HR people, management, human capital people. Operations personnel. This is all lipstick. On a pig, in my opinion, because it's really two sides. Of the same coin. I'm not sure why we need a dozen different. Names for the same role, but everyone is looking to cutesy. Up their title or make things sound different than they actually are. What exactly is the difference between an HR manager? And an HR business partner anyway. We'll answer these and other HR. Related questions in today's episode of the HR files. Welcome. To the HR files and I felt it was important to start. This podcast and with this specific title, because. Well, the truth really is out there for those of us who already. Are in the field. Oftentimes we are an HR department. of one and perhaps you were sort of grandfathered. Or grandmothered into your role? Usually when this happens, the individual in question. Doesn't have any sort of formalized HR training. So if that's your situation, or even if you're a seasoned HR, professional with tons of experience. This podcast is for you. This series is even appropriate for those on the periphery. Of HR, anyone who manages people owns a business or. Those who just have a genuine interest in all things, HR. I'm Dr. Tonya cannon and I am the founder and CEO. Of exceptional consulting services. So what. It makes me qualified to speak on such a complex topic. Well, aside from my 33 years of experience as an HR. Professional. I have a doctorate in organization and management with a specialization. In management education. And two master's degrees. One in HR management. The other in communications. I'm also a college professor. So not only have I lived this stuff. But I'm able to bring those experiences to bear both in the. Classroom and on this podcast. In addition, it might interest you. You to know that I'm an actor writer and producer of feature. and short length films, some of which have won awards. So, I guess you could say I'm probably a little bit of a ham. But it works for me. Suffice it to say that in my capacity, As a veteran HR pro. I've seen and done a lot. If you're new to the field of human resources, you might have. Have more than a few questions. Like what is HR actually do anyway? I think the list of things we don't do would be shorter. But. Suffice it to say we do more than just push. Papers plan parties or some of the other myths you. Might've heard about us. In fact, when speaking to my students in. The HR courses. I liken the HR department as a company Within the company. For example, payroll in HR. Would equate to accounting in the broader company, talent acquisition. Or recruiting would be likened to sales and marketing. In smaller companies where everyone wears more than one hat, perhaps You might actually be referred to by your government name. However Based on my experience in varying sizes of organizations. Everyone in the department is HR. ask about X, reach out to HR. to ask about Y Essentially, we often. Cease to become real people, which is kind of ironic, given the title behind. our department, you know, human resources. But I. Digress. Being a member of this field can be challenging. for a number of reasons, especially when you're the only person. In the department or you have a very small team of professionals. Since you're mostly dealing with confidential issues, having. Work friends, quote, unquote can be tricky. Think about. The fact that if you found out that there is about. To be a layoff that is going to impact your work friend. And said, friend is about to close on a very expensive. house. Do you tell the work friend. Or do you sit. on the information. On the other hand, because we're so isolated. if we're in smaller organizations. We definitely need to have someone to vent to about that one employee. who complains about everything and puts forth the least. Amount of effort. Now if you're an effective HR. Professional of integrity. Oftentimes we are an HR department. of one and perhaps you were sort of grandfathered. or grandmothered into your role? Usually when this happens, the individual in question. Doesn't have any sort of formalized HR training. So. if that's your situation, or even if you're a seasoned HR, professional with tons of experience. This podcast is for you. This series is even appropriate for those on the periphery. Of HR, anyone who manages people owns a business or. Those who just have a genuine interest in all things, HR. I'm Dr. Tonya cannon and I am the founder and CEO. Of exceptional consulting services. So what. It makes me qualified to speak on such a complex topic. Well, aside from my 33 years of experience as an HR. Professional. I have a doctorate in organization and management with a specialization in management education. And two master's degrees. one in HR management. The other in communications. I'm also a college professor. So not only have I lived this stuff. But I'm able to bring those experiences to bear both in the. Classroom and on this podcast. In addition, it might interest you. You to know that I'm an actor writer and producer of feature. and short length films, some of which have won awards. So, I guess you could say I'm probably a little bit of a ham. But it works for me. Suffice it to say that in my capacity, As a veteran HR pro. I've seen and done a lot. If you're new to the field of human resources, you might have. Have more than a few questions. Like what is HR actually do anyway? I think the list of things we don't do would be shorter. But. Suffice it to say we do more than just push. Papers plan parties or some of the other myths you. Might've heard about us. In fact, when speaking to my students in. The HR courses. I liken the HR department as a company within. the company. For example, payroll in HR. would equate to accounting in the broader company, talent acquisition. Or recruiting would be likened to sales and marketing. In. smaller companies where everyone wears more than one hat, perhaps you. might actually be referred to by your government name. However based. on my experience in varying sizes of organizations. Everyone in the department is HR ask about X, reach out to HR to ask about Y. Essentially, we often. Cease to become real people, which is kind of ironic, given the title behind. Our department, you know, human resources. But I. Digress. Being a member of this field can be challenging. for a number of reasons, especially when you're the only person. In the department or you have a very small team of professionals. Since you're mostly dealing with confidential issues, having. Work friends, quote, unquote can be tricky. Think about. The fact that if you found out that there is about. To be a layoff that is going to impact your work friend. And said, friend is about to close on a very expensive. House. Do you tell the work friend. Or do you Sit on the information. On the other hand, because we're so isolated. if we're in smaller organizations. We definitely need to have someone to vent to about that one Employee who complains about everything and puts forth the least. Amount of effort. Now if you're an effective HR. Professional of integrity. You realize. Ally's you can't go around venting about one employee to another in the same organization. so what do you do? It's important to understand. The need for community when it comes to HR. That's certainly One of the things I hope to accomplish with this podcast. Part of that community. Is identifying who's who and what their function is. Finding out how they make it work in their organizations. When I opened the show, I posed a question as to the difference between. An HR manager and an HR business partner. Oftentimes, these titles are used interchangeably, but there actually is a difference between the two. Managers usually do. Do the day-to-day execution of HR functions like doing interviews or. We're processing payroll, HR business partners on the other. Hand are generally considered to be more strategy-based. Liaising between the HR department and the other departments. Within the organization. So why so many titles. To answer this question. We have to take a little trip. Back in time. When the US experienced its own Industrial revolution around 1870 many people went To work in factories, including children. And well people. Being people and led by the almighty dollar workers Ended up. Being terribly mistreated in the workplace, which led. Led to a variety of horrible work scenarios, including some fatalities. This led to a lot of government legislation to Protect workers, kids to. As well as the unionization of many. Larger organizations. Now that's not to say that unions Didn't exist before then I think. Probably the first recorded. Union in the us was in 1768, which. Involved. Journeyman. That's what they were called. So I'm not. Being politically incorrect here. Journeymen tailors. The Second strike occurred in 1794. When. Shoemakers formed the federal society of journeymen codweiners. the establishment of this group, Marked the beginning of a sustained trade union organization. in the country. We'll save our discussion on the exclusion. Of people of color and women and immigrants from Union membership for another conversation, but make no mistake. We will talk about it. Now because the union's wielded. So much power companies had to look for any way that. They could to appease the workforce. Without giving up their ability. To make the profits. They wanted. This approach led organizations. to give more. Top shelf titles. For the same job. And the same money. Perhaps. You've heard of the director of first impressions. I E receptionist. Or maintenance engineers. I E custodians. It's interesting that people accept a title That doesn't offer the perks of someone who is an actual director or. Engineer, but consider that the reverse is true as well. Lower rank for jobs that require more skill in order to not have. Have to pay the person. The market or industry value of the higher. Higher paying role. Making someone, a senior HR special. Specialist and then giving them director of HR duties to execute. Would be one example. Now as an actor and a screenwriter, I'm actually. Part of two unions. However, it might surprise you to hear that. I'm not really a fan. You're a fan of unionization. Now here's the caveat. I don't believe in unions unless. Unless the organization in question is not doing right. By its employees and, or has an ineffective HR department.