Dear All, I’m working as as HR Officer. Please guide how to add value to HR Department?
From Pakistan, Rawalpindi
From Pakistan, Rawalpindi
Its great to see you taking initiative and figuring out how to take the current functions to a new level.
Assuming that you have stable processes within the system, have you tried auditing them? Start with simple steps such as repetitions and identifying dependencies. Suppose, during hiring, if a decision have to wait, just because the business head is out of town, is there anyone else who can evaluate and arrive at a conclusion? Are your payroll team making the list of incentives which the team leaders or department managers make every month? Can you get one to fill the sheet and the other party to validate?
How about reviewing the turn-around-time for each tasks? Have you checked if any training would be required by the members of your team to deliver them better?
What about scope for improvement in the delivery? How are your HR processes being defined by your employees? Do they find employee friendly?
Tell us about your HR Processes and allow us to find the areas of opportunity in them .
From India, Mumbai
Contributing Member
1859Assuming that you have stable processes within the system, have you tried auditing them? Start with simple steps such as repetitions and identifying dependencies. Suppose, during hiring, if a decision have to wait, just because the business head is out of town, is there anyone else who can evaluate and arrive at a conclusion? Are your payroll team making the list of incentives which the team leaders or department managers make every month? Can you get one to fill the sheet and the other party to validate?
How about reviewing the turn-around-time for each tasks? Have you checked if any training would be required by the members of your team to deliver them better?
What about scope for improvement in the delivery? How are your HR processes being defined by your employees? Do they find employee friendly?
Tell us about your HR Processes and allow us to find the areas of opportunity in them .
From India, Mumbai
Contributing Member
Dear Imran ji,
From your post, it shows your concern, your love and interest in your profession.
Each person or department has a purpose to others. You should declare your purpose, your department purpose to others / to other departments. Follow PDCA to fulfill the purpose. This is called Departmental Purpose Anslysis(DPA). Once you do it, others will follow you. They will copy you. They will respect you.
DPA should be derivative of Vision & Mission of your organization.
Treat each department, each employee as your / your departments' internal customer and try to satisfy each of your internal customer. One you do this, others will follow you. They will copy you. They will respect you.
Thus automatically there will be value addition to you, your department, OUR profession.
From India, Mumbai
Most Appreciated Member
From your post, it shows your concern, your love and interest in your profession.
Each person or department has a purpose to others. You should declare your purpose, your department purpose to others / to other departments. Follow PDCA to fulfill the purpose. This is called Departmental Purpose Anslysis(DPA). Once you do it, others will follow you. They will copy you. They will respect you.
DPA should be derivative of Vision & Mission of your organization.
Treat each department, each employee as your / your departments' internal customer and try to satisfy each of your internal customer. One you do this, others will follow you. They will copy you. They will respect you.
Thus automatically there will be value addition to you, your department, OUR profession.
From India, Mumbai
Most Appreciated Member
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