IMO, this rises from factors such as: unquestioning support of managers over subordinates; punitive performance management; jumping straight to code of conduct to deal with workplace issues, especially interpersonal conflict; lawyering up to discard problem employees, in preference to effective intervention; poor execution of reviews and reorganisations; and tick a box approaches to training and support – eg, say, running flavour of the month training on issues such as bullying, diversity or performance management, without effective evaluation or follow up.

Often, senior management support destructive practices to make problems go away.

Unfortunately, HR doesn’t have much option about being “over-intrusive”. As Julie mentions below, current legislative requirements are what’s driving the greater involvement of HR in everyday business decisions. There is too much risk involved in not getting it right.

Is it HR that is over-intrusive – or is it over-prescriptive legislative frameworks driving a higher expectation of HR/WHS?