If you are a fan of The Office, you know all too well of Michael Scott’s continuous infuriation with Toby from HR. While Michael Scott may be a bit of an extreme outlier, the sentiment remains. Human Resources is not always portrayed positively in the workforce. The department can be construed as limiting, or as an obstruction for many business executives, even though HR leadership and executives are ultimately working toward a common goal. Both perspectives must be considered in order to endure a tension-free workplace. In their article entitled “What HR Leadership Knows, But You Don’t”, Thuy and Milo Sindell illustrate three points that HR Leadership knows, for the understanding of the business executive.

  1. HR Helps the Bottom Line
  • The Sindells state “for many CEOs, their main concern is the financial success of the company.” This type of thinking can lead to a sideline of some HR resources. Investing in HR resources, such as employee wellness, can have a huge impact on the “bottom line”. The Sindells mention a study1 that proves organizations who invest in these HR resources are 4% more profitable than those who don’t.
  1. HR Tech is Worth the Investment
  • There is an abundance of HR tech, and HR encourages executives to take advantage. This leaves time for HR to personally work on more valuable tasks for the company.
  1. Decisions are Data-Driven
  • The authors state that HR leadership does “not make decisions based on whim or opinions, but rather because of undeniable numbers”. Choices that come out of the department are not a product of thin air. Data can appear hollow to executives, and without an HR professional data can be misinterpreted.


In order to realize and understand that business and HR leadership are on the same side, each group needs to walk a mile in the other’s shoes. As the Sindells state “by having a better understanding of the HR point of view, business leaders can create a better workplace”.

In our “Kiy HR Perspective”, we believe that it takes many different, but crucial building blocks to be successful in the workforce. One of these building blocks is cooperation and respect. There must be an understanding that HR is not a police force, and that the department is looking out for the well-being of the company, it’s executive, and all of it’s employees. In order to achieve this type of understanding, communication throughout the organization needs to be consistent regarding the responsibilities of HR, to include reassurances that come straight from the HR department. There are areas where the executive will know more, and there are areas where the HR Manager will know more; however, without cooperation a business cannot thrive. Although HR is still considered to be in its infancy as a profession, the need for HR is undeniable. The Sindells are correct that a better understanding of HR is important, especially when it comes to the ethics of an HR professional.

If you believe your company could benefit from a Human Resources department or have any questions regarding what Kiy HR offers, feel free to contact us at info@kiyhr.ca, or phone us at 780-801-5246.

The Kiy HR Perspective

Article: https://www.allbusiness.com/hr-leadership-knows-dont-114130-1.html/2

1Study: http://onlinelibrary.wiley.com/wol1/doi/10.1111/1748-8583.12115/abstract



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