Well over a third (37 percent) of HR professionals said they felt overworked most or all of the time, according to research by HR software provider Ciphr.
The survey of 300 HR decision makers found that more than a quarter (28 percent) of survey respondents regularly consider leaving their current jobs and less than half (42 percent) would recommend their employer to others.
Less than half (48 percent) said they received regular or ongoing training and development for their role, while only 34 percent said they were satisfied with their salary.
Career progression was another point of dissatisfaction as just 27 percent agreed these opportunities are available at their organisation.
Still fulfilling and engaging
However, despite the dissatisfaction with certain aspects of their job, the survey found that most HR professionals enjoy the work they do.
When asked how often they found their job fulfilling and engaging during a typical working week, nearly two-thirds (64 percent) said most or all of the time. Another quarter (28 percent) said their job was fulfilling and engaging some of the time. But 9 percent still reported that they rarely or never felt fulfilled or engaged at work.
More than half of respondents (56 percent) also said that most or all of the time they felt valued and appreciated for their work and 61 percent said their skills and experience were being used fully .
HR’s unique viewpoint
Ciphr said that while the survey didn’t examine the reasons why people would or wouldn’t recommend their employer, its data showed that their opinions were influenced by how valued, fulfilled, trained and well-paid they feel. Researchers added that work/life balance and workload were also factors.
Among those who said they would recommend their employers, 79 percent felt fulfilled and engaged by their work and 71 percent felt valued and appreciated for their work all or most of the time.
However, of the HR professionals who were not emphatic about recommending their employer, only 53 percent said their job was fulfilling and engaging all or most of the time. And just 45 percent of this group felt appreciated for their work all or most of the time.
Claire Williams, chief people and operations officer at Ciphr, said: “HR may be less inclined to recommend their organisation than other employees for various reasons. They have a unique viewpoint of the organisation, including what steps are being taken to make it an enjoyable place to work and the level of genuine buy-in and commitment from the c-suite. And, if that’s not reflective of the wider messaging, it could drive HR professionals to want to look for an employer that is more people-centric and action-orientated.
“There are a lot of great employers out there. So while HR professionals typically want to work with a company to make things better – to ‘enact change’ – if, realistically, they don’t have the backing of the employer to do so, who can blame them for considering going to work for another company that will respect and value their vital role?”
Surprising and disappointing
She said it was surprising and disappointing to see how few HR professionals reported having good working relationships in the business and that they don’t feel valued or recognised for their work. Williams added that in many instances this will be outside of their control, but she said there are steps HR can take to raise the profile and positive perception of the function.
For example, ensuring that HR objectives are aligned to companywide strategic goals, integrating the HR team more with different departments and management teams, and sending out regular updates to the business on HR activities and successes.
She also recommended explaining how HR initiatives are positively impacting the business, and optimising management information and reporting to enable more strategic use of the organisation’s people data.
Williams said: “These survey findings also highlight that HR isn’t exempt from the widespread issue of burnout, with over a third of HR professionals feeling overworked. In fact, it underscores the critical need for organisations to ensure a better work/life balance and implement support systems that provide further support and training for those in HR, who are frequently required to take on the emotional burden of the wider workforce.
“This can include supporting people through mental health issues, bereavement, and low morale – just a few of a huge range of personal issues that can really take a toll on HR teams.”
