Human Resources (HR) Shouldn’t Love People?

Human Resources (HR) Shouldn't Love People
Here are several reasons why Human Resources professionals shouldn’t approach their role solely through the lens of affection or emotional attachment

As quoted by renowned HR Thought leader, Mr. Harjeet Khanduja in an article, Remember Munna Bhai MBBS. Doctor Asthana tells in the very first class “I do not love people, I treat them. If I start loving people, then my hands will start trembling. My hands must not tremble while operating people. Operations require stable emotionless hands.”

Similarly, HR shouldn’t love people.

While ‘HR should not love people” may sound counterintuitive given the traditional perception of Human Resources (HR) as the advocate for employees, it points to a more nuanced aspect of HR management.

Here are several reasons why Human Resources professionals shouldn’t approach their role solely through the lens of affection or emotional attachment:

1. Objectivity and Fairness

HR professionals are tasked with making impartial decisions that benefit both the organization and its employees. Embracing emotional attachment or favoritism can cloud judgment and compromise the fairness of HR practices.

Love and emotional attachment can lead to biased decision-making, where HR personnel may prioritize personal feelings over merit or performance. This can result in unequal treatment, resentment among employees, and erosion of trust in HR processes.

By maintaining objectivity and neutrality, HR ensures that policies, procedures, and decisions are applied consistently and equitably, fostering a culture of fairness and respect in the workplace.

2. Professional Boundaries

While HR plays a crucial role in supporting employees and addressing their needs, it’s essential to maintain professional boundaries to uphold the integrity of the Human Resource function.

Developing emotional attachments with employees can blur the lines between personal and professional relationships, potentially compromising confidentiality, privacy, and professionalism.

HR professionals must navigate sensitive issues such as performance management, disciplinary actions, and conflict resolution with professionalism and discretion. Emotional entanglements can hinder their ability to handle such matters objectively and effectively.

3. Organizational Priorities and Objectives

HR’s primary responsibility is to align its strategies and initiatives with the organization’s goals and objectives. While caring for employees is integral to fostering a positive work environment, it should not overshadow broader organizational priorities.

HR must balance the needs and well-being of employees with the organization’s strategic imperatives, such as achieving operational efficiency, driving innovation, and maximizing profitability.

By maintaining a strategic focus and prioritizing organizational objectives, HR can contribute to the long-term sustainability and success of the business, ensuring that its actions and decisions are aligned with the company’s mission and vision.

In summary, while HR professionals should empathize with employees and strive to create a supportive and inclusive workplace culture, they must exercise caution in developing emotional attachments.

By prioritizing objectivity, professionalism, and organizational priorities, HR can fulfill its role effectively and uphold the principles of fairness, equity, and integrity in all its endeavors.


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