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Earlier quoted context omitted.
It sounds like you think HR la job is to prevent harassment, instead of protecting the company against employees who claim harassment.
What if I told you that preventing harassment is the best way to protect the company from harassment claims? Just because some people in HR suck and don't do this doesn't mean that's not what their job is a.
previously: https://news.ycombinator.com/item?id=26248154
The question we asked ourselves was, are companies with big H.R. departments full of happier people, are they more productive? Well, the answer is usually no. You know job adverts always saying we're looking for creative people. You can take responsibility who's got passion for customers and all that stuff. And yet when people start working for a company, the first thing the company does is drown them in processes and bureaucracy. Now, actually, if you're going to go around recruiting smart people who are talented and motivated and really want to make a difference for customers, the most important thing a company can do is free them up to deliver that stuff that, you know, is magic about humans. If you spend all of your time at work, whenever there's something difficult handing onto another function rather than learning to do it yourself, it's less fulfilling for you. But it's also means the company getting less out of you. You know, how can a company learn how to find better ways of dealing with things if it takes all of the intelligence of its people and diverts them from from those big problems?
Earlier quoted context omitted.
What if I told you that preventing harassment is the best way to protect the company from harassment claims? Just because some people in HR suck and don't do this doesn't mean that's not what their job is a.
If they can’t and won’t prevent harassment it doesn’t matter what they claim their job is.
As I have repeatedly said on this thread, some HR people being bad does not mean that isn't what HR does/is supposed to do. You're painting with an inappropriately large brush here.
Earlier quoted context omitted.
Your privilege is showing. I think that the thing to keep in mind here is that HR, like legal, isn't for when things are going well. This comment sort of assumes that you'll never have a harassment problem, nobody will ever have an issue with getting their FMLA "approved", and the company will never have a performance problem that requires letting someone go in a way that won't get you sued. These things all happen,…
I don't interface with people who say things like "Your privilege is showing" Its such an adversarial and sanctimonious position. You know absolutely nothing about me.
Everyone has blind spots created by the confluence of their intrinsic and environmental characteristics. Pointing out where someone might be missing something because it doesn't apply to them has nothing to do with moral superiority. Conversely, declaring that you won't _interact_ with people who say certain things is pretty preachy and adversarial.
Earlier quoted context omitted.
If they can’t and won’t prevent harassment it doesn’t matter what they claim their job is.
Many can and do. My source for this is personal experience of watching coworkers successfully get HR to intervene. As I have repeatedly said on this thread, some HR people being bad does not mean that isn't what HR does/is supposed to do. You're painting with an inappropriately large brush here.
My experience is that HR conspires with managers to serve their aims, so why not just deal with your manager?
Earlier quoted context omitted.
Many can and do. My source for this is personal experience of watching coworkers successfully get HR to intervene. As I have repeatedly said on this thread, some HR people being bad does not mean that isn't what HR does/is supposed to do. You're painting with an inappropriately large brush here.
HR doesn’t work for you, the fact that you’ve witnessed a few random cases where they helped coworkers doesn’t change that. My experience is that HR conspires with managers to serve their aims, so why not just deal with your manager?