"Assist" is the Operative Word

I think I ran a stop sign on my way in to work. Relax, it was on medical center grounds, the place was empty and the speed limit was 20 mph. I think I did but am not totally sure. I may have stopped. I just do not remember stopping. I was too busy thinking.

When employees need assistance, HR is there to assist.  To assist. So, what happens when the burden of an employee's responsibility is shifted to the shoulders of an HR staff member? For one, patience can be tested and frustrations can surface for all involved.  Ahhh, people will say, "that's just the way things are."  Ok, but does it have to be? I am thinking and here's how it's going so far . . . .

In HR, we are here to serve, right? I have said it, others have said it. In a serving role, we assist with locating addresses and completing forms. In a serving role, we answer questions and alleviate some fears. In a serving role, we classify positions, we set pay, we process performance awards, we recruit for positions. In a serving role, we do what we can to do what people ask us to do. We need 3 days notice, you give us 1 - we'll get it done. Of course we'll get it done, we are here to serve, right? 

Well, what if that is not right? What if we are not here to serve but to provide a service. We have a responsibility to provide a service and shouldn't those using our services have a responsibility too? Shouldn't we hold them to that?

• Do you want to sign up for benefits on-line? We can help but you are responsible for setting up your on-line account first and bringing your password.
• Want our undivided attention, free from distractions? You are responsible for making an appointment so we can set the time aside just for you.
• Entering your background information? You are responsible for having your reference addresses available. We will provide the yellow pages but we will not look it up for you and no, we cannot tell you where you worked from 1992 - 1994.

Can you say doormat? I do say this tongue in cheek but there are days when I have to wonder and, I am. Actually, I am doing more than wondering, I am thinking. I am thinking about reactivity and the time it takes away from planful actions, attention to detail and accuracy. I am thinking about trying to please everyone and not pleasing anyone. You can go to reasonable, communicated expectations, user friendly processes for our customers but that does not quite get at it for me right now. You can go to the big picture role of HR but that does not quite get at it either. This less of an HR function distinction conversation and more of an appropriate role or a relationship question. I am thinking about customer service. I am thinking about the right time, and the wrong time, to hold customers accountable. I am thinking about when it is ok, and right to say, "no, we are not able to assist you in this way."

I am thinking that HR is not here merely to serve and to support. We have a job to do; we have a service to provide. And I need everyone (in and out of HR) lined up and heading in the same direction for us to be able to provide it well.

I am thinking I need to set a new direction. I am thinking I need to articulate an appropriate role for HR. What do you think?

Employment After Bankruptcy

A close friend of mine has a recent bankruptcy.  He is now seeking a new job.   Do job applications ask about bankruptcy? Do prospective employers check credit history? Should he tell prospective employers about the bankruptcy? Will prospective new employers hold the bankruptcy against him? 

Bankruptcies are not the end of the world or a career for the average person. In response to your questions, yes, applications ask about bankruptcy, if not directly, in the form of a credit question.

Yes, most employers check credit history and it is practically a given when the position applying for has got anything to do with the company's money. Not only is this the obvious accounting or fiscal positions but also managers, and often sales. Why? How a person manages their own personal finances is an indicator of how they will manage someone else's. Keep in mind, an employer can not check a person's credit without their written consent. However, if you don't give your consent, your application will not be considered. Nice catch-22!

I am all for FULL DISCLOSURE. Your friend should tell prospective employers about the bankruptcy and disclosure on the application is the way to bring it to their attention. Be prepared for a follow up question asking about the details. When asked, answer and do so honestly. Bankruptcy as a result of divorce proceedings? Not as flag raising as other causes. One bankruptcy? Not a flag raising as two or more. Not all bankruptcies are alike. If you tell me about it, I can be much more open and willing to consider and weigh than if you attempt to hide. It goes to integrity and honesty and frankly, the HR staff will find it anyway.

Will prospective new employers hold the bankruptcy against him? I'd like to say only in cases where their is a nexus between the bankruptcy and the position but in reality, yes they might. They shouldn't, but they might. If they do, they must tell him. Here is a summary of rights under the Fair Credit Reporting Act.

Bottom line. Disclose. Your friend should be prepared to articulate lessons learned from the experience and then get on to the business of selling himself for the job.