Dear Dinesh Sir,
I agree with what you say. Even recent surveys have shown that IIM graduates choose non-HR streams when it comes to choosing specialization subjects. Also, the requirement of an HR in a small company is merely for a record-maintaining role but not for a meaningful role. I have not come across a situation where one HR manager has been made a project manager and asked to manage a full show. A senior project manager will be accommodated in an HR role just to ensure he is promoted and given a new role to perform, whereas an HR person wanting to move to other functions of HR in a medium-sized company finds it tough to come out of the recruitment function. What is your view on it, sir?
Regards, VJRN
From India, Bangalore
1I agree with what you say. Even recent surveys have shown that IIM graduates choose non-HR streams when it comes to choosing specialization subjects. Also, the requirement of an HR in a small company is merely for a record-maintaining role but not for a meaningful role. I have not come across a situation where one HR manager has been made a project manager and asked to manage a full show. A senior project manager will be accommodated in an HR role just to ensure he is promoted and given a new role to perform, whereas an HR person wanting to move to other functions of HR in a medium-sized company finds it tough to come out of the recruitment function. What is your view on it, sir?
Regards, VJRN
From India, Bangalore
Dear All,
I greatly agree with Sneha's words because we are not just practicing rules; it's a discipline of the company. We may see that most big and reputed companies are not only famous for their turnover or profit but also for their hard practice of company discipline, which includes HR policies and practices.
Talking about previous posts, it's not just a one-time practice; we should continue to follow the same for hard and great triumphs.
Thanks!
SEETARAM
+917306312357
From India, Hyderabad
I greatly agree with Sneha's words because we are not just practicing rules; it's a discipline of the company. We may see that most big and reputed companies are not only famous for their turnover or profit but also for their hard practice of company discipline, which includes HR policies and practices.
Talking about previous posts, it's not just a one-time practice; we should continue to follow the same for hard and great triumphs.
Thanks!
SEETARAM
+917306312357
From India, Hyderabad
Good morning all,
I do agree with Mr. Dinesh's comments. If you take a look at any organization, you will notice that mostly finance, marketing, and other domain managers tend to take over the responsibilities of the HR department. The reasons behind this are that companies often fail to understand the importance of the HR department. They do not allocate a separate department or space for HR, as they do for other departments like finance and marketing. Even HR students face challenges in finding opportunities in the corporate field for HR professions.
Therefore, my suggestion is that both small and large organizations should have a separate HR department. They should recruit manpower according to requirements at both junior and senior levels and closely monitor it. This approach will help in nurturing more HR professionals across various sectors and will enhance the understanding of the value of HR in the future.
Regards,
Kalpana
From India, Madras
I do agree with Mr. Dinesh's comments. If you take a look at any organization, you will notice that mostly finance, marketing, and other domain managers tend to take over the responsibilities of the HR department. The reasons behind this are that companies often fail to understand the importance of the HR department. They do not allocate a separate department or space for HR, as they do for other departments like finance and marketing. Even HR students face challenges in finding opportunities in the corporate field for HR professions.
Therefore, my suggestion is that both small and large organizations should have a separate HR department. They should recruit manpower according to requirements at both junior and senior levels and closely monitor it. This approach will help in nurturing more HR professionals across various sectors and will enhance the understanding of the value of HR in the future.
Regards,
Kalpana
From India, Madras
Dear all,
All the valuable comments are really praiseworthy. It's truly a matter of concern among HR professionals. Even I am experiencing challenges in a company with around 350 employees where the MD does not see the need for a professional HR. The perception of HR managers is quite different. There is a misconception that HR managers do not have significant responsibilities, do not contribute to revenue generation, and do not support the implementation of HR practices. Many things need to be addressed.
However, in large organizations, there is a greater respect for HR practices. Let's work towards change and hope for improvements in the future.
Thanks,
Manoj
From India, Bhubaneswar
All the valuable comments are really praiseworthy. It's truly a matter of concern among HR professionals. Even I am experiencing challenges in a company with around 350 employees where the MD does not see the need for a professional HR. The perception of HR managers is quite different. There is a misconception that HR managers do not have significant responsibilities, do not contribute to revenue generation, and do not support the implementation of HR practices. Many things need to be addressed.
However, in large organizations, there is a greater respect for HR practices. Let's work towards change and hope for improvements in the future.
Thanks,
Manoj
From India, Bhubaneswar
HR practices themselves are intangible in a firm. Many have been implemented which can't be quantified like finance, sales, production, operations, and IT. This makes all others tangible, calling HR nothing but HR practices driven by the firm. Yes, not all HR practices may be possible to implement due to the size, people, and culture in an organization.
From India, Hyderabad
From India, Hyderabad
If there is no need for HR in an organization, then don't care or bother about new recruitment. Let the company run with existing manpower. Tell people not to wait for the 1st week of every month for their salary or wages; let them deal with this matter directly with the owner/entrepreneur.
Forget about any full and final settlement like post-retirement benefits, PF, Gratuity, or any arrear payments. Let them handle these matters themselves without the help of HR professionals.
Don't focus on talent management, OD training, or the learning environment. Let your entrepreneur address situations like the whistleblower effect, politics in the organization, morale decline among employees, workplace accidents, errors and carelessness in work output, lack of mutual respect or positive attitudes, and manpower budget constraints, among others.
Believe me, due to the lack of talent management, training, or organizational performance, even most of the MD-level jobs may be terminated (which is a result of the absence of HR culture/awareness in any organization).
Don't conduct exit interviews with departing employees. Allow employees to leave the organization according to their will. Let the business owner handle and manage these situations.
Neglecting in-time statutory compliance can lead to government officials inspecting your organization for violations, potentially resulting in closure.
Avoid planning any compensation strategy; pay employees as you wish, akin to a fish market on a footpath. Let your entrepreneur consider market rates for pay or any compensation surveys.
Forget about welfare activities such as birthday wishes, canteen management, employee welfare, and grievances. Neglecting these areas may diminish your organization's value in the market.
These are just a few drawbacks that emphasize the initial stages of HR-less organizations. Allow your organization/entrepreneur to view this as a challenge and contemplate the necessity of HR repeatedly.
Consider whether you (HR) are required by them or not. Not all the statements or drawbacks can be explained on a blogging site.
Reflect on why there are leaders to govern the world, why there are representatives in government bodies, why children seek parents, why orphanages are sorrowful, and ultimately, why organizations need HR professionals.
Its paramount to realize the value of HR within your organization.
From India, Bhubaneswar
Forget about any full and final settlement like post-retirement benefits, PF, Gratuity, or any arrear payments. Let them handle these matters themselves without the help of HR professionals.
Don't focus on talent management, OD training, or the learning environment. Let your entrepreneur address situations like the whistleblower effect, politics in the organization, morale decline among employees, workplace accidents, errors and carelessness in work output, lack of mutual respect or positive attitudes, and manpower budget constraints, among others.
Believe me, due to the lack of talent management, training, or organizational performance, even most of the MD-level jobs may be terminated (which is a result of the absence of HR culture/awareness in any organization).
Don't conduct exit interviews with departing employees. Allow employees to leave the organization according to their will. Let the business owner handle and manage these situations.
Neglecting in-time statutory compliance can lead to government officials inspecting your organization for violations, potentially resulting in closure.
Avoid planning any compensation strategy; pay employees as you wish, akin to a fish market on a footpath. Let your entrepreneur consider market rates for pay or any compensation surveys.
Forget about welfare activities such as birthday wishes, canteen management, employee welfare, and grievances. Neglecting these areas may diminish your organization's value in the market.
These are just a few drawbacks that emphasize the initial stages of HR-less organizations. Allow your organization/entrepreneur to view this as a challenge and contemplate the necessity of HR repeatedly.
Consider whether you (HR) are required by them or not. Not all the statements or drawbacks can be explained on a blogging site.
Reflect on why there are leaders to govern the world, why there are representatives in government bodies, why children seek parents, why orphanages are sorrowful, and ultimately, why organizations need HR professionals.
Its paramount to realize the value of HR within your organization.
From India, Bhubaneswar
For all HR policies to be implemented these policies have to be framed by keeping operations in mind bcoz they are the end users and implementors of the polices.
From India, Kolkata
From India, Kolkata
Dear Friends,
In my point of view, among man, machine, and material, if we choose the most difficult thing to manage, that will be the Man. Because human wants are unlimited, so the expectation of every employee is different, and it is very difficult to manage every employee in the same manner. So, that's why...
From India, Kolkata
In my point of view, among man, machine, and material, if we choose the most difficult thing to manage, that will be the Man. Because human wants are unlimited, so the expectation of every employee is different, and it is very difficult to manage every employee in the same manner. So, that's why...
From India, Kolkata
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