There are numerous books on challenges faced in HR functions in an organization but not on the problems faced by HR practitioners in a firm. What all are the problems they face with respect to career growth, training they get, salaries etc?
From Saudi Arabia, Riyadh
2From Saudi Arabia, Riyadh
Dear Spv88,
From a HR point of view I do not see any difference
if you talk of an "Organization" or a 'Firm'.
There could be instances when the above two usages can be overlapping.
To put it simply, humans and their behaviours could easily be standardized by
common theories irrespective the nature of a company set up.
V.Raghunathan
From India
From a HR point of view I do not see any difference
if you talk of an "Organization" or a 'Firm'.
There could be instances when the above two usages can be overlapping.
To put it simply, humans and their behaviours could easily be standardized by
common theories irrespective the nature of a company set up.
V.Raghunathan
From India
Thank you for the reply Mr. Raghunathan.
But, please allow me to frame my query a little differently.
Could you please give me:
1) Top 3 challenges/Key Responsibility Areas (KRAs) of HR function at your firm
2) Top 3 priorities (HR fuction) of your own with respect to your career/functioning/interaction in your firm
From Saudi Arabia, Riyadh
But, please allow me to frame my query a little differently.
Could you please give me:
1) Top 3 challenges/Key Responsibility Areas (KRAs) of HR function at your firm
2) Top 3 priorities (HR fuction) of your own with respect to your career/functioning/interaction in your firm
From Saudi Arabia, Riyadh
Hi Spv88
I can answer your first query.
The three KRAs could be
1.0 Recruitment
2.0 Training
3.0 Employee Satisfaction
Goals have to be created in each suiting to the Company needs.
I am not answering your second question as I am not in active service
having retired after attaining 60 years of age three years ago.
Presently I am a Process Consultant and also a Soft Skill trainer.
V.Raghunathan
From India
I can answer your first query.
The three KRAs could be
1.0 Recruitment
2.0 Training
3.0 Employee Satisfaction
Goals have to be created in each suiting to the Company needs.
I am not answering your second question as I am not in active service
having retired after attaining 60 years of age three years ago.
Presently I am a Process Consultant and also a Soft Skill trainer.
V.Raghunathan
From India
On a philosophical note, I can tell you, when a human interacts with another human, there will be a transaction. The transaction can be good, bad or ugly considering the mindset of the individuals. This is common for all functions, roles and responsibilities and note unique to HR alone. If the problems relate to equipment, machinery etc, they can be set right by engineers ie human beings. However, if the problem relate to another human being, our creator ie. Almighty cannot come and set them right. We humans have to do it ourselves. So long as humanity is there, conflicts cannot be avoided. However, it is up to the persons concerned at all levels to create an environment where the conflicts can be avoided or reduced by installing proper mechanisms. There should be sacrifice from both sides without any egos ! Instead of looking at the problems, as problems, look at them as opportunities to improve the situation, service, or performance.
Best wishes
From India
Best wishes
From India
I definitely get your point Mr. Sundaram. But, since you work in the same field, I was wondering if there are anything specific points you would like to provide me wrt my queries please?
From Saudi Arabia, Riyadh
From Saudi Arabia, Riyadh
Hi,this is inline with the anwers given by Mr.raghunathan sir,while I appreciate the post and discussions herein,I would like to answer the second part of the question,every organisation and the hr in turn has concerns about
A)organisational commitment issues
B)Employee satisfaction issues
C)Talent management issue.
Hr managers are expected to address issues of such nature waligning the company's very objective,keeping in mind the proportionate growth of employees.For achiving all these managers do all exercises on trainig,formation oof kpi and kras,process and procedures clubbed with legal bindings.Having said this I personally feel that human behaviour,its understanding,coupled with required qualification and experience makes a true hr manager,who can take the reins of an organisation in his hands and can make it a brand.Hr people do not drive the company but they drive the people who drives it.
From India, Vadodara
A)organisational commitment issues
B)Employee satisfaction issues
C)Talent management issue.
Hr managers are expected to address issues of such nature waligning the company's very objective,keeping in mind the proportionate growth of employees.For achiving all these managers do all exercises on trainig,formation oof kpi and kras,process and procedures clubbed with legal bindings.Having said this I personally feel that human behaviour,its understanding,coupled with required qualification and experience makes a true hr manager,who can take the reins of an organisation in his hands and can make it a brand.Hr people do not drive the company but they drive the people who drives it.
From India, Vadodara
One of the most important challenges facing HR to be a value addition factor in the organisation is adding value to the organisation by retaining talented and best employees.
Such rare employees are always in demand and get poached or change jobs for better options.So how to retain-what policies to follow,what kind of work environment to be given??
Getting the next big idea and commercialisation is yet one thing while successful team engagement and retention rates increase by putting in place a joint intellectual effort for organic evolution within a workspace.
From India, Pune
Such rare employees are always in demand and get poached or change jobs for better options.So how to retain-what policies to follow,what kind of work environment to be given??
Getting the next big idea and commercialisation is yet one thing while successful team engagement and retention rates increase by putting in place a joint intellectual effort for organic evolution within a workspace.
From India, Pune
Hi
In Line with the anwers given by Mr.raghunathan sir,while I appreciate the post and discussions herein,I would like to answer the second part of the question,every organisation and the hr in turn has concerns about
A)organisational commitment issues
B)Employee satisfaction issues
C)Talent management issue.
Hr managers are expected to address issues of such nature aligning the company's very objective,keeping in mind the proportionate growth of employees.For achieving all these managers do all exercises on training,formation of kpi and kras,process and procedures clubbed with legal bindings.Having said this I personally feel that human behaviour,its understanding,coupled with required qualification and experience makes a true hr manager,who can take the reins of an organisation in his hands and can make it a brand.Hr people do not drive the company but they drive the people who drives it.
From India, Vadodara
In Line with the anwers given by Mr.raghunathan sir,while I appreciate the post and discussions herein,I would like to answer the second part of the question,every organisation and the hr in turn has concerns about
A)organisational commitment issues
B)Employee satisfaction issues
C)Talent management issue.
Hr managers are expected to address issues of such nature aligning the company's very objective,keeping in mind the proportionate growth of employees.For achieving all these managers do all exercises on training,formation of kpi and kras,process and procedures clubbed with legal bindings.Having said this I personally feel that human behaviour,its understanding,coupled with required qualification and experience makes a true hr manager,who can take the reins of an organisation in his hands and can make it a brand.Hr people do not drive the company but they drive the people who drives it.
From India, Vadodara
Hello,
I think challenges which an HR practitioner usually face are
1. Going beyond the typical label of admin support role and being an active business contributor
2.Getting an acceptance as a business partner with equivalents of Sales, Marketing , Finance or Operations
3.Able to Quantify the various KRAs of the HR department. ( Apart from recruitment, training mandays and comp & benefit activities, what HR does is hard to measure).
our senior learned members will be able to frame this better, but its my take on the challenges.
regards
Vineeta
From India, Mumbai
I think challenges which an HR practitioner usually face are
1. Going beyond the typical label of admin support role and being an active business contributor
2.Getting an acceptance as a business partner with equivalents of Sales, Marketing , Finance or Operations
3.Able to Quantify the various KRAs of the HR department. ( Apart from recruitment, training mandays and comp & benefit activities, what HR does is hard to measure).
our senior learned members will be able to frame this better, but its my take on the challenges.
regards
Vineeta
From India, Mumbai
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