Hi All,
It been in my mind for a long time. What are the reasons that a company requires a HR dept? Is it only for payroll or admin. Since even operations managers conduct interviews(including giving a headcount of new recruits that will be required), what is the real purpose of HRM and HR dept in any Company?
Please guide me in this regard
Thanks,
From India, Mumbai
1It been in my mind for a long time. What are the reasons that a company requires a HR dept? Is it only for payroll or admin. Since even operations managers conduct interviews(including giving a headcount of new recruits that will be required), what is the real purpose of HRM and HR dept in any Company?
Please guide me in this regard
Thanks,
From India, Mumbai
HR IS NOT AT ALL REQUIRED>..
BECAUSE THE REAL FUNCTION OF HR is
SOMETHING ELSE <
BUT ALL THE HR DO ONLY REST IN THEIR OFFICES, AND ACT AS DICTATORS..
AND DONT DO THE REAL REASON WHY THEY ARE GETTING PAID, SO ALMOST 90% HR ARE GETTING PAID JUST TO SIT IN OFFICE..
SO NO NEED OF HR..
ONLY THE REAL HR IS 10% WHICH IS REQUIRED
From India, Pune
BECAUSE THE REAL FUNCTION OF HR is
SOMETHING ELSE <
BUT ALL THE HR DO ONLY REST IN THEIR OFFICES, AND ACT AS DICTATORS..
AND DONT DO THE REAL REASON WHY THEY ARE GETTING PAID, SO ALMOST 90% HR ARE GETTING PAID JUST TO SIT IN OFFICE..
SO NO NEED OF HR..
ONLY THE REAL HR IS 10% WHICH IS REQUIRED
From India, Pune
Dear Friends
I am sorry to say...........but if this is what you feel and know about HR..........
I think you have taken a wrong decision to opt HR as career option...............
HR is a vast ocean and each of its function is so vast that it itself can be a department..................
Few of the function which HR handles is :
Recruitment
Performance Evaluation and Management
Training need Identification and Training and Development
Employee Development
Organisation Development
Enployee Engagement Activities
Statutory Compliances
Payroll Management
Office Administration
Facilities Management
These are the few function comes under the umbrella of HR.
and If you feel these are the useless functions and HR is doing a thankless job...................
I can only say.........."No Comments"
Regards
Sujeet S Rajawat
Asst. Manager HR
Vijay Solvex Limited
Alwar Rajasthan
From Nigeria, Lagos
I am sorry to say...........but if this is what you feel and know about HR..........
I think you have taken a wrong decision to opt HR as career option...............
HR is a vast ocean and each of its function is so vast that it itself can be a department..................
Few of the function which HR handles is :
Recruitment
Performance Evaluation and Management
Training need Identification and Training and Development
Employee Development
Organisation Development
Enployee Engagement Activities
Statutory Compliances
Payroll Management
Office Administration
Facilities Management
These are the few function comes under the umbrella of HR.
and If you feel these are the useless functions and HR is doing a thankless job...................
I can only say.........."No Comments"
Regards
Sujeet S Rajawat
Asst. Manager HR
Vijay Solvex Limited
Alwar Rajasthan
From Nigeria, Lagos
Hi again Maybe i phrased my questions incorrectly. It wasnt to start a debate. I need an answer as to how HR as a function is as imp as Mktg,Ops,Finance.
From India, Mumbai
From India, Mumbai
Hi Hrishi,
Check this Article which gives an idea about "Why HR required?". I dnt know who wrote this article I found it on net, but it shows the effective role of HR in some big MNCs. Apart from this the other fuctions of HR has already mentioned by Sujeet.
Corporations are always searching for better ways to produce goods and services. When new technological developments give some organizations a competitive advantage, their rivals try to catch up by adopting and improving on the new technologies. Ford has put many of Toyota's technical advances to work in its own plants, and General Motors has spent over $50 billion in the last decade to modernize its production facilities to develop skills in flexible manufacturing. A large part of this growth is the Human Resources department of these companies, who are responsible for hiring the people with the knowledge to bring new technology into a company. To be successful in the automotive market, these companies needs a highly skilled, flexible and committed work force, a flexible and innovative management, the ability to retain developed talent, and a strong partnership between management and labor unions. To achieve these goals, the company needs a talented HR department. Besides hiring the right people to manage and perform specific jobs, HR managers have to build up commitment and loyalty among the workforce by keeping them up to date about company plans, and laying out the implications for job security and working conditions.
Such was the case when I worked at Velco. From the interview process to my exit interview at the end of the summer, the HR department was every employee's main connection between the production floor and the upper management. The HR department kept us informed via bi-weekly meetings, a company newsletter, and bulletin-board postings throughout the plant. Whenever a question arose, instead of asking middle-management, an employee could go straight to the HR rep they were assigned to. From my experiences, it seemed like the HR reps knew everything there was to know about the company and how it is run. And I found that to be a very valuable asset. I imagine the same takes place at large corporations around the world, be it Velcro or General Motors. The backbone of any successful company is the HR department, and without a talented group of people to hire, culture, and inform employees, the company is doomed for failure.
Regards
Shree
From India, Hyderabad
Check this Article which gives an idea about "Why HR required?". I dnt know who wrote this article I found it on net, but it shows the effective role of HR in some big MNCs. Apart from this the other fuctions of HR has already mentioned by Sujeet.
Corporations are always searching for better ways to produce goods and services. When new technological developments give some organizations a competitive advantage, their rivals try to catch up by adopting and improving on the new technologies. Ford has put many of Toyota's technical advances to work in its own plants, and General Motors has spent over $50 billion in the last decade to modernize its production facilities to develop skills in flexible manufacturing. A large part of this growth is the Human Resources department of these companies, who are responsible for hiring the people with the knowledge to bring new technology into a company. To be successful in the automotive market, these companies needs a highly skilled, flexible and committed work force, a flexible and innovative management, the ability to retain developed talent, and a strong partnership between management and labor unions. To achieve these goals, the company needs a talented HR department. Besides hiring the right people to manage and perform specific jobs, HR managers have to build up commitment and loyalty among the workforce by keeping them up to date about company plans, and laying out the implications for job security and working conditions.
Such was the case when I worked at Velco. From the interview process to my exit interview at the end of the summer, the HR department was every employee's main connection between the production floor and the upper management. The HR department kept us informed via bi-weekly meetings, a company newsletter, and bulletin-board postings throughout the plant. Whenever a question arose, instead of asking middle-management, an employee could go straight to the HR rep they were assigned to. From my experiences, it seemed like the HR reps knew everything there was to know about the company and how it is run. And I found that to be a very valuable asset. I imagine the same takes place at large corporations around the world, be it Velcro or General Motors. The backbone of any successful company is the HR department, and without a talented group of people to hire, culture, and inform employees, the company is doomed for failure.
Regards
Shree
From India, Hyderabad
Hi....
HR....Human Resource.... The main function of HR is deal with human being... HR is the mediator... between Management & employees... HR person perform so many function in the company... the one of them is maintain a good , skiled manpower in the organization... it must be look too easy but not a simple task... here you have show the skills of HR... :)
Regards
Vidya
From India, Kolhapur
HR....Human Resource.... The main function of HR is deal with human being... HR is the mediator... between Management & employees... HR person perform so many function in the company... the one of them is maintain a good , skiled manpower in the organization... it must be look too easy but not a simple task... here you have show the skills of HR... :)
Regards
Vidya
From India, Kolhapur
hi friends,
as far as HR Deptt. is concerned it plays a major role in any organization. If one want to know the crux of the functions that H.R manager play, its better to ask a HR person who is working in a company where trade unions are functioning. To some extent It play different role in different industries. As i think its not very good to say that H.R Deptt is just to sit in the office.
From India, Mumbai
as far as HR Deptt. is concerned it plays a major role in any organization. If one want to know the crux of the functions that H.R manager play, its better to ask a HR person who is working in a company where trade unions are functioning. To some extent It play different role in different industries. As i think its not very good to say that H.R Deptt is just to sit in the office.
From India, Mumbai
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