:) Dear Friends,
I would like to put on records my thanks to the topic 'HR People are Boring ' .. At least the author had the courage to speak out his general perception about it on which we could discuss a lot !
I would request you all to kindly feedback on : Are HR People Underpaid ? In my candid opinion - Yes. This may be due to fact that HR is not given much importance in Organization, which otherwise could just create magic ! .. or Top Management often perceive HR only as Support Function .. which is not 'Streamlined' . or probably the generally given logic .. 'Marketing and Operations are driving the Corporation, and HR is a Burden ..'
I request your frank assessment on it ..
Can I politely suggest a theme for discussion . .
:arrow:
Phase 1. Do YOU think you are Underpaid ? When compared with other Functional Practitioners of same designation ..
Phase 2. Is it Okay/Acceptable ? Can we people do something if it's not Ok ? Do we accept it as our 'Destiny' ?
Phase 3. We often talk about 'Business Acumen' .. does HR Lack that ? Do you tend to accept it ? How do we streamline with Core Business (if we don't have it at all) ..
Eagerly waiting response from HR Friends .. All feedbacks are most welcome.
Regards,
Thesysthink
From India, Pune
5I would like to put on records my thanks to the topic 'HR People are Boring ' .. At least the author had the courage to speak out his general perception about it on which we could discuss a lot !
I would request you all to kindly feedback on : Are HR People Underpaid ? In my candid opinion - Yes. This may be due to fact that HR is not given much importance in Organization, which otherwise could just create magic ! .. or Top Management often perceive HR only as Support Function .. which is not 'Streamlined' . or probably the generally given logic .. 'Marketing and Operations are driving the Corporation, and HR is a Burden ..'
I request your frank assessment on it ..
Can I politely suggest a theme for discussion . .
:arrow:
Phase 1. Do YOU think you are Underpaid ? When compared with other Functional Practitioners of same designation ..
Phase 2. Is it Okay/Acceptable ? Can we people do something if it's not Ok ? Do we accept it as our 'Destiny' ?
Phase 3. We often talk about 'Business Acumen' .. does HR Lack that ? Do you tend to accept it ? How do we streamline with Core Business (if we don't have it at all) ..
Eagerly waiting response from HR Friends .. All feedbacks are most welcome.
Regards,
Thesysthink
From India, Pune
Hi all
This is quite an interesting topic to get views on.The views will vary across industry,across all experience.
HR people underpaid????In general:::YES.
But if you want me to answer the questions jotted by you,then;
Phase1: I am paid at par with my counterparts in other functions.But i think, it might just vary in the senior management level.
Phase 2: We choose our profession of being and growing in HR.Destiny and choosing don't go together.
Phase 3: I also think that any body working for a vision can not lack business acumen,whether they are from Materials or marketing or HUMAN RESOURCE.Plus a lot of strategies like BAlance Score Card have been worked on for linking to Business Objectives.
what do you say??
From India, Thana
This is quite an interesting topic to get views on.The views will vary across industry,across all experience.
HR people underpaid????In general:::YES.
But if you want me to answer the questions jotted by you,then;
Phase1: I am paid at par with my counterparts in other functions.But i think, it might just vary in the senior management level.
Phase 2: We choose our profession of being and growing in HR.Destiny and choosing don't go together.
Phase 3: I also think that any body working for a vision can not lack business acumen,whether they are from Materials or marketing or HUMAN RESOURCE.Plus a lot of strategies like BAlance Score Card have been worked on for linking to Business Objectives.
what do you say??
From India, Thana
As far as Basic and normally perks are concerned the HR people are generally paid on par with other functional employees
It is in the rewards section that the HR people are generally not given any rewards
A Sales person would be rewarded on the Sales he generates
A Brand Manager gets rewarded on the brand success..
A Production person gets rewarded on the level / quality of production
I don't know of any company which gives rewards to its HR people based on the [the list could be much bigger]
From India, Ahmadabad
It is in the rewards section that the HR people are generally not given any rewards
A Sales person would be rewarded on the Sales he generates
A Brand Manager gets rewarded on the brand success..
A Production person gets rewarded on the level / quality of production
I don't know of any company which gives rewards to its HR people based on the [the list could be much bigger]
- 1. Lesser Labour Turnover
2. No of Training Sessions Conducted etc
From India, Ahmadabad
:D Dear Oindrilla and Ajmal,
Thank you for your Reply .. and sorry for a delay in reply,
I have heard it many a times from my friends and counterparts that HR People don't really have the Business Acumen .. it might be a joke but it hurts. Though I don't accept it .. wanted to know what my HR friends say ..
I once had an opportunity to hear Prof. Preetam Singh in a symposium 'Building Business Capability - Perform or Perish' which was absolutely a HR Centric wisdom. The point which he raised was 'Corporates don't need HR Managers, Marketing Managers, Finance Managers .. what the Future Corporation requires is Wealth Creators ... '
In the ending session it was addressed to the HR Practitoners .. ' Ae Mauze bala de inko bhi do char thapede halke se, Kuck log abhi bhi saahil se toofan e nazara karte hain .. ", I am trying to translate the theme for friends who might have difficulty understanding it .. it says (to HR Practitioners): "If you don't streamline yourselves to real business, you will be perished .."
This makes me think even today .. Are we lacking Business Sense ?
Dear Friends .. requesting feedback on this also ...
Dear Ajmal, what I believe is - we don't have a truly 'Measurable' instrument like Sales or Marketing functions .. through which we can 'Show' the process improvement we have made for organization.
I request frank and candid response from my HR Friends ..
Thanks once again fr your reply .. :D
Regards,
Thesysthink
From India, Pune
Thank you for your Reply .. and sorry for a delay in reply,
I have heard it many a times from my friends and counterparts that HR People don't really have the Business Acumen .. it might be a joke but it hurts. Though I don't accept it .. wanted to know what my HR friends say ..
I once had an opportunity to hear Prof. Preetam Singh in a symposium 'Building Business Capability - Perform or Perish' which was absolutely a HR Centric wisdom. The point which he raised was 'Corporates don't need HR Managers, Marketing Managers, Finance Managers .. what the Future Corporation requires is Wealth Creators ... '
In the ending session it was addressed to the HR Practitoners .. ' Ae Mauze bala de inko bhi do char thapede halke se, Kuck log abhi bhi saahil se toofan e nazara karte hain .. ", I am trying to translate the theme for friends who might have difficulty understanding it .. it says (to HR Practitioners): "If you don't streamline yourselves to real business, you will be perished .."
This makes me think even today .. Are we lacking Business Sense ?
Dear Friends .. requesting feedback on this also ...
Dear Ajmal, what I believe is - we don't have a truly 'Measurable' instrument like Sales or Marketing functions .. through which we can 'Show' the process improvement we have made for organization.
I request frank and candid response from my HR Friends ..
Thanks once again fr your reply .. :D
Regards,
Thesysthink
From India, Pune
Mostly yes. And Understaffed and many times over worked.
Reason - majority dont speak the language of Finance and Metrics - The
langauge of the board and executive management.
When HR starts speaking ROI, Value organisation is getting and the savings done through HR process you will have the number one and two in the organisation listening to you..you will have board room attention and you will also have better pay.
From India, Bangalore
Reason - majority dont speak the language of Finance and Metrics - The
langauge of the board and executive management.
When HR starts speaking ROI, Value organisation is getting and the savings done through HR process you will have the number one and two in the organisation listening to you..you will have board room attention and you will also have better pay.
From India, Bangalore
:D Dear Friends,
Thank you for you time reading the post and reply ..
After we hear from the Community about this, probably we can proceed forward to discuss :
1. In case we are underpaid .. how to get the situation improved ?
2. How can we develop the missing skillsets, if any ?
Thank you for your feedback ..
Regards,
Thesysthink
From India, Pune
Thank you for you time reading the post and reply ..
After we hear from the Community about this, probably we can proceed forward to discuss :
1. In case we are underpaid .. how to get the situation improved ?
2. How can we develop the missing skillsets, if any ?
Thank you for your feedback ..
Regards,
Thesysthink
From India, Pune
If your annual turnover is 20 crore. Assuming your people costs are 30 to 40% of the this - show a saving of 10% by improving your processes and reporting ROI and Metrics straight to CEO, CFO and the board.
And ask for a pay hike across HR department.
Set targets and share these savings targets. Take HR to the next orbit.
From India, Bangalore
And ask for a pay hike across HR department.
Set targets and share these savings targets. Take HR to the next orbit.
From India, Bangalore
Hello Team,
I think this is a pretty interesting and thought provoking topic. I think salary of a HR proffesional will depend mainly on the industry he belongs to. If you take production and manufacturing, HR people are underpaid but service industry is better paid. But in general when we compare with our other functional practioner, asnwer is YES , the HR is underpaid.
and to answer your 1st question: yes i am underpaid compared with other Functional Practitioners of same designation
2) I always wanted to be in HR and i am highly satisfied with my job profile so i think destiny doesn't play much role in my case
3) I don't think HR people lack business acumen. I think HR practioners are pretty much stream lined to the core business
Criticism are welcome
Regards
Sree
From United Arab Emirates, Dubai
I think this is a pretty interesting and thought provoking topic. I think salary of a HR proffesional will depend mainly on the industry he belongs to. If you take production and manufacturing, HR people are underpaid but service industry is better paid. But in general when we compare with our other functional practioner, asnwer is YES , the HR is underpaid.
and to answer your 1st question: yes i am underpaid compared with other Functional Practitioners of same designation
2) I always wanted to be in HR and i am highly satisfied with my job profile so i think destiny doesn't play much role in my case
3) I don't think HR people lack business acumen. I think HR practioners are pretty much stream lined to the core business
Criticism are welcome
Regards
Sree
From United Arab Emirates, Dubai
Dear Thesysthink.... 8)
I AM THE ONE WHO STARTED" DO YOU THINK H.R PEOPLE ARE BORING"......ATLEAST SMBDY APPRECIATES MY COURAGE...IT WAS JUST AN EXPRESSION.... COMING TO YOUR TOPIC I VERY MUCH AGREE H.R PEOPLE ARE HIGHLY UNDERPAID.....I DNT KNW ABT THE REASONS BUT... WE ARE THE PEOPLE WHO GET CRUSHED BETWEEN TOP MGT & OPERATIONS.....WE ARE THE PEOPLE WHO GET BLAMED IF SELECTED CROWD DOESN'T PERFORM.....WE HAVE TO FULFILL THE UNREALISTIC REQUIREMENTS LIKE...300 PEOPLE A MONTH AND STILL WE ARE UNDERPAID......REASONS I WILL NOT KNOW.....THOUGH WE ARE NOT DIRECTLY RESPONSIBLE FOR REVENEUE GENERATION...BUT WE DO IT INDIRECTLY....I WILL TELL U HOW... H.R>>SELECTS RIGHT PEOPLE>>>RIGHT PEOPLE PERFORM>>>INFLOW OF REVENUE>>>RIGHT PEOPLE GET INCENTIVES...SO WE DO INDIRECT REVENUE GENERATION, BUT MGT WILL NOT UNDERSTAND THIS.....FUNDA....THEY WILL NOT GIVES US CREDIT FOR SUCCESS....BUT THEY DEFINETLY BLAME US FOR FAILURES.....
I AM SORRY FOR NOT FOLLOWING A FORMAT DUE TO TIME CONSTRAINTS
REGARDS
VISHAL :lol:
From India, Mumbai
I AM THE ONE WHO STARTED" DO YOU THINK H.R PEOPLE ARE BORING"......ATLEAST SMBDY APPRECIATES MY COURAGE...IT WAS JUST AN EXPRESSION.... COMING TO YOUR TOPIC I VERY MUCH AGREE H.R PEOPLE ARE HIGHLY UNDERPAID.....I DNT KNW ABT THE REASONS BUT... WE ARE THE PEOPLE WHO GET CRUSHED BETWEEN TOP MGT & OPERATIONS.....WE ARE THE PEOPLE WHO GET BLAMED IF SELECTED CROWD DOESN'T PERFORM.....WE HAVE TO FULFILL THE UNREALISTIC REQUIREMENTS LIKE...300 PEOPLE A MONTH AND STILL WE ARE UNDERPAID......REASONS I WILL NOT KNOW.....THOUGH WE ARE NOT DIRECTLY RESPONSIBLE FOR REVENEUE GENERATION...BUT WE DO IT INDIRECTLY....I WILL TELL U HOW... H.R>>SELECTS RIGHT PEOPLE>>>RIGHT PEOPLE PERFORM>>>INFLOW OF REVENUE>>>RIGHT PEOPLE GET INCENTIVES...SO WE DO INDIRECT REVENUE GENERATION, BUT MGT WILL NOT UNDERSTAND THIS.....FUNDA....THEY WILL NOT GIVES US CREDIT FOR SUCCESS....BUT THEY DEFINETLY BLAME US FOR FAILURES.....
I AM SORRY FOR NOT FOLLOWING A FORMAT DUE TO TIME CONSTRAINTS
REGARDS
VISHAL :lol:
From India, Mumbai
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