Many organizations are trying to embrace a flat organizational structure. This structure is an effort to empower managers with autonomy while creating accountability. But it’s important to remember while trying to adopt this way of thinking, that there are significant benefits of having well-written policies and procedures in place.
More than ever, employees appreciate that their employer is proactive and organized – most employees do not want the workplace to be a “free for all” where decisions can be made arbitrarily, and they don’t know what is expected of them. The problem is that some companies have formulated too many onerous workplace rules which can stifle employee creativity, have a negative impact on morale and take away needed management discretion and flexibility.
If HR functions are developed with a more balanced approach, then you have the best of both worlds – minimizing potential employee lawsuits & promoting employee happiness.
Having key “points of contact” (trained HR professional(s)) within a company that employees can go to with a concern or complaint is essential on so many levels, which makes eliminating HR personnel not only a bad idea but legally and financially very risky. While managers and supervisors should be able to deal with employee issues as they work day-to-day with their employees, having a solid HR person support them and having to sound reasonable policies in place to oversee all things employment-related is still a good idea and a best practice.
