A frequent complaint by managers and leaders at the moment – but is it true? It’s true that HR departments are often rigorous in the dealings with managers in terms of Employment Law issues, however, this is often due a range of ‘Management Crimes’ ranging from not following process, to punching people during a ‘car park’ conversation…! 
However, it’s also true to say that HR often see their role as being to protect the organization from the risk of unfair publicity in the media as a result of Industrial Tribunals. It’s odd though, that as the average financial ruling against a company is often very low, HR don’t take a risk and consider the internal messages of non action or non confrontation with difficult members of staff around performance issues. It strikes us that, getting ‘management’ and HR ‘around the table’ to thrash out a proper policy and approach is a good first step. After all, as most organisations report they all have poor performers who need to be managed out of the organization, it would seem sensible for both factions to stand shoulder to shoulder in creating a culture where poor performers cannot hide behind the schism between managers and HR.
(1 votes, average: 4.00 out of 5)
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