Back in the early 1800s (ha!), when the Human Resources (HR) Department was first created, I believe its intent was to help employees assimilate in the workplace. Today, I wholeheartedly believe it’s for corporations to maintain records and support a company’s decisions (from a legal standpoint). Allow me to elaborate.
HR first showed up at the villas in the early 20th century, where they were marketed as “employment clerks,” charged with maintaining records and providing daily help for tasks around the office. During World War I, HR became the main avenue to focus on employee demand due to the loss of workers drafted to support the war. Because of this, labor shortages reached an all-time high, which in turn made corporations increase hourly wages to support strong recruitment.
Right after WWI, in 1915, according to the Society for Human Resource Management, only “five percent of large U.S. companies had personnel departments. By 1920, that figure had jumped to 20 percent. Personnel administration was becoming an accepted term.”
So, when does friend or foe come into play?
In the 1940s and after WWII, labor skyrocketed. HR was pivotal in driving staff to manage labor relations. This focused on the newly passed compensation laws, workplace harassment recognition, and travel monitoring for fraud and loss protection. The change from helping employees get their rightful wages and be treated equitably turned into nefarious espionage, to building cases against employees who weren’t meeting performance expectations.
Looking back on my career path and taking this viewpoint as a new perspective in HR-related interactions, I can see how the primary goal of those in the role was to first and foremost make sure the company was protected in all facets of any questions, comments, concerns, or feedback. I asked a coworker of mine who works in HR what her viewpoint is, and she confirmed that the primary focus is to ensure corporate compliance with company policies, which are designed to protect the company and its bottom line.
It’s easy to walk away with a cynical view of HR, especially when the messaging we hear during onboarding—“HR is here for you”—doesn’t always seem to match the perceived reality. But maybe the better question is: can both things be true? HR is designed to protect the company, but within that role, there’s also real opportunity to advocate for employees, create fair systems, and support people when it matters most. If what’s good for the company truly includes engaged, supported employees, then HR has more potential than we sometimes give it credit for.
Source: How We Got Here: The 75-Year Evolution of SHRM and HR
