Keith H. Hammonds 'Why We Hate Hr' What Is It About?

Keith H. Hammonds’ “Why We Hate HR,” What is it About? In an article written by Keith H. Hammonds published in 2005, he points out the issues of Human Resources and why the public should hate HR. Hammonds brings to the table reasons why HR is unequipped to be strategic business leaders and how they do not work in a way that demonstrates what is best for everyone. Ever since this article came out almost 20 years ago, HR executives have wanted to discuss it, criticize it, and dismember it. Because of this, leaders have remained angry trying to prove this article wrong and do more within their roles in their organization.

There are many ways that a person can interpret this article. They can completely agree with Hammonds’ claims and perspective,

Three of those reasons include: 1. The Legal Environment: Equal Employment Opportunity and Safety (Chapter 3) 2. Selection and Placement (Chapter 6). Performance Management (Chapter 10) Due to the legalities of HR, everyone has the equal employment opportunity, and the government regulates human resource management to ensure EEO. Some of the efforts to create equal employment opportunities include constitutional amendments, legislation, executive orders, and court decisions. This has been proven in the past to help HR through the 13th and 14th Amendments, Equal Pay Act of 1963, Civil Rights Act of 1866 and 1871, Executive Order 11246 and 11478, and the Office of Federal Contract Compliance Programs. This shows how everyone has a fair shot at HR and without it, there would have been much bigger problems. These legislations and orders are very important to have in the general functioning of

In an article, “What your Hiring Process Should Look Like in 2022” the author, Beth Braccio Hering goes into detail of how the process should look like that goes hand in hand with what is mentioned in the previous section. Hering explains how one should use evaluations, interviews, work samples, personality observations, and so much more. These go back to the contents of chapter 6 of how these things are necessary to choose the best candidate for the job. She goes into depth on how businesses need to invest time in determining the kind of talent they require and how to draw in suitable applicants. This debunks some claims made by Hammonds because there is much time clearly taken in talent management for future