Dear Seniors,
It has been observed that in most organizations, the HR department is treated only for clerical operations. How can an individual aspirant from the HR field accept this? Kindly share your insights and experiences on this.
Thank you.
From India, Warangal
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7It has been observed that in most organizations, the HR department is treated only for clerical operations. How can an individual aspirant from the HR field accept this? Kindly share your insights and experiences on this.
Thank you.
From India, Warangal
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Dear Phani,
There is a famous saying in this world: "CHANGE IS THE ONLY CONSTANT." So is in the HR department. In this era of globalized and digitized economy, companies are forced to think "BETTER, FASTER, and CHEAPER" as their mantra.
The role of HR in earlier days was more or less like an accountant. An accountant used to keep track of the money, whereas HR was keeping track of people. Slowly, the role of HR is being changed to managing the talent rather than managing the records.
But with all said and done, business cannot be done through machines alone; it needs people, and people need to be taken care of. The role of HR will not become obsolete, but it will surely be redefined.
So do not worry about the changing trends. Look around and look for opportunities to learn new things in managing people.
Best wishes
From India, Bangalore
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There is a famous saying in this world: "CHANGE IS THE ONLY CONSTANT." So is in the HR department. In this era of globalized and digitized economy, companies are forced to think "BETTER, FASTER, and CHEAPER" as their mantra.
The role of HR in earlier days was more or less like an accountant. An accountant used to keep track of the money, whereas HR was keeping track of people. Slowly, the role of HR is being changed to managing the talent rather than managing the records.
But with all said and done, business cannot be done through machines alone; it needs people, and people need to be taken care of. The role of HR will not become obsolete, but it will surely be redefined.
So do not worry about the changing trends. Look around and look for opportunities to learn new things in managing people.
Best wishes
From India, Bangalore
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Very truly stated by Mr.Vasudev. HR is Highly Respected if managed properly else HR becomes Highly Risky/
From India, Indore
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From India, Indore
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Dear Phani
HR Department is most crucial in any other organization to set the goals and objectives, and prepare mechanism for its implementation. The functions of HR are vital. Now a days HR department spreads like a vast branch in each and every organization for effective functioning of the organization at all levels. In olden days also, HR functions are discharged by the management alone. The functions of the management either sole or complex, are invariably hidden in the activities of the Management for the furtherance of their organizations. In the long run, the importance of HR has been brought to light and has been now growing like any thing in every organization. HR department is not only for clerical operations as you feel.
Please see the following chapters, which are very vital in HR Management. Can you feel that these functions alone meant for clerical operations ? All these functions pertaining to HR are very crucial and systematic analysis is required to be taken by the HR Managers to satisfy the basic functions of the HR.
I. ORGANIZATIONAL PLANNING AND DEVELOPMENT
Determines Organizational Needs
Planning, Designing and Organizational structure
Designing Development of Interpersonal relationship.
II. STAFFING AND EMPLOYMENT.
Man Power Planning
Recruitment, Selection & Placement
Induction –Orientation
Transfer
Promotion
Discharge, Retirement, & Resignation etc.
III. TRAINING AND DEVELOPMENT
Operate Training
Execute Development
IV. WAGE AND SALARY ADMINISTRATION
Job Evaluation
Wage/Salary Administration-Programmes
Maintenance of Pay Roll
Performance Appraisal
Incentives and Compensation
V. MOTIVATION
Non-financial incentives
Satisfaction of Social and Psychological needs
VI. EMPLOYEE SERVICES AND BENEFITS
Safety, Employee Counseling
Medical Services
Recreational and Welfare Services
Benefits – Leave, Pension, Gratuity, PF and other supplementary items.
VII. EMPLOYEE RECORDS
Collection of Data
Analysis of Data
Developing information for Decisions.
VIII. LABOUR RELATIONS
Redressal of Grievances – Grievances handling
Implementation of Collective Labour Laws
Collective bargaining, Discipline.
IX. PERSONNEL, AUDIT, RESEARCH ETC.
Moral Service
Record Keeping
Evaluation of Personnel Programmes.
Identification of needs and areas of change
Development or more appropriate Programmes
Up-keeping of the Organizational Concepts
Now, I hope you might have understood the vital concept of the Human Resource Management.
From Canada, Calgary
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HR Department is most crucial in any other organization to set the goals and objectives, and prepare mechanism for its implementation. The functions of HR are vital. Now a days HR department spreads like a vast branch in each and every organization for effective functioning of the organization at all levels. In olden days also, HR functions are discharged by the management alone. The functions of the management either sole or complex, are invariably hidden in the activities of the Management for the furtherance of their organizations. In the long run, the importance of HR has been brought to light and has been now growing like any thing in every organization. HR department is not only for clerical operations as you feel.
Please see the following chapters, which are very vital in HR Management. Can you feel that these functions alone meant for clerical operations ? All these functions pertaining to HR are very crucial and systematic analysis is required to be taken by the HR Managers to satisfy the basic functions of the HR.
I. ORGANIZATIONAL PLANNING AND DEVELOPMENT
Determines Organizational Needs
Planning, Designing and Organizational structure
Designing Development of Interpersonal relationship.
II. STAFFING AND EMPLOYMENT.
Man Power Planning
Recruitment, Selection & Placement
Induction –Orientation
Transfer
Promotion
Discharge, Retirement, & Resignation etc.
III. TRAINING AND DEVELOPMENT
Operate Training
Execute Development
IV. WAGE AND SALARY ADMINISTRATION
Job Evaluation
Wage/Salary Administration-Programmes
Maintenance of Pay Roll
Performance Appraisal
Incentives and Compensation
V. MOTIVATION
Non-financial incentives
Satisfaction of Social and Psychological needs
VI. EMPLOYEE SERVICES AND BENEFITS
Safety, Employee Counseling
Medical Services
Recreational and Welfare Services
Benefits – Leave, Pension, Gratuity, PF and other supplementary items.
VII. EMPLOYEE RECORDS
Collection of Data
Analysis of Data
Developing information for Decisions.
VIII. LABOUR RELATIONS
Redressal of Grievances – Grievances handling
Implementation of Collective Labour Laws
Collective bargaining, Discipline.
IX. PERSONNEL, AUDIT, RESEARCH ETC.
Moral Service
Record Keeping
Evaluation of Personnel Programmes.
Identification of needs and areas of change
Development or more appropriate Programmes
Up-keeping of the Organizational Concepts
Now, I hope you might have understood the vital concept of the Human Resource Management.
From Canada, Calgary
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