How much can you trust HR?

For HR, we should maintain some trust, but we should do detailed analysis and in-depth thinking. As a 30-year-old professor, I think the trustworthiness of HR depends on the following factors.

First of all, I will consider the professional ability and experience of HR, who is an expert in human resource management. They should have solid knowledge and experience in recruitment, staff development and organizational change. If HR has rich background, successful case experience and good reputation in related fields, then I will be more inclined to believe what they say. For example, if HR is a professional who graduated from a top university in the field of human resources management and successfully leads the company to carry out organizational changes, then I will think their suggestions and decisions are reliable.

Secondly, I will consider the motivation and interests of HR, which plays a bridge role in the company. They should meet the needs of employees and pursue the interests of the company. Therefore, HR may make some decisions according to the interests of the company, and may even conceal some information. As professionals, we should be vigilant and learn to read the subtext of HR, for example, HR pays too much attention to the interests of the company and ignores the rights and interests of employees in negotiations, then I will have some doubts about its statement.

Third, I will consider whether HR's words and deeds are consistent. HR should have high interpersonal and communication skills. If the advice or information given by HR on different occasions is contradictory, then I will question the truth of his words. For example, if HR said at the staff meeting that the company attached great importance to staff development, but did not provide corresponding training and promotion opportunities in actual operation, then I would doubt his statement.

Fourth, I will consider HR's feelings and intuition. Although HR decisions should be based on data and facts, sometimes intuition and inspiration are also important references. Especially when dealing with employee relations and resolving conflicts, HR needs to rely on their insight and interpersonal perception to make decisions. Therefore, if the advice given by HR is based on their intuition and feelings, and it has been verified in the past practice, then I will be more inclined to believe what they say.

Finally, I believe that HR's words also need to be compared and measured with other information and opinions. As a professor, I am used to doing a lot of research and reading in order to get comprehensive and accurate information. So when HR gives some advice, I will compare it with my own research and experience and discuss it with colleagues and other professionals in order to make a comprehensive decision.

Generally speaking, as a professional with independent thinking ability, you should be cautious and critical when listening to HR. You should consider HR's professional ability and experience, motivation and interest, words and deeds, feelings and intuition, and compare and measure HR's words with other information. Only in this way can we handle the suggestions given by HR more wisely and make better decisions.