What Does HR Do? Debunking Myths & Redefining the Role with Empuls

The future of work may be changing, but human connections are here to stay. Whether we are working from the office, home, or Mars, you’ll still need to wave that magic wand so your rockstar ninjas and superstar samurais don’t just come to the water but drink from it too. If you’ve ever asked yourself what does HR do?  

The answer lies in exactly that—making people want to show up, thrive, and grow. If there’s one ‘Resource’ with the power to make that happen, it’s ‘HR.’ 

Ada yang mengatakan ekonomi tidak akan menjadi sains yang tepat (orang yang sama yang mengerutkan kening apabila seseorang berkata, "Saya seorang B.Sc dalam Eco") kerana ia berkaitan dengan ketidakupayaan dan ketidakpastian sifat manusia. 

Perkara yang sama berlaku untuk HR. Inilah sebabnya mengapa tidak ada pujian yang cukup untuk suku intelektual ini yang secara konsisten mencatatkan undang-undang alam dan mengubah seni mobilisasi manusia menjadi sains (baik, hampir). Dan sebaliknya. 

What does HR do: Debunking the myths 

Wira kehidupan sebenar tidak datang dengan JDs dan KRAs. Mereka membuatnya semasa mereka pergi, yang membuat banyak mitos HR yang berkaitan dengan pekerjaan mereka menyeronokkan dan mendesak. Mari kita lancarkan mereka. 

HR myth #1 

• What people think HR does: Raise tickets 
• What does HR do: Raise the game 

Case in point: When it comes to ensuring that workers’ grievance finds a presence of prestige in the decision-making process, the HR department at FedEx Corporation—much like the brand itself—delivers ahead of expectation. 

Falsafah syarikat People-Service-Profit, yang dikandung pada tahun 1970-an, terus menjadi kuat pada abad ke-21. Setiap tahun, pasukan HR menjalankan program tinjauan dan tindakan maklum balas yang menghasut yang melombong maklum balas berharga bagi pihak pengurusan untuk mengkaji semula dan mengubah rangka kerja budaya pangsi. 

Dan borang-borang yang semua orang mengisi? Nah, mereka pergi untuk memenuhi matlamat yang cukup tinggi: Membina tempat kerja yang mencerminkan nafsu sebenar masyarakat dan memperkasakan aspirasi yang tidak diucapkan oleh orang-orang baik di FedEx. 

HR myth #2 

• What people think HR does: Construct (fire) walls and (glass) ceilings 
• What does HR do: Construct (second) homes 

Case in point: The Cadbury brothers (yes, the people behind the yumminess) were pioneers in industrial relations and employee welfare. In the late 1870s, with business booming, they took the jaw-droppingly radical decision to shift a slice of their operations to the countryside. 

Ini jauh sebelum revolusi luar bandar Zoho dan berdasarkan keyakinan bahawa jika sifat murni dan makanan organik cukup baik untuk hidup dan bermain, cukup baik untuk bersenam. 

Legacy books of HR were swiftly re-written. From swimming programs to heated dressing rooms to separate gardens for women and men (all unheard of at the time), Cadbury’s Bournville Village—today a thriving modern community—was not only a true trendsetter but also remains an inspiration for Human-first HR leaders to recreate the allure of ‘home’ at work. 

HR myth #3 

• What people think HR does: Play mind games 
• What does HR do: Build playgrounds for the mind 

Case in point: The HR minds at Quicken Loans, an organization that ranks amongst the Top 5 Best Places to Work by Fortune Magazine, painstakingly de-weeds shackles and red-tape from workflows to create a culture of unfettered collaboration and creativity, something that encourages employees to take leaps of faith without fear of failure. 

Syarikat itu percaya bahawa apabila orang mempunyai penampan psikologi untuk kembali, mereka boleh naik ke ketinggian yang menakjubkan dan melakukan perkara-perkara hebat. Di DreamWorks Animation, sebaliknya, pekerja digalakkan untuk mempamerkan hobi, karya seni, atau projek peribadi mereka (yang mempunyai hubungan dengan kerja syarikat) di siang hari. Pengiktirafan awam keupayaan sedemikian jauh lebih untuk mengepam semangat pekerja daripada sebarang bonus boleh. 

HR myth #4 

• What people think HR does: Rein us in 
• What does HR do: Help us reign 

Case in point: Hyatt's talent leaders amended their HR policy by extending the same levels of hospitality (which they extend to their guests and customers) to their employees. 

Akibatnya, pekerja di Hyatt diilhamkan untuk membawa 'avatar sebenar dan tidak tercabut' mereka ke tempat kerja, mewujudkan pengalaman pelanggan yang sahih yang dibuat dan kontur pada ikatan tulen. Sos rahsia ini, dari masa ke masa, menjadikan Hyatt sinonim dengan 'penginapan luar biasa' yang berlarutan lama selepas seseorang telah memeriksa. 

Dalam nada yang tidak berbeza, SouthWest Airlines memberikan pekerja tangan percuma untuk mereka bentuk dunia mereka, termasuk pakaian seragam dan keseimbangan kerja-kehidupan mereka. Rasa kebahagiaan biasanya tumpah, muncul dalam tingkah laku mereka dengan pelanggan dan mencerminkan secara positif pada jenama. Daripada mengekang kita, HR menetapkan mereka bebas untuk memerintah dan bersinar. 

HR myth #5 

• What people think HR does: Hire 
• What does HR do: Take us higher 

Case in point: In The Admiral Group, people can give back to the community through charity, knitting teams closer over a shared ‘cause’ that’s bigger than any business target. In Cisco, a service-first culture goads and pokes employees to reach out to local communities. 

Reaksi rantaian positif yang dilepaskan secara meluas dianggap telah mendorong, dengan cara yang unik, kenaikan tanpa henti saham, ekuiti dan muhibah Cisco selama bertahun-tahun. 

HR myth #6 

• What people think HR does: Guardrail over us 
• What does HR do: Watch over us (ala guardian angel) 

Case in point: 'Angel in Disguise' is one of your HR's disguised KRAs. It is so at Health Catalyst, where the ever-agile, ever-empathetic tribe helped a worker build a controlled living environment for a newborn child with a rare immune deficiency. 

The guys at BAF are no less 'protective' of their flock: When one of their employees encountered a severe road accident, the company thoughtfully shifted them from the third floor to an apartment on the first floor. 

Bukan itu sahaja. Mereka memasang apartmen dengan semua teknologi dan sistem yang diperlukan oleh pekerja untuk terus berhubung dengan kerja semasa tempoh pemulihan. Semasa detik-detik yang tidak didengar ini, kita menyaksikan wajah terbaik HR: Tidak mementingkan diri sendiri, masuk akal dan yang menjaga kepentingan pekerja dan organisasi terlebih dahulu, depan, dan tengah. 

HR: The role that makes us roll 

Accenture’s ‘Hours-that-Help’ lets employees donate their leaves to colleagues ‘in need’, Flipkart’s paternity leave policy supports new fathers, Google’s ‘hobby time’ promotes creativity, and BHEL encourages exploration across verticals through flexible roles.  

Godrej’s Talent Auditions (LOUD: Live Out Your Dreams) empower self-expression, Marriott calls employees ‘associates’ to foster mutual respect, and SAP Labs supports employee passions through dramatics, music, and dance societies.  

Coca Cola champions diversity, while ITC entrusts young talent with enriching responsibilities. These are not just policies—they reflect the transformative and life-saving resourcefulness of the greatest Human Resource ever known: HR. Yet, despite these innovations, HR myths persist. 

 There’s a little bit of HR in all of us 

Jika anda fikir Sumber Manusia adalah satu jabatan dengan lokasi, ruang atau kubikel tertentu, fikirkan semula. HR anda tersebar di seluruh pejabat anda. Eksekutif HR meluncur dan waltz dengan mudah melalui setiap pintu dan jabatan (kebanyakan masa tanpa sesiapa yang perasan), diam-diam memangkas 'I' di sini dan perlahan-lahan menala 'T' di sana supaya keadaannya masak dan tepat apabila tiba masanya untuk kita mengambil pentas dan menandakan kemuliaan. 

Ya, untuk setiap prestasi virtuoso oleh Jualan, IT atau Produk, terdapat 'penginjil manusia' yang setia dan bersemangat di suatu tempat di sayap yang telah berhati-hati mengeluarkan kerikil dan ranjau darat supaya kita boleh berarak. Bolehkah kita berdiri sekali lagi untuk ovasi yang kita panggil dilangkau? 

Every role needs a touch of HR magic to come into its own 

So, what does an HR do for the people of the organization? Let’s break it down. 

• The product manager who needs to add a fresh shot of adrenaline to the idea by stimulating unconventional thinking. 
• The supervisor who needs to reward the consistently honest intent of a trooper who prefers to stay in the shadows. 
• The sales leader who needs a little nudging and coaching to hit the golden stride. 
• The revenue leader who needs more face-time with teams to optimize processes. 
• The CXO who needs to do lunch with an intern to seed culture traits (like trust, fairness, and a learning attitude) from the ground-up. 

Apabila push datang ke pantai, mereka mempunyai strategi yang sama, dan mudah, pergi: "PANGGIL HR." 

Oleh itu, mari kita lakukan dengan tepat, bukan? Mari kita panggil orang-orang ini untuk siapa mereka: Badan pemikir, arkitek, mengecut, guru, tentera, pendamai, penyembuh, dan pekerja keajaiban yang membayangkan semula tabiat dan habitat kita bata oleh bata. Supaya kita dapat menemui tujuan kita, memperkasakan potensi kita dan mengejar impian kita. 

How Empuls empowers the modern HR professional 

Here’s a detailed breakdown showing how Empuls helps HR professionals rise above outdated perceptions and showcase their transformative value, exactly as emphasized in the HR myth-busting narrative: 

1. From “raising tickets” to “raising the game” 

Empuls redefines how HR handles feedback and grievances by: 

• Real-time employee listening: Through eNPS, pulse, and lifecycle surveys, HR captures actionable insights at every touchpoint in the employee journey​. 
• AI-powered nudges: “Em”, the personal recognition assistant, nudges managers to acknowledge achievements, making recognition timely and data-driven​. 
• People analytics: Delivers deep insights into engagement trends, helping HR proactively pivot strategies​. 

Much like FedEx’s People-Service-Profit philosophy, Empuls places people first with structured feedback loops and transparent communication. 

2. From “constructing ceilings” to “creating second homes” 

Empuls fosters belonging and inclusion through: 

• Social intranet: Empuls’ internal comms platform mimics a digital workplace where news, events, and wins are shared, reducing siloed communications​. 
• Community groups & wishboards: Employees connect over shared interests and celebrate personal and professional milestones, emulating the community-centric approach pioneered by Cadbury​. 

Like Cadbury’s Bournville, Empuls creates a workplace where employees feel cared for and connected. 

3. From “playing mind games” to “building playgrounds for the mind” 

Empuls encourages psychological safety and creativity with: 

• Gamified recognition: With badges, leaderboards, and contests, Empuls promotes playful engagement and recognition​. 
• Diverse content formats: GIFs, quizzes, polls, and videos let employees express and engage in varied, fun ways​. 

Similar to Quicken Loans and DreamWorks, Empuls fosters a culture of creativity and self-expression. 

4. From “reining in” to “helping us reign” 

Empuls enables employee autonomy and authenticity through: 

• Customizable recognition programs: Empowers teams with peer-to-peer, team, value-based, and jury awards that reflect genuine contributions​. 
• White-labelling & personalization: HR can brand the platform to mirror company values and culture​. 

Like Hyatt or SouthWest, Empuls allows people to bring their true selves to work. 

5. From “just hiring” to “taking people higher” 

Empuls contributes to meaningful growth and impact via: 

• Milestone & learning rewards: Celebrate achievements like learning completions or wellness challenges, building intrinsic motivation​. 
• Charity & volunteer recognition: Support causes through charity redemptions and team events that boost purpose alignment​. 

Like Cisco or Admiral Group, Empuls inspires giving and growing beyond KPIs. 

6. From “guardrails” to “guardian angels” 

Empuls supports holistic employee well-being: 

• Early wage access: Provides salary advances with no employer liability for unplanned expenses​. 
• Fringe & tax-saving benefits: Covers expenses for meals, fuel, telecom, learning, and even family care​. 
• Mental health support: Rewards programs for wellness, fitness, and mindfulness activities​. 

Like Health Catalyst or BAF, Empuls champions compassionate care for every life stage. 

The closing statement from the narrative — that “There’s a little bit of HR in all of us” — resonates deeply with Empuls’ holistic architecture. Empuls doesn't just support HR; it decentralizes engagement by enabling every employee to participate in shaping culture, one recognition, survey, or shared celebration at a time.