Whom do we educate?
It is read and understood many times that an HR Department (Function) plays a critical role in the achievement of organizational objectives. Important strategies are laid down concerning manpower planning and employee welfare. Two main tasks involve direct communication with the Promoters/Owners/Top Management, etc. Hence, in the organizational structure, the HR Dept is mostly seen not integrated, standing isolated, attached/connected next to the MD/Chairman/President, etc. If this function is so important, then why do we see most HR departments (Functions) in pathetic conditions?
1. Most companies will have only a coordinator position with a one (wo)man show.
2. Many believe that HR means filing records of employees and managing their interviews and air tickets.
3. If a company has an HR Manager, then he is handling the role of administrator and a PRO as well.
A question often comes to mind, to whom do we need to educate on HRM & HRD?
Sajid
From United Arab Emirates, Dubai
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33It is read and understood many times that an HR Department (Function) plays a critical role in the achievement of organizational objectives. Important strategies are laid down concerning manpower planning and employee welfare. Two main tasks involve direct communication with the Promoters/Owners/Top Management, etc. Hence, in the organizational structure, the HR Dept is mostly seen not integrated, standing isolated, attached/connected next to the MD/Chairman/President, etc. If this function is so important, then why do we see most HR departments (Functions) in pathetic conditions?
1. Most companies will have only a coordinator position with a one (wo)man show.
2. Many believe that HR means filing records of employees and managing their interviews and air tickets.
3. If a company has an HR Manager, then he is handling the role of administrator and a PRO as well.
A question often comes to mind, to whom do we need to educate on HRM & HRD?
Sajid
From United Arab Emirates, Dubai
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Eh ? 26 visits/ views no response. It seems HR Pros are more interested in NEWS / JOB VACANCIES rather than addressing real HR issues !!! Amazing !
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Dear Sajid,
Kindly note the following points:
1. I agree with your first point; some companies designate HRs only for coordination, basically with the HR Coordinator responsible for assisting the HR Manager in their day-to-day activities such as manpower planning, including recruitment and selections, and induction, etc.
2. Maintaining employees' files or records is also an HR Department responsibility due to many confidentiality agreements such as salary, incentives, or annual benefits between employees and employers that should be taken care of by HR.
3. Just remove the word "Administration" and assign PRO responsibilities under the HR team. Basically, HR should handle all public relations duties.
4. HR professionals should focus on further education. Only then can we effectively convince our company/employer.
Recruit the right person for the right job, and the function will automatically fall into place.
If I am mistaken, please correct me.
Best Regards,
Raghav
Whom do we educate?
It has been noted many times that an HR Department plays a critical role in achieving organizational objectives. Important strategies are developed for manpower planning and employee welfare, involving direct communication with promoters, owners, top management, etc. However, in many organizational structures, the HR Department is not effectively integrated and often stands isolated, attached or connected next to the MD, Chairman, President, etc. If this function is so crucial, why do we see many HR departments in poor conditions?
1. Many companies only have a coordinator position with minimal staff.
2. There is a misconception that HR is primarily about filing records and managing interviews and travel arrangements.
3. In some companies, the HR Manager takes on the roles of both administrator and PRO.
The question arises, who do we need to educate on HRM and HRD?
Sajid
From United Arab Emirates, Dubai
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Kindly note the following points:
1. I agree with your first point; some companies designate HRs only for coordination, basically with the HR Coordinator responsible for assisting the HR Manager in their day-to-day activities such as manpower planning, including recruitment and selections, and induction, etc.
2. Maintaining employees' files or records is also an HR Department responsibility due to many confidentiality agreements such as salary, incentives, or annual benefits between employees and employers that should be taken care of by HR.
3. Just remove the word "Administration" and assign PRO responsibilities under the HR team. Basically, HR should handle all public relations duties.
4. HR professionals should focus on further education. Only then can we effectively convince our company/employer.
Recruit the right person for the right job, and the function will automatically fall into place.
If I am mistaken, please correct me.
Best Regards,
Raghav
Whom do we educate?
It has been noted many times that an HR Department plays a critical role in achieving organizational objectives. Important strategies are developed for manpower planning and employee welfare, involving direct communication with promoters, owners, top management, etc. However, in many organizational structures, the HR Department is not effectively integrated and often stands isolated, attached or connected next to the MD, Chairman, President, etc. If this function is so crucial, why do we see many HR departments in poor conditions?
1. Many companies only have a coordinator position with minimal staff.
2. There is a misconception that HR is primarily about filing records and managing interviews and travel arrangements.
3. In some companies, the HR Manager takes on the roles of both administrator and PRO.
The question arises, who do we need to educate on HRM and HRD?
Sajid
From United Arab Emirates, Dubai
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Hi Sajid,
I agree with the views that most of the companies treat HR professionals in the organization as mere file keepers, interview schedulers, and travel arrangers.
The challenge remains in how and whom to educate on HRM and HRD! Obviously, the answer for me would be 'top management'/owner/decision-maker since it is their decision that influences the role of HR in the organization.
In my view, the following would need to be in place in any organization to eventually educate the top management/decision-makers on the actual role of HRM:
1. The need to have a proper Performance Management System (PMS) in place.
2. KRAs/KPIs properly defined for departments/individuals.
3. Goal setting based on PMS results.
As an HR professional, the onus would be on you to involve the top management/decision-makers/owners in the PMS process, interpret the results, and analyze the company's performance vis-a-vis individual performances. This would help the top management/owners understand the actual relevance of HR Management.
I believe this would be the best tool to educate and influence decision-makers, as well as help integrate HR functions with all departments in the organization.
Thanks and Regards,
Narayanan Kutty
From United Arab Emirates, Dubai
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I agree with the views that most of the companies treat HR professionals in the organization as mere file keepers, interview schedulers, and travel arrangers.
The challenge remains in how and whom to educate on HRM and HRD! Obviously, the answer for me would be 'top management'/owner/decision-maker since it is their decision that influences the role of HR in the organization.
In my view, the following would need to be in place in any organization to eventually educate the top management/decision-makers on the actual role of HRM:
1. The need to have a proper Performance Management System (PMS) in place.
2. KRAs/KPIs properly defined for departments/individuals.
3. Goal setting based on PMS results.
As an HR professional, the onus would be on you to involve the top management/decision-makers/owners in the PMS process, interpret the results, and analyze the company's performance vis-a-vis individual performances. This would help the top management/owners understand the actual relevance of HR Management.
I believe this would be the best tool to educate and influence decision-makers, as well as help integrate HR functions with all departments in the organization.
Thanks and Regards,
Narayanan Kutty
From United Arab Emirates, Dubai
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Dear Narayanan,
Thank you for your inputs. I agree that your comments are very relevant. At the end of the day, it is the owners who are responsible for providing responsibility and authority. Unless they see practical changes in performance, they will always consider and confuse between HRM/HRD and Personnel Management.
Thanks,
Sajid
From United Arab Emirates, Dubai
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Thank you for your inputs. I agree that your comments are very relevant. At the end of the day, it is the owners who are responsible for providing responsibility and authority. Unless they see practical changes in performance, they will always consider and confuse between HRM/HRD and Personnel Management.
Thanks,
Sajid
From United Arab Emirates, Dubai
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That's an interesting thread, Sajid.
I see where you are coming from when you posted the thread. I agree with you on the points that you have made that HR in the Middle East is not well established. Having said that, I would like to point out here that this is the case with most of the traditional locally owned companies. Most of the MNCs here do have a well-established HR function.
If we look at the evolution of HR as a function, we will see that the world did not value the HR function as much as it does now. We have read about the era of industrial relations, personnel relations, and finally now - Human Capital Management. Much of this is also owing to the industrial revolution and the emergence of knowledge-based industries like IT and the services sector.
Now, coming to the primary nature of business here which is primarily traditional - oil and gas, construction, etc., where HR has not been seen as an important function. This is probably the same way that HR evolved in other parts of the world and this part is seeing the same changes as other parts saw some decades ago.
If we look closely, you will find that HR has not gained its due respect in countries where family-run businesses are dominant. Also, considering the fact that trade unions are not legal in this country, the importance of HR will not come across as too promising.
But, with the opening up of the economy and the emergence of free zones, the outlook of businesses towards HR has been changing.
From United Arab Emirates, Dubai
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I see where you are coming from when you posted the thread. I agree with you on the points that you have made that HR in the Middle East is not well established. Having said that, I would like to point out here that this is the case with most of the traditional locally owned companies. Most of the MNCs here do have a well-established HR function.
If we look at the evolution of HR as a function, we will see that the world did not value the HR function as much as it does now. We have read about the era of industrial relations, personnel relations, and finally now - Human Capital Management. Much of this is also owing to the industrial revolution and the emergence of knowledge-based industries like IT and the services sector.
Now, coming to the primary nature of business here which is primarily traditional - oil and gas, construction, etc., where HR has not been seen as an important function. This is probably the same way that HR evolved in other parts of the world and this part is seeing the same changes as other parts saw some decades ago.
If we look closely, you will find that HR has not gained its due respect in countries where family-run businesses are dominant. Also, considering the fact that trade unions are not legal in this country, the importance of HR will not come across as too promising.
But, with the opening up of the economy and the emergence of free zones, the outlook of businesses towards HR has been changing.
From United Arab Emirates, Dubai
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Dear Shaila,
Thank you for your comments. Your explanation is very justified. However, one area remains unanswered. It is acknowledged that the HR function is in a growing stage in this part of the world. Yet, there is significant development in the Government sector in terms of Human Capital Management. The Arabic version of Human Resources - "Mawarid al Bashariya" is making progress in leaps and bounds. Although we may not be directly related or involved, semi-government and government entities are rapidly developing in HRM and HRD compared to the Private sector. Despite the presence of the so-called "mnceeees," the private sector lags far behind in equipping HR personnel with proper responsibilities and authority. At this juncture, I would like to restate my statement 'To whom to educate...'
Cheers,
Sajid
From United Arab Emirates, Dubai
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Thank you for your comments. Your explanation is very justified. However, one area remains unanswered. It is acknowledged that the HR function is in a growing stage in this part of the world. Yet, there is significant development in the Government sector in terms of Human Capital Management. The Arabic version of Human Resources - "Mawarid al Bashariya" is making progress in leaps and bounds. Although we may not be directly related or involved, semi-government and government entities are rapidly developing in HRM and HRD compared to the Private sector. Despite the presence of the so-called "mnceeees," the private sector lags far behind in equipping HR personnel with proper responsibilities and authority. At this juncture, I would like to restate my statement 'To whom to educate...'
Cheers,
Sajid
From United Arab Emirates, Dubai
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