HR Discourse 02.22.2021: Discussing Sensitive Items in an HR Forum

(Picture Credit: Ionos.com)

Note: This was a microblog I created in Facebook transferred to HR Carousel. This reflect what I said that time and added some sentences that is missing from the original microblog. I initially intended to place the screenshot of the statement issued but decided not to out of respect to the poster and the possible cyber libel that may follow afterwards if this person discovered I've blogged him (hey I got to be careful these days right?).

Today, while taking a break doing my 5k walk, I open my WiFi and a message from a friend got my attention. I read it in full and I need to address it. After completing the walk, organized my thoughts and wrote the comment below.

First of all, I understand the intent but then my friend and I agree that it is Grandstanding at its finest. Second, if you are inviting a "social media kuyog" or mob, you should clearly be aware that this is not the place to do this. For the record, most of the people here are HR Practitioners and we still outnumber the non-HR people here, not just in number but also in logical thought.

Third, if your boss sees this, you are prone to be given a memo for violation of the company's Social Media Policy (pray that your company do not have one kept there somewhere) because I am aware that both you and your friend(s) work in the same company albeit different department. Someone from your company may screen grab your post and snitch you. An HR friend got snitched by an employee over a very simple inquiry and got terminated from the company she works for.

Fourth, you of all people, an HR Practitioner, should keep your emotions in check and "be neutral" to quote you. If this was true, you can advise your friend can demand for a more thorough investigation of the said allegations via an Administrative Hearing. SC Jurisprudence states that the employee can demand via letter to have an Administrative Hearing if he/she feels that due process wasn't in favor or should I say (you did say) justice hasn't been served properly. Or demand within the grievance process that it should elevated to higher management for evaluation. Know that once it is given to higher management, the decision is final and no more complaints afterwards.

At the end of the day, HR is PART OF MANAGEMENT. Whatever Management says at the end of the day, even in the best intention HR presents, we follow (begrudgingly, yes we hate that) . This fact should sink in any HR minds or practitioner.

Fifth - you still have room to grow in this profession. It clearly shows that you still need more work to be a fair if not an impartial HR Practitioner. Do not just be happy being in a position in HR, learn and grow. Continuous learning is key, don't be happy being stuck somewhere. Grandstanding is allowed if you not just say something but suggest ways to improve the system within your company.