[quote RosesAndHellebores]@SolasAnla your post has really annoyed me. I am in a very senior HR role. It is not HR's role to manage. It is HR's role to provide appropriate guidance in accordance with policy and procedure to enable managers to manage. All too often that guidance is given and managers do diddly squat and then blame it on HR.
It is not HR's role to facilitate a temp, ie, to have the procured agencies in place and a system for approvals. It is up to the manager to get it approved. It is likely only to be approved if there is budget for it or it is evident the absence is having a detrimental impact on the operational needs of the business and can't reasonably be covered by existing staff.[/quote]
@RosesAndHellebores you work in Human Resource Management.
Recruiting, Retension, and Removal.
If your company have recruited managers who do diddly squat on managing their team resources could it be that the HR managers need to up their game and make sure that the recruitment process look at human management skill sets?
Set recruitment questions like how would you manage OP's situation. And yes HR should be active in managing long term sick as the company need to decide to manage on either a Retension or a Removal basis because as you point out some managers don't follow company policy. What's the cost implication for managing a discrimination claim?
And if HR is not concerned with the missing hours how will the Retension bit go with other team members. Are there HR risks over stress and people quitting. If the manager wont manage the sickness and wont manage the work displacement, what's the cost implication for loss of experieced workers and managing additional claims?
If a manager is doing diddly squat should HR be looking at retraining or even removal of incompetent managers.
Because policy is about how employee's do their job. If HR policy is wrong it needs to be changed. But if employee's dont follow policy they are not doing their jobs.
I presume that you added in the word not in error?
It is not HR's role to facilitate a temp, ie, to have the procured agencies in place and a system for approvals.
HR need to be involved in quality control from the Recruitment to the end or HRM can be covered by whoever writes the legal and operational policy.
or it is evident the absence is having a detrimental impact on the operational needs of the business and can't reasonably be covered by existing staff.
Contingency or catastrophe planning should involve HR. Key roles, succession, minimum cover all require HR input on availability of inhouse or external staff/role skills.
Failing to retain the existing staff usually has a detrimental impact.
Advice given here will always be first stop doing the work then look for a new job.
It is up to the manager to get it approved.
So yes apologies point 2 should have focused on the direct line manager with HR acting in the background.
2) HR Management are not providing the cover
HR can position to clean up mismanagement or to proactively manage to prevent it.