It is essential to implement all HR practices while recruiting, selecting, motivating, and retaining employees. Unfortunately, not all HR practices are implemented in organizations practically. My question is, "Why could all HR practices not be implemented in an organization?"
From Pakistan, Lahore
From Pakistan, Lahore
Hi,
Yes, you are very correct. Not all HR practices can be effectively implemented in an organization due to certain employees who do not want HR to function properly and progress. Some people view HR as a joke and create unnecessary issues around it.
From India, Bangalore
1Yes, you are very correct. Not all HR practices can be effectively implemented in an organization due to certain employees who do not want HR to function properly and progress. Some people view HR as a joke and create unnecessary issues around it.
From India, Bangalore
Dear friend,
First and foremost, we acquire education with the wrong belief that theory is entirely different from the practical industrial world. This misconception is often reinforced by our seniors as well. Most things become applicable when policies are formulated with the intention of implementing theories in practice.
Thanks and regards
From India, Calcutta
First and foremost, we acquire education with the wrong belief that theory is entirely different from the practical industrial world. This misconception is often reinforced by our seniors as well. Most things become applicable when policies are formulated with the intention of implementing theories in practice.
Thanks and regards
From India, Calcutta
Dear Azybro,
In the list of HR activities, you have not mentioned manpower planning, training and development, career planning, performance management, talent management, etc.
HR also has to handle administrative jobs like managing attendance, payment of salary and wages, and other statutory activities as per the various statutes.
All the HR practices are not implemented because of a lack of understanding of HR function by the business leaders. They give prominence to marketing, finance, and then operations, considering HR as a secondary function.
The second reason is that not enough examples are available in the industry wherein CEOs had an HR background or even business owners had an HR background, attributing their success to the HR background.
Not that HR professionals do not start their businesses. However, when they venture on their own, the general tendency is to get into recruitment, training, performance management, and organizational development, all part of HR. Nevertheless, we do not have an example wherein an HR professional gets into hardcore business and demonstrates to the world that expertise in areas like "Talent Management," "Performance Management," or "Organizational Development," etc., helped in building their business.
When we have sufficient examples, the HR profession as a whole will become attractive, and obviously, full-fledged HR practices will start getting implemented.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
In the list of HR activities, you have not mentioned manpower planning, training and development, career planning, performance management, talent management, etc.
HR also has to handle administrative jobs like managing attendance, payment of salary and wages, and other statutory activities as per the various statutes.
All the HR practices are not implemented because of a lack of understanding of HR function by the business leaders. They give prominence to marketing, finance, and then operations, considering HR as a secondary function.
The second reason is that not enough examples are available in the industry wherein CEOs had an HR background or even business owners had an HR background, attributing their success to the HR background.
Not that HR professionals do not start their businesses. However, when they venture on their own, the general tendency is to get into recruitment, training, performance management, and organizational development, all part of HR. Nevertheless, we do not have an example wherein an HR professional gets into hardcore business and demonstrates to the world that expertise in areas like "Talent Management," "Performance Management," or "Organizational Development," etc., helped in building their business.
When we have sufficient examples, the HR profession as a whole will become attractive, and obviously, full-fledged HR practices will start getting implemented.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Then you people want to say that we should do what my Boss says..... and Respect my Boss Orders.... regardless what my Learning part says in Business School about HR Practices? Yes or No???
From Pakistan, Lahore
From Pakistan, Lahore
Azy, You can only implement if you can show the decision maker the measurable outcome, then you see the difference. Regards, Sarfaraz Manager Vardhman Pharma +919916902503
From India, Bangalore
From India, Bangalore
HR needs to remain an independent and exclusive body while delivering services in human resources and strategy development and implementation functions. It acts as a quality control department for employee standards and behaviors. Often, HRD proposals and practices will be in conflict with a conventional organizational setup. Personal interests regarding recruitment, salary fixations, performance levels, and financial interests such as budgets and allocations will often be on opposing sides. It is the responsibility of the owners to maintain HRD as an independent body and contribute to the long-term benefits of the organization. Unfortunately, this does not always happen, leading to a lack of alignment between HR policies and actual practices.
Shamnad, Doha-Qatar
From Qatar, Doha
Shamnad, Doha-Qatar
From Qatar, Doha
Dear All,
As your question is conceived, and I want to say two things regarding your words:
1) Excuses,
2) Practices.
1) Most of the time, employees make mistakes or break company policy with strong reasons. In such cases, you must consider the situation, guide the employees, and make them aware of the company policy. If there is a chance to excuse, then consider it.
2) Practices are the most important aspect of your organization. If any employee intentionally tries to violate company policy, it should be taken seriously. Address the issue with management and enforce strong HR policies.
Thank you.
MR. RAMA
From India, Hyderabad
As your question is conceived, and I want to say two things regarding your words:
1) Excuses,
2) Practices.
1) Most of the time, employees make mistakes or break company policy with strong reasons. In such cases, you must consider the situation, guide the employees, and make them aware of the company policy. If there is a chance to excuse, then consider it.
2) Practices are the most important aspect of your organization. If any employee intentionally tries to violate company policy, it should be taken seriously. Address the issue with management and enforce strong HR policies.
Thank you.
MR. RAMA
From India, Hyderabad
Hi,
The reason for not following all HR practices in an organization is that the working style varies among different organizations. Some organizations adopt these practices, while some do not. Additionally, theoretical knowledge can be quite different from what is actually implemented in the organization. Therefore, it is important to always keep in mind that HR policies are shaped by the people within the organization, rather than solely relying on what we have studied in books.
Thanks,
Pooja Jaiswani
From India, Pune
The reason for not following all HR practices in an organization is that the working style varies among different organizations. Some organizations adopt these practices, while some do not. Additionally, theoretical knowledge can be quite different from what is actually implemented in the organization. Therefore, it is important to always keep in mind that HR policies are shaped by the people within the organization, rather than solely relying on what we have studied in books.
Thanks,
Pooja Jaiswani
From India, Pune
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