Part - I

In today's 24/7, constantly changing, merging and consolidating, "do more with less" work environment, the letters "HR" could as easily stand for "Hub of Reorganization" as for "Human Resources." And, in fact, it's the intersection of these two organizational dynamics - human exchange and systemic change - that accounts for the inherent challenge and performance pressure for the HR Manager and other human resources professionals. When a person, over time, is confronted by high demands along with rapidly changing requirements and responsibilities (especially related to the welfare, safety, rights, etc., of others) and believes he lacks sufficient control, authority or autonomy to deal with such high pitched and fast paced demands, the result is predictable: Chronic Stress!

Let's begin with a list of HR-related stressors: -

1. Availability and Accountability
The stress factor is double-pronged: While HR may be a separate department, it is hardly an island in corporate waters; all company personnel believe they should have some representation through HR. HR should be at the beck and call of all employees. And if the HR professional totally buys into the rescuer role, taking every personnel problem home at night... beware: Burnout is less a sign of failure and more that you gave yourself away.

2. Objectivity
The challenge for an effective and widely accepted HR department is to maintain some functional independence even when part of the management structure. The HR professional must be somewhat detached from yet also be an objective and concerned advocate for both management and employees to be a robust problem-solving (not just numbers crunching) force in the organization.

3. Multiple Roles
In light of his or her hub position, not surprisingly, the HR manager/professional often plays many roles - from coach and counselor to cop and confessor. And, if that's not enough, he or she must be the organizational or interpersonal safety net or back up when there are breakdowns or problems with: -

1. manager-supervisor-employee relations,
2. reorganizational change, such as a downsizing,
3. hiring crises,
4. outdated or illegal policies,
5. prejudicial procedures, etc.

Next

* Mark Gorkin, MSW, LICSW, is a therapist, speaker, trainer, author and "Online Psychohumorist" known throughout the internet, AOL and worldwide as "The Stress Doc." He specializes in stress, organizational change, team building, career transition, creativity and HUMOR. Mark writes for such the national publications as Treatment Today and Paradigm Magazine and for the popular electronic newsletter Financial Services Journal Online.
The Doc is also the author of "Practice Safe Stress: Healing and Laughing in the Face of Stress, Burnout and Depression", "The Four Faces of Anger: Transforming Anger, Rage and Conflict into Inspiring Attitude and Behavior" and "From Stress Brakes and Shrink Rap to Safe Stress and Cool Moon Cats: The Wit and Wisdom of the Stress Doc" (a collection of his former syndicated "Stress Brake" radio and television essays).