hai friends...
I want to know , if really hr dept is mandatory in any industry/office in this corporate world????
Can we replace the services of a hr executive by someother person from any other department???
hanuma
From India, Kakinada
19I want to know , if really hr dept is mandatory in any industry/office in this corporate world????
Can we replace the services of a hr executive by someother person from any other department???
hanuma
From India, Kakinada
Now its going to start once again,,,, :evil:
HR Dept is not mandatory,,,,
The managerial functions which HR does automatically is imbibed with any kind of people be it technical , medical etc.... Any non management person also with experience knows how to motivate his team and achieve the organisational objective.
As far as the team is motivated and organisational objectives are achieved, all other process are not needed like appraisal, (which further dampens spirit of employees when they dont get apprised as desired), training and dev (which needs no special HR person to do this job)
So on,, there is no need of a HR person,,, a company can do without HR..
WHEW,,, I know what the responses would be,, but HANUMAN,, I could not resist myself on seeing ur question,,,
Now seems u hav started it..
From India, Pune
HR Dept is not mandatory,,,,
The managerial functions which HR does automatically is imbibed with any kind of people be it technical , medical etc.... Any non management person also with experience knows how to motivate his team and achieve the organisational objective.
As far as the team is motivated and organisational objectives are achieved, all other process are not needed like appraisal, (which further dampens spirit of employees when they dont get apprised as desired), training and dev (which needs no special HR person to do this job)
So on,, there is no need of a HR person,,, a company can do without HR..
WHEW,,, I know what the responses would be,, but HANUMAN,, I could not resist myself on seeing ur question,,,
Now seems u hav started it..
From India, Pune
Hi,
HR Department is not must in an organization esp. a smaller 1 untill & unless the statutory compliances are met and handled by some1 frm any deptt. esp. accounts & finance people. But as the size of the organization grows along with an increase in the HR functions (like orientation, training development, maintaing personal files etc) then its advisable to have a separate dedicated deptt. for the HR & Personnel Functions.
Regards
Abhi
From India, New Delhi
HR Department is not must in an organization esp. a smaller 1 untill & unless the statutory compliances are met and handled by some1 frm any deptt. esp. accounts & finance people. But as the size of the organization grows along with an increase in the HR functions (like orientation, training development, maintaing personal files etc) then its advisable to have a separate dedicated deptt. for the HR & Personnel Functions.
Regards
Abhi
From India, New Delhi
To cut it short.
Yes, when the unit is small, it is possible to have different HR/personnel functions exercised by two or three other functional heads who have the time and the capacity/ability to handle them. Also, most HR interaction will be face-to-face, which has its own advantages.
When the organisation grows, the nonHR functional heads will find it more and more difficult to handle HR/personnel in addition to their own functions, and it will need fulltime HR/personnel executives to take over.
Also, as the organisation grows, the HR/personnel function grows in size and more important, complexity, and you need a special kind of people to handle these matters successfully. Face to face interaction will be limited, and procedures and systems need to be introduced and followed.
HR/personnel matters now need to be handled by a separate function, which can develop and train other personnel to perform at their best in the right position for them.
Jeroo
From India, Mumbai
Yes, when the unit is small, it is possible to have different HR/personnel functions exercised by two or three other functional heads who have the time and the capacity/ability to handle them. Also, most HR interaction will be face-to-face, which has its own advantages.
When the organisation grows, the nonHR functional heads will find it more and more difficult to handle HR/personnel in addition to their own functions, and it will need fulltime HR/personnel executives to take over.
Also, as the organisation grows, the HR/personnel function grows in size and more important, complexity, and you need a special kind of people to handle these matters successfully. Face to face interaction will be limited, and procedures and systems need to be introduced and followed.
HR/personnel matters now need to be handled by a separate function, which can develop and train other personnel to perform at their best in the right position for them.
Jeroo
From India, Mumbai
Hey Jeroo! Well put!
However i would like to add to that; one of the new trends that i have observed in the market is a concept called as "Line HR". Here the functional manager would also be responsible for the HR initiatives or atleast facilitate the HR department therefore becoming an agent of the same.
Moreover the HR professions job itself has undergone many changes in its nature. Right from Data analysis interms of productivity, to the attrition analysis and retention strategy. These were never a part of the "IR" as HR was called earlier.
I myself am involved in "First Impressions", which ideally looks at the induction piece but also embibing the culture of the company and faciliatting the new employees for the first couple of months. Also i partake "Executive Capability Development" a special cell of HR responsible for Career management and leadership development specifically for the Senior Cadre in the company.
Coming from a hardcore HR Operations background in my previous organisation the specific specialised HR job was a bit of an inconvinience initially since the perception of HR was specified. However it has been a very intresting learning so far.
From India, Bangalore
However i would like to add to that; one of the new trends that i have observed in the market is a concept called as "Line HR". Here the functional manager would also be responsible for the HR initiatives or atleast facilitate the HR department therefore becoming an agent of the same.
Moreover the HR professions job itself has undergone many changes in its nature. Right from Data analysis interms of productivity, to the attrition analysis and retention strategy. These were never a part of the "IR" as HR was called earlier.
I myself am involved in "First Impressions", which ideally looks at the induction piece but also embibing the culture of the company and faciliatting the new employees for the first couple of months. Also i partake "Executive Capability Development" a special cell of HR responsible for Career management and leadership development specifically for the Senior Cadre in the company.
Coming from a hardcore HR Operations background in my previous organisation the specific specialised HR job was a bit of an inconvinience initially since the perception of HR was specified. However it has been a very intresting learning so far.
From India, Bangalore
Apology.
I did omit the line manager's recent involvement in HR. However, what it really implies is that the line manager is taught various HR developmental aspects which he/she can utilise while dealing with the employees reporting to him/her. This is so that the line manager can fulfil his line responsibilties even better.
Thanks.
Jerop
From India, Mumbai
I did omit the line manager's recent involvement in HR. However, what it really implies is that the line manager is taught various HR developmental aspects which he/she can utilise while dealing with the employees reporting to him/her. This is so that the line manager can fulfil his line responsibilties even better.
Thanks.
Jerop
From India, Mumbai
I believe that HR is getting more and more important for the organizations. Any organization who don't have their professional setup, policies and procedures at its start, how can it become attractive for new comers in presence of larger organizations.
Line managers or department heads can do hiring but what about designing policies and systems. Conducting leadership surveys ...etc and training employees accordingly.
I have observed that technical person is more concerned with technical skills rather than looking at the other soft skills or behavior / attitude related matters so who will design the system to evaluate these and then develop these skills in them.....I believe these are all HR's Role. Line managers can't perform all of this nor they have got skills to do all of this.
Regards
Khalid
From Pakistan, Lahore
Line managers or department heads can do hiring but what about designing policies and systems. Conducting leadership surveys ...etc and training employees accordingly.
I have observed that technical person is more concerned with technical skills rather than looking at the other soft skills or behavior / attitude related matters so who will design the system to evaluate these and then develop these skills in them.....I believe these are all HR's Role. Line managers can't perform all of this nor they have got skills to do all of this.
Regards
Khalid
From Pakistan, Lahore
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