If you needed a life-saving operation, would you trust your life to a medical student? Or would you choose an experienced surgeon with the knowledge, skills and experience to deliver the best possible result?
The same question applies to company management. If the future of an organisation depends on people, why is HR work so often left to someone who does not have the necessary competence?
HR management is not simply hiring employees or processing payroll. It is a strategic pillar of the company that determines how people work, develop and achieve the organisation’s goals.
When HR work is managed by someone who lacks the necessary competence, the consequences can be as serious as those of a poorly performed operation.
Regina Jerofenko, HR expert and founder of HR Eesti, has seen how HR management is underestimated and entrusted to people who have neither the education nor the experience required for the role.
I have worked in organisations where HR management was given to an office employee or accountant simply because there was no one else available.
Regina Jerofenko, Founder of HR EestiImagine placing a young medical student in an operating room and hoping they will perform as well as an experienced surgeon. Does that sound logical? Yet similar decisions are made surprisingly often in HR management.
When HR work is in the hands of random people
Many small businesses do not see HR management as a priority because the first employees are often found through acquaintances and recommendations, and work organisation develops gradually. But once the company grows and the number of employees increases, the problems quickly become visible.
Accountants are excellent with numbers, but HR work is not limited to employment contracts and payroll.
Regina JerofenkoHR work includes recruitment, employee development, building motivation systems, shaping workplace culture and developing the organisation. When HR is handled randomly and without a clear system, problems quickly start to pile up.
Unclear roles and expectations. When employees do not have clear goals and responsibilities, confusion, duplication and tension arise within the team.
Recruitment becomes chaotic. When people are hired in a hurry and without a systematic selection process, the company may bring in people who do not fit the role or the values.
Management spends too much time on HR problems. Instead of focusing on strategy, leaders have to deal with labour disputes, conflicts and turnover-related issues.
Workplace culture develops randomly. When culture is not managed consciously, people do not feel engaged and start looking for better working conditions.
If no one would make an accountant a surgeon, why is HR management entrusted to someone who does not have the necessary experience and knowledge?
Regina JerofenkoWhy HR management must be strategic, not a formality
A company’s success depends on how people do their work and how well they contribute to the company’s goals. When HR management is systematic and consciously built, the company can grow more smoothly and avoid problems that later cost more time, money and energy.
HR management is not merely preparing employment contracts and calculating salaries. It is the management of people and processes.
Regina JerofenkoHR management ensures that the organisation’s goals are clear, the right people are in the right roles and everyone knows where they are heading. This requires a system, not random solutions.
What does systematic HR create?
A clearer recruitment strategy that supports company growth and helps retain the right people.
Performance management and development planning that connect people’s work with business goals.
What does random HR create?
Unclear expectations that reduce work quality and increase conflicts.
Lower motivation because people do not see development, recognition or a clear direction.
A clear recruitment strategy. When the selection and onboarding of new employees are well thought out, good people stay with the company longer.
Performance management and development planning. When every employee knows how their work contributes to the company’s goals, the quality of work improves.
An effective motivation system. Employees need more than a good salary — they need development opportunities, recognition and clarity.
Consistent development of workplace culture. When management culture supports cooperation and trust, the company becomes a more attractive employer.
Key idea: HR management must support the company’s goals. When built correctly, it helps the organisation grow, reduce risks and strengthen competitiveness.
Why do companies underestimate HR work?
Many companies do not recognise the critical importance of HR management until problems appear: high employee turnover, recruitment difficulties and managers spending too much time on people-related issues.
If accounting is not done, you notice it immediately. If HR work is not done, the problems appear more slowly.
Regina JerofenkoSalaries may go unpaid and tax declarations may remain unsubmitted — that is immediately visible. But when HR work is neglected, employees leave, recruitment becomes harder, the employer reputation suffers and managers no longer have time to focus on strategy.
When HR management works well, you do not have to think about it every day. When it is random and fragmented, it becomes one of the biggest obstacles to company development.
Is HR management in your company a preventive solution or a delayed fix?
Every company needs HR management. The question is whether it is a consciously built strategy or something handled only when needed and at the last minute.
If an organisation wants to grow and remain competitive, HR management must be systematic and goal-oriented.
Regina JerofenkoThis is not an area for experimentation or hoping that things will work out on their own. HR management directly affects how well people work, how long they stay and how far the organisation can go.
Is HR management in your company systematic and goal-oriented, or something that is considered only when problems arise? That choice determines how far your company can go.
Need HR management that truly supports your company’s growth?
HR Eesti helps companies organise HR processes, recruitment, work organisation, management practices and workplace culture so that HR is not a random side activity, but a system that supports business growth.
Contact us