Hi Everybody,
Generally, it is observed that people do not have much respect for HR, especially those who have been in Operations. I have met quite a few individuals who were very much "Anti-HR," even though they were respected and successful in their teams/fields. People feel that they do not see much need for the existence of an HR department.
Why is this so? What can be done to gain respect? Have you come across similar situations?
Regards,
Shefali
From India, Mumbai
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Generally, it is observed that people do not have much respect for HR, especially those who have been in Operations. I have met quite a few individuals who were very much "Anti-HR," even though they were respected and successful in their teams/fields. People feel that they do not see much need for the existence of an HR department.
Why is this so? What can be done to gain respect? Have you come across similar situations?
Regards,
Shefali
From India, Mumbai
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Dear Shefali,
I understand your feelings, but still, there are organizations where people don't want the existence of an HR department. I have worked for such a concern. We used to face all those harsh comments, and guess what, now the management is planning to fire the whole HR department to take responsibility for the recession.
To remove this stigma, you should at least require management backing because then only can you gain strength to work effectively with operations and the accounting department. Try to be people-centric. That should probably be your mantra to navigate safely through this situation.
Regards,
Vipin
From India, New Delhi
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32I understand your feelings, but still, there are organizations where people don't want the existence of an HR department. I have worked for such a concern. We used to face all those harsh comments, and guess what, now the management is planning to fire the whole HR department to take responsibility for the recession.
To remove this stigma, you should at least require management backing because then only can you gain strength to work effectively with operations and the accounting department. Try to be people-centric. That should probably be your mantra to navigate safely through this situation.
Regards,
Vipin
From India, New Delhi
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Hi Shefali,
Why are you expecting respect from the rest of the departments? People may misinterpret the efforts of HR in keeping the operations speed as per the policies and guidelines as slowing them down. In such situations, all you have to do is maintain your patience and make them understand the importance of following prescribed systems and procedures. Once they realize this, they will automatically start respecting you.
From India, Hyderabad
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Why are you expecting respect from the rest of the departments? People may misinterpret the efforts of HR in keeping the operations speed as per the policies and guidelines as slowing them down. In such situations, all you have to do is maintain your patience and make them understand the importance of following prescribed systems and procedures. Once they realize this, they will automatically start respecting you.
From India, Hyderabad
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Dear Shefali,
Rules and systems are something that not many of us like, getting into our comfort zone, right? The same goes for HR. Other employees feel it's just too many rules and policies. But that should not stop any of us from moving forward. We know HR is more than what they think.
Most of us come across these situations. See how one person's or department's frustration has made you frustrated. Happiness and disappointments are contagious. Now, you know which one to let into your mind. Similarly, you will know which one to pass on.
If everyone understood and respected each other's job, and if everyone could easily evaluate others' contributions, there would be no need for HR. You have this challenging job where you will have to make sure they feel comfortable at work. They will realize it one day as hard efforts will always be paid back.
From India, Madras
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Rules and systems are something that not many of us like, getting into our comfort zone, right? The same goes for HR. Other employees feel it's just too many rules and policies. But that should not stop any of us from moving forward. We know HR is more than what they think.
Most of us come across these situations. See how one person's or department's frustration has made you frustrated. Happiness and disappointments are contagious. Now, you know which one to let into your mind. Similarly, you will know which one to pass on.
If everyone understood and respected each other's job, and if everyone could easily evaluate others' contributions, there would be no need for HR. You have this challenging job where you will have to make sure they feel comfortable at work. They will realize it one day as hard efforts will always be paid back.
From India, Madras
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Hi,
Even I too crossed this issue, so I can suggest to you what I did to overcome this issue. You just need to make all the things visible to your employees which they have gained from you and hide the demerits. For example, suppose you don't have the "icon of the month" strategy, implement it and provide some incentives to the concerned employee by coordinating with top management. Make the merits gained by employees through you visible and hide the demerits. This is actually what I did, so don't depend only on "Icon of the Month". Implement various strategies and see the results.
ALL THE BEST! 😎
From India, Madras
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Even I too crossed this issue, so I can suggest to you what I did to overcome this issue. You just need to make all the things visible to your employees which they have gained from you and hide the demerits. For example, suppose you don't have the "icon of the month" strategy, implement it and provide some incentives to the concerned employee by coordinating with top management. Make the merits gained by employees through you visible and hide the demerits. This is actually what I did, so don't depend only on "Icon of the Month". Implement various strategies and see the results.
ALL THE BEST! 😎
From India, Madras
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HR professionals often deceive employees by presenting their policies positively, but in reality, many HR individuals come across as arrogant and prioritize their own advancement and comfort. They often neglect the well-being of employees and resort to harassment when employees resign. This negative attitude displayed by HR is truly concerning.
SO NOW YOU HAVE THE ANSWER, MISS SHEFALI
😡😡😡
From India, Pune
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SO NOW YOU HAVE THE ANSWER, MISS SHEFALI
😡😡😡
From India, Pune
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Early on in my career, I experienced some of what you are speaking about: no respect for HR, Human Resources not being valued, etc. I am entering my 16th year working in Human Resources management and for the past 10+ years, I have earned respect. Here is how I gained respect, and this has worked in a number of organizations.
Steps for HR Respect:
1) First, understand the role of Human Resources Management. HR is about maximizing the productivity and potential of the human assets of an organization. HR is not there to police rules and policies.
2) We need to understand the businesses that we support and solve problems. For example, I went to work for a BPO organization and spent time understanding the business model—how do they satisfy their clients and how do we make money? By understanding the business, I was able to identify problems the management team was having. For example, they had issues with a lack of leadership candidates, recruiting issues, training issues, and employee attrition issues. I worked with the HR team to develop a strategy to address each issue. We eliminated favoritism issues through changes in our selection process and communicating changes to the staff. We developed a recruiting strategy that increased applicant flow by over 100%. We changed the training in the sales areas to include more role-playing, which helped increase sales by over 20% at the site, and finally, we reduced attrition by over 30%.
3) Communicate. We explained to the business leaders what we were going to do and how it would impact their business. At first, this was met with a lot of skepticism, but as we provided regular updates on our progress, the skepticism decreased. We also started getting invited to more and more senior management meetings and were sought out for our advice on almost all major decisions.
4) Sell what you have accomplished. Make sure the business leaders understand the value HR is contributing to the organization.
I have been following this process for the past 10+ years, and it has worked great for me and the teams that reported to me.
Andrew Noel
[Employee Engagement Surveys](http://www.engageyouremployees.com/)
From Canada, London
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Steps for HR Respect:
1) First, understand the role of Human Resources Management. HR is about maximizing the productivity and potential of the human assets of an organization. HR is not there to police rules and policies.
2) We need to understand the businesses that we support and solve problems. For example, I went to work for a BPO organization and spent time understanding the business model—how do they satisfy their clients and how do we make money? By understanding the business, I was able to identify problems the management team was having. For example, they had issues with a lack of leadership candidates, recruiting issues, training issues, and employee attrition issues. I worked with the HR team to develop a strategy to address each issue. We eliminated favoritism issues through changes in our selection process and communicating changes to the staff. We developed a recruiting strategy that increased applicant flow by over 100%. We changed the training in the sales areas to include more role-playing, which helped increase sales by over 20% at the site, and finally, we reduced attrition by over 30%.
3) Communicate. We explained to the business leaders what we were going to do and how it would impact their business. At first, this was met with a lot of skepticism, but as we provided regular updates on our progress, the skepticism decreased. We also started getting invited to more and more senior management meetings and were sought out for our advice on almost all major decisions.
4) Sell what you have accomplished. Make sure the business leaders understand the value HR is contributing to the organization.
I have been following this process for the past 10+ years, and it has worked great for me and the teams that reported to me.
Andrew Noel
[Employee Engagement Surveys](http://www.engageyouremployees.com/)
From Canada, London
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Dear Andrew,
Great post!! Keep posting!!
I think, Ms. Shefali, this is the roadmap for earning respect for your function. I would like to add:
First, have respect for the work you are doing. Have conviction in your work and clearly establish for yourself and others to see that your work is directly related to achieving organizational objectives. It is to facilitate all others to achieve their own goals and collectively for the organization to achieve business goals. Do everything in this direction in your own domain.
Second, acquire the latest knowledge and if not, get some consultancy or advice. HR persons need to remain competent and updated. They need to reinvent themselves in a strategic role. They need to move away from "activities" to strategic thinking, which impacts the future viability of the business.
HR persons need to communicate. Communicate to each employee regarding strengths, opportunities, threats, and weaknesses; at an individual level, team level, and corporation level; Communicate regarding how your initiatives would facilitate them to cope with business risks, enable them to be a winner under trying situations, and how to do their best under any circumstances without a bother for the result.
Don't be disappointed with criticism. Take it as a compliment. Continue on your chosen path with determination and confidence wearing your best accessory - a decent smile.
When your deeds speak louder than your words, when your presence inspires confidence, your critics would get their answer. Then, they would render your best PR.
Excuse me for being a little philosophical.
From India, Changanacheri
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Great post!! Keep posting!!
I think, Ms. Shefali, this is the roadmap for earning respect for your function. I would like to add:
First, have respect for the work you are doing. Have conviction in your work and clearly establish for yourself and others to see that your work is directly related to achieving organizational objectives. It is to facilitate all others to achieve their own goals and collectively for the organization to achieve business goals. Do everything in this direction in your own domain.
Second, acquire the latest knowledge and if not, get some consultancy or advice. HR persons need to remain competent and updated. They need to reinvent themselves in a strategic role. They need to move away from "activities" to strategic thinking, which impacts the future viability of the business.
HR persons need to communicate. Communicate to each employee regarding strengths, opportunities, threats, and weaknesses; at an individual level, team level, and corporation level; Communicate regarding how your initiatives would facilitate them to cope with business risks, enable them to be a winner under trying situations, and how to do their best under any circumstances without a bother for the result.
Don't be disappointed with criticism. Take it as a compliment. Continue on your chosen path with determination and confidence wearing your best accessory - a decent smile.
When your deeds speak louder than your words, when your presence inspires confidence, your critics would get their answer. Then, they would render your best PR.
Excuse me for being a little philosophical.
From India, Changanacheri
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Usually, it happens in most companies that people seldom abide by the policies and procedures. If HR insists, they might become HR rivals by making negative comments about HR. It is difficult to change such guys' attitude, no matter what they say. We should stick to our policies and procedures and take disciplinary actions if necessary.
Thanks
From Kuwait, Kuwait
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Thanks
From Kuwait, Kuwait
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Hi Shefali,
Our members have provided you with the required answers professionally, or should I say technically, and I hope you are feeling boosted. Apart from what you have in mind regarding the above-mentioned suggestions, I would like to add some simple things for you to feel good.
I can understand that from a layman's insight, the thought has been raised, and I would like to put it in the same way: every department in an organization has its own functions and importance. Each department is dependent on the other like mutual relations and benefits.
It is very true that many share the same feeling. Even I have come across comments like that, though I didn't work for HR. I worked for a shared service center organization that houses over 8000 employees in one location hub alone, and it is globally established. It has an HR shared service center with dedicated heads, reportees, and a number of sub-units within. I must say they always come up with innovative ideas, do everything possible to train, motivate, retain employees, and also maintain all rules and policies. Personally, I have always been inspired by the work they do for employee engagement. However, other departments would still comment that they simply loiter around doing no work or showing off. Personally, I feel this comment is purely the outcome of certain individuals' behavior. You can find these types of individuals in any department, maybe 1 or 2 pests.
From a common man's perspective, I would like to say that all other departments' functions are dependent on software, hardware, paperwork, coding, monetary funds, etc. Whereas the work of HR, as our members above have said, basically depends on one of the biggest assets of the firm, which is "People." All the work revolves around the "People," you see - the policies, rules, etc. It deals with the skills of handling employees and retaining them to the best of their abilities, thus making its own organization competitive in the global market. Being a part of HR means taking care of everything from employee health care, infrastructure, welfare, policies, media, to answering to the CEO.
So, you can see now, the work of HR is more psychological, variable, logistic, and continuous, whereas the work of other departments is constant, more focused on doing things at a particular place, and sticking to standards. If HR is soft core, then other departments are hard core, and both must go hand-in-hand for a successful organization. Therefore, it is human nature to pass all those comments. Next time you hear the same comment, just nod your head and smile, saying, "Yes, you are right. We are being paid to look after all of you," and walk away. I know it's pretty challenging to do this, but just give it a try.
Please correct me if I'm wrong.
From India, Mumbai
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Our members have provided you with the required answers professionally, or should I say technically, and I hope you are feeling boosted. Apart from what you have in mind regarding the above-mentioned suggestions, I would like to add some simple things for you to feel good.
I can understand that from a layman's insight, the thought has been raised, and I would like to put it in the same way: every department in an organization has its own functions and importance. Each department is dependent on the other like mutual relations and benefits.
It is very true that many share the same feeling. Even I have come across comments like that, though I didn't work for HR. I worked for a shared service center organization that houses over 8000 employees in one location hub alone, and it is globally established. It has an HR shared service center with dedicated heads, reportees, and a number of sub-units within. I must say they always come up with innovative ideas, do everything possible to train, motivate, retain employees, and also maintain all rules and policies. Personally, I have always been inspired by the work they do for employee engagement. However, other departments would still comment that they simply loiter around doing no work or showing off. Personally, I feel this comment is purely the outcome of certain individuals' behavior. You can find these types of individuals in any department, maybe 1 or 2 pests.
From a common man's perspective, I would like to say that all other departments' functions are dependent on software, hardware, paperwork, coding, monetary funds, etc. Whereas the work of HR, as our members above have said, basically depends on one of the biggest assets of the firm, which is "People." All the work revolves around the "People," you see - the policies, rules, etc. It deals with the skills of handling employees and retaining them to the best of their abilities, thus making its own organization competitive in the global market. Being a part of HR means taking care of everything from employee health care, infrastructure, welfare, policies, media, to answering to the CEO.
So, you can see now, the work of HR is more psychological, variable, logistic, and continuous, whereas the work of other departments is constant, more focused on doing things at a particular place, and sticking to standards. If HR is soft core, then other departments are hard core, and both must go hand-in-hand for a successful organization. Therefore, it is human nature to pass all those comments. Next time you hear the same comment, just nod your head and smile, saying, "Yes, you are right. We are being paid to look after all of you," and walk away. I know it's pretty challenging to do this, but just give it a try.
Please correct me if I'm wrong.
From India, Mumbai
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Hi Shefali,
I too have faced a situation. I was the only HR who started the HR department in my company. Employees used to backbite about me, as they thought there was no need for an HR department.
So, firstly, what I did was make a reputation among the employees as Swati, not just as HR Swati. As time went on, they started admiring the way I initiated various processes and policies in the company. Now, if they face any problem or need any suggestions, they come to me without hesitation.
All you need is to keep patience and be friends with everyone. Sooner or later, people realize the need for HR.
Take care.
Regards,
Swati
From India, New Delhi
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I too have faced a situation. I was the only HR who started the HR department in my company. Employees used to backbite about me, as they thought there was no need for an HR department.
So, firstly, what I did was make a reputation among the employees as Swati, not just as HR Swati. As time went on, they started admiring the way I initiated various processes and policies in the company. Now, if they face any problem or need any suggestions, they come to me without hesitation.
All you need is to keep patience and be friends with everyone. Sooner or later, people realize the need for HR.
Take care.
Regards,
Swati
From India, New Delhi
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People misunderstand the HR values, even though some individuals have experienced situations where HR personnel acted arrogantly upon an employee's resignation. However, it is not fair to assume that all HR professionals are the same.
Today, employees expect a lot from the HR department. They seek assistance with their grievances, resolution of disputes, employee relations, and much more. When these expectations are not met, employees tend to develop a negative perception of the HR department. This is based on my opinion and experience.
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Today, employees expect a lot from the HR department. They seek assistance with their grievances, resolution of disputes, employee relations, and much more. When these expectations are not met, employees tend to develop a negative perception of the HR department. This is based on my opinion and experience.
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Dear Friends,
Unfortunately HR Professionals are "utilized unprofessionally" in few companies. If you see the Job Descriptions of an HR professional it includes two areas broadly:
1) Guardian of Company policies implementation Means: Leave management, Attendance management, Company Policy formulator and executer, Initiate disciplinary actions against indiscipline, Recruiter and salary negotiator.
2) Guardian of Employee welfare: Learning and Development, Promotions and increments, Safety measures implementations, Recreation activities organizer.
First component seems like group of activities “anti employee” to an employee.
Second Component deals with Cost to Company, so management may not happy to spend. And In the matters related to promotion and increments, among employees itself you may find expressed unhappiness stating that “HR recommended for Increment and promotion to Mr. X because he is favorite of that HR”. So it is difficult to satisfy a human.
Friends, we need to balance between Employer and Employee interests. Without an HR Department, company staff’s interests can not be voiced. Few personal suggestions, to be lovable HR Professional and remain same:
Win your employees heart; they are assets to HR Professional.
Don’t lose hope in HR Practices. Let’s share our practices.
Regards,
Dr. Sandeep K. PhD.
09844806122
ksan_deep@yahoo.co.in
From India, Bangalore
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Unfortunately HR Professionals are "utilized unprofessionally" in few companies. If you see the Job Descriptions of an HR professional it includes two areas broadly:
1) Guardian of Company policies implementation Means: Leave management, Attendance management, Company Policy formulator and executer, Initiate disciplinary actions against indiscipline, Recruiter and salary negotiator.
2) Guardian of Employee welfare: Learning and Development, Promotions and increments, Safety measures implementations, Recreation activities organizer.
First component seems like group of activities “anti employee” to an employee.
Second Component deals with Cost to Company, so management may not happy to spend. And In the matters related to promotion and increments, among employees itself you may find expressed unhappiness stating that “HR recommended for Increment and promotion to Mr. X because he is favorite of that HR”. So it is difficult to satisfy a human.
Friends, we need to balance between Employer and Employee interests. Without an HR Department, company staff’s interests can not be voiced. Few personal suggestions, to be lovable HR Professional and remain same:
- Do not spend much time only in front of your Laptop in office, but be in operational floor, understand difficulties of employees. Before they complaint, identify their needs and provide.
- Have common birthday Cake cuttings. Like Employees who born in April Month will gather with other staffs and cut cake in your company any one day in April Month. they will enjoy.
- Remember Employees family members Birthday and give a phone call, wish them professionally.
- Ask suggestions from an employee who hates You (HR) and ask how to implement his idea. Take him along with you in the execution process of his idea and convey him the difficulty.
- After interview, if he / she is selected call immediately and congratulate candidates family. So you develop rapport with his/her family. It is useful to retain an employee when he resigns. You may call to his family and ask them to convince to remain in the company if he resigns.
- Even you leave a company and join to another company, maintain rapport with your old company and employees. But avoid headhunting from your old company, without the consent of old management.
- Have tea/coffee with employee when you are on duty. Never maintain any distance between Staff, And be reachable / approachable.
- Announce if possible “Staff’s children passed from which Standard to which Standard”. It helps them to request for text books with their colleague’s baby, for his / her baby. Example: Mr. X’s son passed 5th standard to 6th. And Mr. Y’s son passed from 4th STD to 5th. So “Master. Y” can get books from “Master. X” in half price or free.
Win your employees heart; they are assets to HR Professional.
Don’t lose hope in HR Practices. Let’s share our practices.
Regards,
Dr. Sandeep K. PhD.
09844806122
ksan_deep@yahoo.co.in
From India, Bangalore
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Hello everyone,
Sorry for the late posting, but I hope I will get a response. I have some questions. We are a telecom company with offices located all over the world. Here in India, I am the only person taking care of HR activities, and the rest of my team is in different corners of the world. We hardly know each other, and nothing is clear. The information does not flow properly. So how can we get to know the other people working in the team and what's going on in the organization? They are reluctant to pass on any information, fearing who knows what. We do not have an organization chart. I have asked for it many times from senior personnel, even the CAO, but all in vain. Can anyone help me, please?
And lastly, how can I gather information about our business? It may sound silly, but I really want to know. Who can provide me with this information in our company?
Thanks and regards,
Tanu
From India, Delhi
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Sorry for the late posting, but I hope I will get a response. I have some questions. We are a telecom company with offices located all over the world. Here in India, I am the only person taking care of HR activities, and the rest of my team is in different corners of the world. We hardly know each other, and nothing is clear. The information does not flow properly. So how can we get to know the other people working in the team and what's going on in the organization? They are reluctant to pass on any information, fearing who knows what. We do not have an organization chart. I have asked for it many times from senior personnel, even the CAO, but all in vain. Can anyone help me, please?
And lastly, how can I gather information about our business? It may sound silly, but I really want to know. Who can provide me with this information in our company?
Thanks and regards,
Tanu
From India, Delhi
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Dear Friends,
Unfortunately HR Professionals are utilized unprofessionally in few companies. If you see the Job Descriptions of an HR professional it includes two areas broadly:
1) Guardian of Company policies implementation Means: Leave management, Attendance management, Company Policy formulator and executer, Initiate disciplinary actions against indiscipline, Recruiter and salary negotiator.
2) Guardian of Employee welfare: Learning and Development, Promotions and increments, Safety measures implementations, Recreation activities organizer.
First component seems like group of activities “anti employee” to an employee.
Second Component deals with Cost to Company, so management may not happy to spend. And In the matters related to promotion and increments, among employees itself you may find expressed unhappiness stating that “HR recommended for Increment and promotion to Mr. X because he is favorite of that HR”. So it is difficult to satisfy a human.
Friends, we need to balance between Employer and Employee interests. Without an HR Department company staff’s interests can not be voiced. Few personal suggestions to be lovable HR Professional and remain same:
Don’t lose hope in HR Practices. Let’s share our practices.
Regards,
Dr. Sandeep K. PhD.
09844806122
ksan_deep@yahoo.co.in
From India, Bangalore
Acknowledge(0)Amend(0)
Unfortunately HR Professionals are utilized unprofessionally in few companies. If you see the Job Descriptions of an HR professional it includes two areas broadly:
1) Guardian of Company policies implementation Means: Leave management, Attendance management, Company Policy formulator and executer, Initiate disciplinary actions against indiscipline, Recruiter and salary negotiator.
2) Guardian of Employee welfare: Learning and Development, Promotions and increments, Safety measures implementations, Recreation activities organizer.
First component seems like group of activities “anti employee” to an employee.
Second Component deals with Cost to Company, so management may not happy to spend. And In the matters related to promotion and increments, among employees itself you may find expressed unhappiness stating that “HR recommended for Increment and promotion to Mr. X because he is favorite of that HR”. So it is difficult to satisfy a human.
Friends, we need to balance between Employer and Employee interests. Without an HR Department company staff’s interests can not be voiced. Few personal suggestions to be lovable HR Professional and remain same:
- Do not spend much time only in front of your Laptop in office, but be in operational floor, understand difficulties of employees. Before they complaint, identify their needs and provide.
- Have common birthday Cake cuttings. Like Employees who born in April Month will gather with other staffs and cut cake in your company any one day in April Month.
- Remember Employees family members Birthday and call to them, wish them professionally.
- Ask suggestions from an employee who hates You (HR) and ask how to implement. Take him along with you in the execution process.
- After interview, if he / she is selected call and congratulate candidates family. So you develop rapport with his/her family. It is useful to retain an employee when he resigns. You may call to his family and ask them to convince to remain in the company.
- Even you leave a company and join to another company, maintain rapport with your old company and employees. But avoid headhunting from your old company, without the consent of old management.
- Have tea/coffee with employee. Never maintain any distance between Staff. And be reachable and approachable.
- Announce if possible “Staff’s children passed from which Standard to which Standard”. It helps them to request for text books with their colleague’s baby, for his / her baby. Example: Mr. X’s son passed 5th standard to 6th. And Mr. Y’s son passed from 4th STD to 5th. So “Master. Y” can get books from “Master. X” in half price or free.
Don’t lose hope in HR Practices. Let’s share our practices.
Regards,
Dr. Sandeep K. PhD.
09844806122
ksan_deep@yahoo.co.in
From India, Bangalore
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Hi Shefali, It is rely on your leadership skills and qualities. How the HR managing the people, of course you can expect a good respect from your people. Jaleel Dubai
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Hi Shefali,
The biggest problem of a problem is in its understanding. As you mentioned, the people who call the HR function useless are in strategic positions. The HR function in India is still not mature. The earlier generation of HR had a different way of carrying out their activities. This has led to senior employees thinking that the HR function is not needed. But now the ball is in our court, and it's totally upon us how we can bring about the paradigm shift in the mindset of these people. Hope you understand the point I am trying to make. The present is you, and thus you will decide what people talk about our field in the future. All the best.
Regards,
Arun
From India, Mumbai
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The biggest problem of a problem is in its understanding. As you mentioned, the people who call the HR function useless are in strategic positions. The HR function in India is still not mature. The earlier generation of HR had a different way of carrying out their activities. This has led to senior employees thinking that the HR function is not needed. But now the ball is in our court, and it's totally upon us how we can bring about the paradigm shift in the mindset of these people. Hope you understand the point I am trying to make. The present is you, and thus you will decide what people talk about our field in the future. All the best.
Regards,
Arun
From India, Mumbai
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Hi,
I believe that HR can gain respect by showing the organizations/Ops the need for it. Being in the HR department, we need to take initiatives to improve the work environment and assist the Ops in increasing and achieving their targets by supporting and motivating the workforce with various HR strategies. For example, attrition can be analyzed, and meaningful suggestions can be provided to the Ops. This proactive approach will also enable us (HR Dept) to take meaningful and value-added steps.
Regards,
Pooja
From India, Delhi
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I believe that HR can gain respect by showing the organizations/Ops the need for it. Being in the HR department, we need to take initiatives to improve the work environment and assist the Ops in increasing and achieving their targets by supporting and motivating the workforce with various HR strategies. For example, attrition can be analyzed, and meaningful suggestions can be provided to the Ops. This proactive approach will also enable us (HR Dept) to take meaningful and value-added steps.
Regards,
Pooja
From India, Delhi
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Hello, all.
Shefali, we don't get respect when asked. Do your work without thinking of it. We care about people, and after some time, people will care about us. Don't worry.
Mr. Ravi, please be mature.
Andrew, thanks for your views. Murthy, thanks a lot for your contribution. Ash, as always, a good post and a symbol of maturity and professionalism.
Thanks to all of you for discussing this thread.
Proud of HR.
From India, Indore
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Shefali, we don't get respect when asked. Do your work without thinking of it. We care about people, and after some time, people will care about us. Don't worry.
Mr. Ravi, please be mature.
Andrew, thanks for your views. Murthy, thanks a lot for your contribution. Ash, as always, a good post and a symbol of maturity and professionalism.
Thanks to all of you for discussing this thread.
Proud of HR.
From India, Indore
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Hi Shefali,
This is the same situation for all HR professionals. Just communicate a lot with everyone, mix up with all, solve problems for both the employer and employee sides. This means they will automatically realize that HR is not only for the employer side but also takes care of employees in relation to small things like leaves, absences, salaries, and employee communication.
From India, Mumbai
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This is the same situation for all HR professionals. Just communicate a lot with everyone, mix up with all, solve problems for both the employer and employee sides. This means they will automatically realize that HR is not only for the employer side but also takes care of employees in relation to small things like leaves, absences, salaries, and employee communication.
From India, Mumbai
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Hello Shefali,
In the early days, it was there! But since the last 10 years, the situation has changed. Now, management has accepted that the HR Department is also equally important. You have to create a positive image, be a supportive department, meet other people daily, ask them about their issues, and try to resolve them. Wish your staff members on their special day. You will get respect from them.
All the Best,
Bimal Desai
Ahmedabad
From India, Mumbai
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In the early days, it was there! But since the last 10 years, the situation has changed. Now, management has accepted that the HR Department is also equally important. You have to create a positive image, be a supportive department, meet other people daily, ask them about their issues, and try to resolve them. Wish your staff members on their special day. You will get respect from them.
All the Best,
Bimal Desai
Ahmedabad
From India, Mumbai
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The issue is the effective use of communication. There is a difference between HRD and HRM. HRD is interested in flourishing the goals of the individual/group/organization. HRM is there to manage the resources, e.g., cutting labor costs, benefits, and labor relations. The HRM manager is there to safeguard the company from liability.
The main difference between HRD and HRM is the definition of feedback. "Feedback is only feedback when the recipient asks for it. Anything other than that is considered criticism." You have to know the reason for giving feedback. Will it help performance or improve employee relations? Will the recipient be able to use the feedback constructively, or is it just a gripe session?
From United States, Phoenix
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The main difference between HRD and HRM is the definition of feedback. "Feedback is only feedback when the recipient asks for it. Anything other than that is considered criticism." You have to know the reason for giving feedback. Will it help performance or improve employee relations? Will the recipient be able to use the feedback constructively, or is it just a gripe session?
From United States, Phoenix
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Dear Shefalii,
Be cool and be positive. First of all, take all brass-line people into your circle. You are the only one who can handle issues very smoothly to achieve the required positive results. Always be accessible to your boss. Chart out the points that other departments are utilizing to stay in the good books of your boss. Brush up on these and incorporate them into your strategy to be at the forefront in the code of "AB" (Always Best).
Sagar
From India, Calcutta
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Be cool and be positive. First of all, take all brass-line people into your circle. You are the only one who can handle issues very smoothly to achieve the required positive results. Always be accessible to your boss. Chart out the points that other departments are utilizing to stay in the good books of your boss. Brush up on these and incorporate them into your strategy to be at the forefront in the code of "AB" (Always Best).
Sagar
From India, Calcutta
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Hi Shefali,
As an HR professional, we should be able to contribute to the business rather than be a stumbling block. For this, as mentioned by some members, business knowledge and processes are required. Work with them rather than being a third party.
Create an employee brand image that conveys policies and procedures are for their benefit and not for punishing employees. It often happens that HR professionals are so busy that they forget to explain the benefits of policies and procedures.
Serve other departments as your sales department serves your customers. Ask ourselves the question: why are other departments respected? rather than asking why we are not respected?
Regards,
Anu
From India, Bangalore
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As an HR professional, we should be able to contribute to the business rather than be a stumbling block. For this, as mentioned by some members, business knowledge and processes are required. Work with them rather than being a third party.
Create an employee brand image that conveys policies and procedures are for their benefit and not for punishing employees. It often happens that HR professionals are so busy that they forget to explain the benefits of policies and procedures.
Serve other departments as your sales department serves your customers. Ask ourselves the question: why are other departments respected? rather than asking why we are not respected?
Regards,
Anu
From India, Bangalore
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Hi,
Thanks for the posts made earlier by everybody. You must have the passion in your field and your unique approach towards it; let people turn towards you. You may feel the disrespect occasionally, but the love we have in our profession must be proved in some way. 😛 Don't let others' views or thoughts rule you.
Regards,
Karthikeyan
From India, Bangalore
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Thanks for the posts made earlier by everybody. You must have the passion in your field and your unique approach towards it; let people turn towards you. You may feel the disrespect occasionally, but the love we have in our profession must be proved in some way. 😛 Don't let others' views or thoughts rule you.
Regards,
Karthikeyan
From India, Bangalore
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Most people view HR as an administrative job, not requiring a high degree of intelligence. While this is true that Transactional HR forms a major portion of the work done by most HR professionals, it is also to be noted and acknowledged that HR has a body of knowledge which is no less intellectually challenging than any other function.
However, people from other functions fail to notice this because most of the terms and HR-specific words do not sound very esoteric. Everyone feels that he or she can speak about Recruitment, Training, Values, Performance Management, etc. On the other hand, other functions like Finance, Accounts, Production, etc., have terms which are not so easily understood by others. They, thus, enjoy the respect as an expert in a particular field.
I entered HR without any qualification in this field and learned as I worked. To me, if there is any field which involves the knowledge of Management in the true sense of the word, it is HR. I did not appreciate this when I worked as an Engineer. And I know it's difficult for others to understand this as well.
Anyways, we should not worry about comments from others and keep delivering the value that we are supposed to. Adding to the already existing knowledge of HR body is another thing besides acquiring researched, established theoretical knowledge that we may do continuously to enhance our self-esteem.
From India, Madras
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However, people from other functions fail to notice this because most of the terms and HR-specific words do not sound very esoteric. Everyone feels that he or she can speak about Recruitment, Training, Values, Performance Management, etc. On the other hand, other functions like Finance, Accounts, Production, etc., have terms which are not so easily understood by others. They, thus, enjoy the respect as an expert in a particular field.
I entered HR without any qualification in this field and learned as I worked. To me, if there is any field which involves the knowledge of Management in the true sense of the word, it is HR. I did not appreciate this when I worked as an Engineer. And I know it's difficult for others to understand this as well.
Anyways, we should not worry about comments from others and keep delivering the value that we are supposed to. Adding to the already existing knowledge of HR body is another thing besides acquiring researched, established theoretical knowledge that we may do continuously to enhance our self-esteem.
From India, Madras
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Dear Shefali,
I am also facing the same problem in my current organization. There is no support from top management, and no support and respect from the bottom level. You know what my condition is like Amitabh Bachchan in his movie "Don." Employees understand that I am in favor of the employer, and the employer feels that I am favoring employees. This really is frustrating. I am not enjoying working, yar. I am confused. I am thinking, what should I do? Should I change the field?
Thank you.
From India, Mumbai
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I am also facing the same problem in my current organization. There is no support from top management, and no support and respect from the bottom level. You know what my condition is like Amitabh Bachchan in his movie "Don." Employees understand that I am in favor of the employer, and the employer feels that I am favoring employees. This really is frustrating. I am not enjoying working, yar. I am confused. I am thinking, what should I do? Should I change the field?
Thank you.
From India, Mumbai
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Have you seen the cleaner who sweeps the streets in the wee hours of the morning while there is no traffic? An HR is just like that. Let him stop sweeping for one day, and we will know the difference; otherwise, we never see him. It's just the most thankless work.
From India, Hyderabad
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From India, Hyderabad
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