There are numerous books on challenges faced in HR functions in an organization, but not on the problems faced by HR practitioners in a firm. What are all the problems they face with respect to career growth, training they receive, and salaries, etc.?
From Saudi Arabia, Riyadh
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2From Saudi Arabia, Riyadh
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Dear Spv88,
From an HR point of view, I do not see any difference if you talk about an "Organization" or a 'Firm'. There could be instances when the above two usages can be overlapping. To put it simply, humans and their behaviors could easily be standardized by common theories irrespective of the nature of a company set up.
V. Raghunathan
From India
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From an HR point of view, I do not see any difference if you talk about an "Organization" or a 'Firm'. There could be instances when the above two usages can be overlapping. To put it simply, humans and their behaviors could easily be standardized by common theories irrespective of the nature of a company set up.
V. Raghunathan
From India
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Thank you for the reply, Mr. Raghunathan. But, please allow me to frame my query a little differently. Could you please give me:
1) Top 3 challenges/Key Responsibility Areas (KRAs) of HR function at your firm.
2) Top 3 priorities (HR function) of your own with respect to your career/functioning/interaction in your firm.
From Saudi Arabia, Riyadh
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1) Top 3 challenges/Key Responsibility Areas (KRAs) of HR function at your firm.
2) Top 3 priorities (HR function) of your own with respect to your career/functioning/interaction in your firm.
From Saudi Arabia, Riyadh
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Hi Spv88,
I can answer your first query. The three KRAs could be:
1. Recruitment
2. Training
3. Employee Satisfaction
Goals have to be created in each, suiting the company's needs. I am not answering your second question as I am not in active service, having retired after attaining 60 years of age three years ago. Presently, I am a Process Consultant and also a Soft Skill trainer.
V. Raghunathan
From India
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I can answer your first query. The three KRAs could be:
1. Recruitment
2. Training
3. Employee Satisfaction
Goals have to be created in each, suiting the company's needs. I am not answering your second question as I am not in active service, having retired after attaining 60 years of age three years ago. Presently, I am a Process Consultant and also a Soft Skill trainer.
V. Raghunathan
From India
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On a philosophical note, I can tell you, when a human interacts with another human, there will be a transaction. The transaction can be good, bad, or ugly considering the mindset of the individuals. This is common for all functions, roles, and responsibilities and not unique to HR alone. If the problems relate to equipment, machinery, etc., they can be set right by engineers, i.e., human beings. However, if the problems relate to another human being, our creator, i.e., Almighty, cannot come and set them right. We humans have to do it ourselves. So long as humanity is there, conflicts cannot be avoided. However, it is up to the persons concerned at all levels to create an environment where the conflicts can be avoided or reduced by installing proper mechanisms. There should be sacrifice from both sides without any egos! Instead of looking at the problems as problems, look at them as opportunities to improve the situation, service, or performance.
Best wishes
From India, Bengaluru
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Best wishes
From India, Bengaluru
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I definitely get your point Mr. Sundaram. But, since you work in the same field, I was wondering if there are anything specific points you would like to provide me wrt my queries please?
From Saudi Arabia, Riyadh
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From Saudi Arabia, Riyadh
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Hi, this is in line with the answers given by Mr. Raghunathan, sir. While I appreciate the post and discussions herein, I would like to answer the second part of the question. Every organization and the HR, in turn, have concerns about:
A) Organizational commitment issues
B) Employee satisfaction issues
C) Talent management issues
HR managers are expected to address issues of such nature while aligning the company's objectives, keeping in mind the proportional growth of employees. To achieve all these, managers engage in training exercises, the formation of KPIs and KRAs, processes, and procedures, along with legal bindings.
Having said this, I personally feel that understanding human behavior, coupled with the required qualifications and experience, makes a true HR manager who can take the reins of an organization in their hands and turn it into a brand. HR professionals do not drive the company, but they drive the people who drive it.
From India, Vadodara
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A) Organizational commitment issues
B) Employee satisfaction issues
C) Talent management issues
HR managers are expected to address issues of such nature while aligning the company's objectives, keeping in mind the proportional growth of employees. To achieve all these, managers engage in training exercises, the formation of KPIs and KRAs, processes, and procedures, along with legal bindings.
Having said this, I personally feel that understanding human behavior, coupled with the required qualifications and experience, makes a true HR manager who can take the reins of an organization in their hands and turn it into a brand. HR professionals do not drive the company, but they drive the people who drive it.
From India, Vadodara
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One of the most important challenges facing HR to be a value addition factor in the organization is adding value to the organization by retaining talented and best employees. Such rare employees are always in demand and get poached or change jobs for better options. So how to retain - what policies to follow, what kind of work environment to be given?
Getting the next big idea and commercialization is one thing, while successful team engagement and retention rates increase by putting in place a joint intellectual effort for organic evolution within a workspace.
From India, Pune
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Getting the next big idea and commercialization is one thing, while successful team engagement and retention rates increase by putting in place a joint intellectual effort for organic evolution within a workspace.
From India, Pune
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Hi,
In line with the answers given by Mr. Raghunathan, while I appreciate the post and discussions herein, I would like to answer the second part of the question. Every organization and the HR, in turn, has concerns about:
A) Organizational commitment issues
B) Employee satisfaction issues
C) Talent management issues.
HR managers are expected to address issues of such nature aligning the company's objectives, keeping in mind the proportional growth of employees. To achieve all these, managers conduct training exercises, establish KPIs and KRAs, implement processes and procedures, along with legal compliance. Having said this, I personally feel that understanding human behavior, coupled with the required qualifications and experience, makes a true HR manager who can take the reins of an organization in their hands and build it into a brand. HR professionals do not drive the company but they drive the people who drive it.
From India, Vadodara
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In line with the answers given by Mr. Raghunathan, while I appreciate the post and discussions herein, I would like to answer the second part of the question. Every organization and the HR, in turn, has concerns about:
A) Organizational commitment issues
B) Employee satisfaction issues
C) Talent management issues.
HR managers are expected to address issues of such nature aligning the company's objectives, keeping in mind the proportional growth of employees. To achieve all these, managers conduct training exercises, establish KPIs and KRAs, implement processes and procedures, along with legal compliance. Having said this, I personally feel that understanding human behavior, coupled with the required qualifications and experience, makes a true HR manager who can take the reins of an organization in their hands and build it into a brand. HR professionals do not drive the company but they drive the people who drive it.
From India, Vadodara
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Hello,
I believe the challenges that an HR practitioner usually faces are:
1. Going beyond the typical label of an admin support role and becoming an active business contributor.
2. Gaining acceptance as a business partner on par with Sales, Marketing, Finance, or Operations.
3. Being able to quantify the various Key Result Areas (KRAs) of the HR department. Apart from recruitment, training man-days, and compensation and benefits activities, measuring the effectiveness of HR can be challenging.
Our senior, more experienced members will likely be able to articulate these challenges more effectively, but this is my perspective on the matter.
Regards,
Vineeta
From India, Mumbai
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I believe the challenges that an HR practitioner usually faces are:
1. Going beyond the typical label of an admin support role and becoming an active business contributor.
2. Gaining acceptance as a business partner on par with Sales, Marketing, Finance, or Operations.
3. Being able to quantify the various Key Result Areas (KRAs) of the HR department. Apart from recruitment, training man-days, and compensation and benefits activities, measuring the effectiveness of HR can be challenging.
Our senior, more experienced members will likely be able to articulate these challenges more effectively, but this is my perspective on the matter.
Regards,
Vineeta
From India, Mumbai
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