company, and I also have information that I can’t share back with you; please keep that in mind.” This conversation is one of the most critical conversations between HR and the employee as it sets the stage for HR’s boundaries and for employees making choices on what they want to share.

And I concur….NO POLICY to address this!