Reevaluating Human Resource Management: Beyond Gender Stereotypes and Misunderstandings

Reevaluating Human Resource Management: Beyond Gender Stereotypes and Misunderstandings

                             Bon Ami Laishram 

Human Resource Management (HRM) has often been stereotyped as a "women's job" in both business schools and informal industry settings. This perception stemmed from the belief that qualities such as empathy, listening skills, and patience—traits commonly associated with women—were essential to succeed in HR roles. While these attributes are undoubtedly valuable in HR, the landscape has evolved significantly over the years. Today, HR is no longer seen through a gendered lens, and such stereotyping has diminished substantially. The role of HR has expanded, and gender is no longer a determining factor in hiring decisions. Although some companies may still exhibit gender bias in their selection processes, this is becoming increasingly rare.

HR is a critical and often challenging function within any organization. From hiring new employees to managing their exit, HR plays an essential role at every stage of the employee lifecycle. The department enforces company policies, updates regulations, and ensures compliance with laws, all while supporting the company’s overall objectives. HR also drives the development of new policies, facilitates communication and training, and ensures that the workforce is equipped with the necessary skills to adapt to changing industry trends. Simply put, HR is the backbone of a company, supporting its operational success and driving productivity.

To put it in perspective, consider the company as a country and HR as its home ministry. Just as the home ministry oversees the enforcement of laws, public safety, and internal security, HR manages company policies, Standard Operating Procedures (SOPs), and supports the leadership team in ensuring smooth operations. HR's role is also to align the right people with the right roles, foster development, and ensure employees meet the demands of an evolving market.

Despite the pivotal role HR plays, many employees often fail to fully appreciate its contributions. This is often due to a lack of understanding of what HR actually does or simply due to ignorance. HR departments are sometimes seen as the most unpopular within organizations. Their functions, such as managing leave requests, attendance, performance reviews, and feedback sessions, are often perceived unfavorably by employees. For instance, employees may desire flexible working hours, but HR enforces the standard eight-hour workday. Similarly, when employees wish to take leave at the end of the year to use up their remaining days, HR may deny requests to ensure that year-end activities are completed. Additionally, performance reviews and feedback sessions, which may highlight areas for improvement, are often met with resistance or denial from employees, further straining relationships between HR and the workforce.

These challenges contribute to the often negative perception of HR. While HR professionals strive to bridge these gaps and improve understanding, many of these issues remain persistent across different organizations. However, as the field continues to evolve, it’s important to recognize the invaluable role HR plays in shaping an organization’s success, even when its actions may not always be popular among employees. Understanding the strategic importance of HR and how it drives organizational growth can help foster a more positive relationship between employees and HR professionals, ultimately benefiting both parties.