Introduction: The problem we are addressing in this assignment below is about the problems of human resource management, the author here has explained through the topic “Why do we hate human resources? " all the problems faced by human resource management: managers and many times had disconnection with employees in most cases. He started his case by raising "why doesn't HR do a good job - and how can we fix the problem?", then continues with sarcastic criticism of people's general view towards HR - which HR people only find a great excuse to celebrate – calling it an HR leadership training program in the most expensive resorts Considered by many to be a waste of time. Answer the questions asked: Case analysis and identification of issues regarding the practice of management human resources: 1) "The people of human resources they are not the sharpest pins." There is a growing gap between the capabilities of those who work in human resources and the business intelligence needed to become successful strategic partners in a corporate organization. Anthony Rucci, EVP of Cardinal Health Inc., summarizes all this in one statement: “…business acumen is the most important factor missing from human resources professionals in the United States today.” So soft skills are not enough. The primary burden of the HR Manager is to serve the business objectives of the organization; therefore, if the HR manager does not understand all aspects of the business, he will not be able to carry out his duties effectively. These skills must be used in the context of the company's strategic function.2. “HR pursues efficiency instead of value.” Departments waste a lot of time reporting efficiency measures such as the percentage of workers with higher education or worker satisfaction because it is easier to measure than the impact of such activities on the organization's bottom line. HR departments argue that these activities and metrics are important to know, but such metrics do not hold up in a vacuum. Most programs and/or activities approved and implemented by HR must bring significant value to companies and help them achieve growth performance. Just as the “Return on Investment” metric explains the impact of investments on an individual or organization's bottom line, so managers in this department must develop a similar metric to understand the financial impact their activities have on the success of an organization.