Dear Bhattacherjee,,
Its a common problem. First of all the employer has does'nt have an idea on roll of HR department. Functionally the department is required but while operation the employer has given importance to Technical and Finance Accounts peoples in the organisation. The HR department is "THANKLESS JOB". Now a days the Accounts department personnel is also involve in the functions of HR department, any problem persists simply through into HR court, at that time our department required.
I HOPE THIS IS A GOOD TOPIC, OUR HR FRIENDS MAY PLEASE SHARE YOUR IDEAS AND VIEWS.
Regards,
PBS KUMAR
From India, Kakinada
590Its a common problem. First of all the employer has does'nt have an idea on roll of HR department. Functionally the department is required but while operation the employer has given importance to Technical and Finance Accounts peoples in the organisation. The HR department is "THANKLESS JOB". Now a days the Accounts department personnel is also involve in the functions of HR department, any problem persists simply through into HR court, at that time our department required.
I HOPE THIS IS A GOOD TOPIC, OUR HR FRIENDS MAY PLEASE SHARE YOUR IDEAS AND VIEWS.
Regards,
PBS KUMAR
From India, Kakinada
Dear Ishita
In many organisations HR functions as a personnel department. Or we can say that just the name of department has been changed but not the mindset. In some cases, when such managers change company and get into HR, their mindset remains same.
In one company HR manager was changed, and the atmosphere of that company totally changed. Eearlier all use to work in harmony and were performing well. But divide and rule policy, showing no trust in any teammate, bringing own team... all such factors made the department worst. By using some unethical means he achieves a few things for which the manager entered in good books of higher management. But all the teammates in HR are ever low motivated. With such practices, in long term, organisation always suffer, may be some short term targets are achieved.
Do u agree ?
regards
Ravindra
From India
In many organisations HR functions as a personnel department. Or we can say that just the name of department has been changed but not the mindset. In some cases, when such managers change company and get into HR, their mindset remains same.
In one company HR manager was changed, and the atmosphere of that company totally changed. Eearlier all use to work in harmony and were performing well. But divide and rule policy, showing no trust in any teammate, bringing own team... all such factors made the department worst. By using some unethical means he achieves a few things for which the manager entered in good books of higher management. But all the teammates in HR are ever low motivated. With such practices, in long term, organisation always suffer, may be some short term targets are achieved.
Do u agree ?
regards
Ravindra
From India
Dear Kumar,
It may not be a bad idea to admit the fact that the finance and accounts people are being used by HR department for their work. I have seen in many companies where HR taking credit without doing anything. Hence the purview of "thanklessjob" depends on the people engaged in such area of work. Majority of HR people are not hard working and people friendly. However, I value your view considering the fact that a dissenting view also can be a contributing view.
Further, if the HR department is efficient and hard working, no accounts people would get into HR areas and no question of throwing HR to the court. To conclude, eventually you are responsible for whatever you have tamed....
Gigy J
It may not be a bad idea to admit the fact that the finance and accounts people are being used by HR department for their work. I have seen in many companies where HR taking credit without doing anything. Hence the purview of "thanklessjob" depends on the people engaged in such area of work. Majority of HR people are not hard working and people friendly. However, I value your view considering the fact that a dissenting view also can be a contributing view.
Further, if the HR department is efficient and hard working, no accounts people would get into HR areas and no question of throwing HR to the court. To conclude, eventually you are responsible for whatever you have tamed....
Gigy J
Dear All,
As some of our friends are in the thought of that HR are receiving the credit of others with out doing work. But how can it be, HR job is not so easy that it seems. May be they look relaxed and their work appear to be simple , the inner struggle will never understood by others.
A lot of responsibility will be on that department and entire organization will be reliable on this department for the smooth running of their business.
The involvement of other employees in the HR business will be depend on the company management.
We neither entertain others to interfere in our activities nor give a chance to point at ourselves.
"Don't look at others, look at your heart for what you are doing"
----Sree
From India, Hyderabad
As some of our friends are in the thought of that HR are receiving the credit of others with out doing work. But how can it be, HR job is not so easy that it seems. May be they look relaxed and their work appear to be simple , the inner struggle will never understood by others.
A lot of responsibility will be on that department and entire organization will be reliable on this department for the smooth running of their business.
The involvement of other employees in the HR business will be depend on the company management.
We neither entertain others to interfere in our activities nor give a chance to point at ourselves.
"Don't look at others, look at your heart for what you are doing"
----Sree
From India, Hyderabad
Dear all Its nice topic to evaluate the HR dept functions, the main difference what i have observed in my career is that the P&A dept is for management and the HR dept is employee friendly,
From India, Hyderabad
From India, Hyderabad
It is becuase the HR Department does not understand the nature or the object of the job itself something like to biuld???? to develop??? to deliver a message??? ELWAN
1 Success and failure are subjective in natures and to define them objectively is very difficult.
2 Failure or absolute failure are rare. We may consider under achievement of targets, effectiveness less than expected.
For so called failure or underachivement one or more from below mentioned parties can be considered responsible (all the parties involved!)
- HR Manager, Top Management / visionaries of organisation, HR professionals (as a community), changing scenario of business
Sharing my observations of manufacturing industry, where unions are more active, HR Head needs be in a commanding position. When a person holding HR Head's position leaves, it creates a vacuum. The unions never allow the new comer to settle down easily and subsequently the command, control which the person who has exited is never gained by the new comer.
There can be industry specific or other functional examples.
From India, New Delhi
2 Failure or absolute failure are rare. We may consider under achievement of targets, effectiveness less than expected.
For so called failure or underachivement one or more from below mentioned parties can be considered responsible (all the parties involved!)
- HR Manager, Top Management / visionaries of organisation, HR professionals (as a community), changing scenario of business
Sharing my observations of manufacturing industry, where unions are more active, HR Head needs be in a commanding position. When a person holding HR Head's position leaves, it creates a vacuum. The unions never allow the new comer to settle down easily and subsequently the command, control which the person who has exited is never gained by the new comer.
There can be industry specific or other functional examples.
From India, New Delhi
Dear All,
It is a fact that non HR perceive HR job as effortless job.But let me tell them that Hr job is usually qualitative than quantitative and thus they can not justify how much they have worked on that.
They under go lot of hard work with in their mind .thinking building strategy as to how maintain the balance between emplyee & management with intention that both are at profitable end.But at the end it is poor HR who does not gain anything.It is said that it is HR job to do so........
But believe me it is not easy to be an HR................Human relations are really difficult to build & maintain.
Regds
Pritha
From India, New Delhi
It is a fact that non HR perceive HR job as effortless job.But let me tell them that Hr job is usually qualitative than quantitative and thus they can not justify how much they have worked on that.
They under go lot of hard work with in their mind .thinking building strategy as to how maintain the balance between emplyee & management with intention that both are at profitable end.But at the end it is poor HR who does not gain anything.It is said that it is HR job to do so........
But believe me it is not easy to be an HR................Human relations are really difficult to build & maintain.
Regds
Pritha
From India, New Delhi
Hello Everyone,
Below mentioned are the key points which are responsible for the success or failure of HR Officer/ Manager :
Test yourself on following points :
SEQUEEZ : If the employees of your organization are happy with your plans & views, it means you are successful.
Please provide feedback on the above points through mail or SMS.
Regards,
Anuj Vats
HR Officer
+919718572732
Anujvats2001@rediffmail.com
From India, Lucknow
Below mentioned are the key points which are responsible for the success or failure of HR Officer/ Manager :
Test yourself on following points :
- Sense of belongingness among workers.
- Concerned with employees problems OR NOT ?
- Is he/ she is a trouble solver for employees OR NOT ?
- Is he/she is trustworthy for his/her employees ?.
- Are the employees are respecting ?.
- Can he/she foresee events to be happen in the organization?
- Level of Boldness : Because employees love and respect boldness who can raise voice for them.
- Be pro-active for employees but it does not mean to be against Management.
- If you are able to generate the source of information means you are successful.
- If employees of your organization discusses the personal problem with you it means that you have strong relationship with them, ultimately which means that you are successful.
SEQUEEZ : If the employees of your organization are happy with your plans & views, it means you are successful.
Please provide feedback on the above points through mail or SMS.
Regards,
Anuj Vats
HR Officer
+919718572732
Anujvats2001@rediffmail.com
From India, Lucknow
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
STARTUPS FAILURE REASONS.pdf
Pravs-j-failure -is-not-negativ e_189.jpg