Stöd till HR En kvalitativ studie om det stöd HR-chefer upplever att de behöver och får i sitt arbete

Abstract

The HR function has developed to be an important and versatile function, and their work often permeates the organisation as a whole. Through this they contribute to the success and competitiveness of the organisation. At the same time the demands of HR Professionals has grown, as the psychosocial health has become a bigger issue. Not to take care of and support the HR function, with the width and weight of their work, might thus be a risk for the organisation. The aim of this thesis is therefore to examine and create understanding for how HR Managers experience need for support, and to what extent they experience receiving it. Further it seeks understanding for what meaning the support has for HR Managers. There is, as far as we are concerned, limited previous research on the topic. The existing research is rather put into what the tasks of HR Professionals actually are and what causes they have for the HR Professionals themselves. The theoretical concept of the thesis is social support, with underlying concepts such as different types and sources of social support. The study is conducted through a qualitative research method. Six semi-structured interviews with HR Managers were held and generated the empirical data that later was, in combination with the theoretical concept, analysed through a thematic analysis. The results revealed that HR Managers received social support at work, but not to the great extent they had need for. Instead, they had to turn to their private sphere to cover up for the lack of social support at work. This was especially prominent when they needed to handle confidential or emotionally challenging situations. This could be a risk for organisations, as previous research has shown that it is the support at work rather than from the private sphere that has positive outcomes for individuals, such as increased competence, professional growth and effectivity. These outcomes are thus lost, as HR Managers do not receive the support they need from their organisations, and they can therefore not reach their full capacity. In combination with the importance and versatility of the HR function, the lack of support for HR Managers could affect the whole organisation.