Dear Dinesh Sir,
I agree with what you say. Even recent surveys have shown that IIM graduates choose non HR streams when it comes to choosing specialization subjects.
Also, the requirement of an HR in a small company is merely for a record maintaining role but not for a meaningful role.
I have not come across a situation where one HR manager has been made a project manager and asked to manage a full show.
A senior project manager will be accomodated in a HR role just as to ensure he is promoted and given a new role to perform, where as a HR person wanting to move to other functions of HR in a medium sized company finds it tough to come out of recruitment function.
What is your view on it sir.
regards
VJRN
From India, Bangalore
1I agree with what you say. Even recent surveys have shown that IIM graduates choose non HR streams when it comes to choosing specialization subjects.
Also, the requirement of an HR in a small company is merely for a record maintaining role but not for a meaningful role.
I have not come across a situation where one HR manager has been made a project manager and asked to manage a full show.
A senior project manager will be accomodated in a HR role just as to ensure he is promoted and given a new role to perform, where as a HR person wanting to move to other functions of HR in a medium sized company finds it tough to come out of recruitment function.
What is your view on it sir.
regards
VJRN
From India, Bangalore
Hello..
According to me, HR practices needs time and patience and the result of the HR work will get after a long time. One has to put a faith in HR practices.
Actually the other problem is that, everyone meant that HR is as simple as other ordinary things,but HR is not materialistic thing which can be measure in an output or we can count. It is the thing of in-depth itself.
Every company and employees should understand this. and if not then it is the part of ours HR duty to make them understand. Because for implementing a small policy or any HR practices we need employee's support.
The other thing or reason behind not implementing all HR practices is also depend upon company size, structure and sector.
- Sneha
From India, Pune
According to me, HR practices needs time and patience and the result of the HR work will get after a long time. One has to put a faith in HR practices.
Actually the other problem is that, everyone meant that HR is as simple as other ordinary things,but HR is not materialistic thing which can be measure in an output or we can count. It is the thing of in-depth itself.
Every company and employees should understand this. and if not then it is the part of ours HR duty to make them understand. Because for implementing a small policy or any HR practices we need employee's support.
The other thing or reason behind not implementing all HR practices is also depend upon company size, structure and sector.
- Sneha
From India, Pune
Dear All.!
M greatly agreed about Sneha's words b/c we were not just practicing rules it's an discipline of company.We may see most of big company and reputed company, it's not only famous for the Turnover or profit even also the hard practice of Company discipline which is like HR Policy and Practices.
An talking about before posts that it's not one time practices we should follow up on the same for the hard and great triumphs..!
Thanks.!
SEETARAM
+917306312357
From India, Hyderabad
M greatly agreed about Sneha's words b/c we were not just practicing rules it's an discipline of company.We may see most of big company and reputed company, it's not only famous for the Turnover or profit even also the hard practice of Company discipline which is like HR Policy and Practices.
An talking about before posts that it's not one time practices we should follow up on the same for the hard and great triumphs..!
Thanks.!
SEETARAM
+917306312357
From India, Hyderabad
Gudmorning all,
I do agree with MR.Dinesh comments, if you have a look over any organization, mostly the finance, marketing and other domain managers will take over the responsibilities of HR department. the reasons behind this is:
even the companies wont understand the importance of HR department. they wont give any space or separate department for this unlike for other departments like finance, marketing etc. even the HR students are thrving and struggling to get an opportunity in corporate field for HR profession.
so my suggestion is either a small or big organization should have separate HR department. try to recruit manpower accordingly as per requirement both at the junior and senior levels, have a close observation over it. so that we can have more HR professionals growing in all the current sector and we can understand the valubility of this in the coming future.
Regards,
Kalpana
From India, Madras
I do agree with MR.Dinesh comments, if you have a look over any organization, mostly the finance, marketing and other domain managers will take over the responsibilities of HR department. the reasons behind this is:
even the companies wont understand the importance of HR department. they wont give any space or separate department for this unlike for other departments like finance, marketing etc. even the HR students are thrving and struggling to get an opportunity in corporate field for HR profession.
so my suggestion is either a small or big organization should have separate HR department. try to recruit manpower accordingly as per requirement both at the junior and senior levels, have a close observation over it. so that we can have more HR professionals growing in all the current sector and we can understand the valubility of this in the coming future.
Regards,
Kalpana
From India, Madras
Dear all...
All the valuable comments are really praiseworthy...Its really a matter of concern among the hr professionals..Even i am a sufferer in a company having around 350 employees but still MD does nt require a professional HR ..Thinking on Hr manager is quite different .They thought dat the same thing.. that HR managers doesnt have any work..dey dont get revenues. etc.and even they dont allow to implement the HR practices ..Lot of things.....but big organisations respect the hr practices.. Lets try to change..hope these things will change in future
Thnx
Manoj
From India, Bhubaneswar
All the valuable comments are really praiseworthy...Its really a matter of concern among the hr professionals..Even i am a sufferer in a company having around 350 employees but still MD does nt require a professional HR ..Thinking on Hr manager is quite different .They thought dat the same thing.. that HR managers doesnt have any work..dey dont get revenues. etc.and even they dont allow to implement the HR practices ..Lot of things.....but big organisations respect the hr practices.. Lets try to change..hope these things will change in future
Thnx
Manoj
From India, Bhubaneswar
HR practices itself is a intangible in a firm ,many has been implemented which cant quantify like as finance ,sales,production,operations & IT ....
making all others as tangible called HR ,which is nothing but HR Practices driven by FIRM ..
Yes,all HR practices may not possible to implement because of size ,people & culture in a organisation....
From India, Hyderabad
making all others as tangible called HR ,which is nothing but HR Practices driven by FIRM ..
Yes,all HR practices may not possible to implement because of size ,people & culture in a organisation....
From India, Hyderabad
If there is no need of HR in an organisation, then don't care or bother about
New recruitement, let company should run with existing monpower
Tell people not to wait for 1st week of every month for their salary or wages, let them to deal this matter directly with the owner/enterpreneur
Forget about any Full and final settlement like Post retirement, PF, Gratuity or any arrear payment, let them to move themselves from door to door without help of HR Professional.
Don't care management of Talent, OD Training or Learning Environment. Let your enterprenour to feel about the situations like whistle blower effect in organisation, politices in the organisation, downfall of morale of employees,Accident in the work place, Full of error and carelessness work or output, No mutual respect / positive attitude in the organisation, No manpower budget etc.................. & etc...............
Beleive me due to lack of Talent management, T & L or Performance of the organisation, even if most of the MD level jobs have been fired or vanished (which is due to lack of HR Culture/ awarness in any organisation)
Don't take any EXIT interview from any left employee. Let employee's to leave organisation according to their will and mergy. Let your Owner of the business to handle and tackle this situation.
Forget about any in time statutory compliance. Let the govt official to enter and inspect your organisation for any statutory violation and return submission. (Beleive me factory/establishment may be forced to be closed)
Don't plan any compensation strategy. Pay as much you want like fish market in footpath. let your enterprenour to consider the pay market or any compensation survey.
Forget any wellfare activities like birtday mail/wishes,canteen management,employee's welfare and greivances (Medial line may take this for publication or hilighting, which will reduce your organisation value in the market)
These are very few drawbacks only.......... I can emphasize Starting/Initiation stage of HR less organisation.
Just let your organisation/company/enterpreneur to take this as challenge and further think about many times,,,,,,,
Eheather you (HR) are required for them ot not..........
all the statements or drawbacks cann't be explained in blogging site..
Please look after this and think again and again
why god is there to rule the world????????//
Why PM / President is there in every country?????????/
Why there is MLA or MP to represent their assembly????????
Why children wants parent??????//
Why orphanism is sadfull?????//////
And last but not least; Why Organisation needs an HR Professional????////////
Its too much.. Let your organisation realise about the value of HR.
From India, Bhubaneswar
New recruitement, let company should run with existing monpower
Tell people not to wait for 1st week of every month for their salary or wages, let them to deal this matter directly with the owner/enterpreneur
Forget about any Full and final settlement like Post retirement, PF, Gratuity or any arrear payment, let them to move themselves from door to door without help of HR Professional.
Don't care management of Talent, OD Training or Learning Environment. Let your enterprenour to feel about the situations like whistle blower effect in organisation, politices in the organisation, downfall of morale of employees,Accident in the work place, Full of error and carelessness work or output, No mutual respect / positive attitude in the organisation, No manpower budget etc.................. & etc...............
Beleive me due to lack of Talent management, T & L or Performance of the organisation, even if most of the MD level jobs have been fired or vanished (which is due to lack of HR Culture/ awarness in any organisation)
Don't take any EXIT interview from any left employee. Let employee's to leave organisation according to their will and mergy. Let your Owner of the business to handle and tackle this situation.
Forget about any in time statutory compliance. Let the govt official to enter and inspect your organisation for any statutory violation and return submission. (Beleive me factory/establishment may be forced to be closed)
Don't plan any compensation strategy. Pay as much you want like fish market in footpath. let your enterprenour to consider the pay market or any compensation survey.
Forget any wellfare activities like birtday mail/wishes,canteen management,employee's welfare and greivances (Medial line may take this for publication or hilighting, which will reduce your organisation value in the market)
These are very few drawbacks only.......... I can emphasize Starting/Initiation stage of HR less organisation.
Just let your organisation/company/enterpreneur to take this as challenge and further think about many times,,,,,,,
Eheather you (HR) are required for them ot not..........
all the statements or drawbacks cann't be explained in blogging site..
Please look after this and think again and again
why god is there to rule the world????????//
Why PM / President is there in every country?????????/
Why there is MLA or MP to represent their assembly????????
Why children wants parent??????//
Why orphanism is sadfull?????//////
And last but not least; Why Organisation needs an HR Professional????////////
Its too much.. Let your organisation realise about the value of HR.
From India, Bhubaneswar
Dear Friends,
My point of view is.among man machine and material if we chose the most difficult thing to manage that will be the Man.Becoz as know human wants are unlimited so the exception of every employe is different and it is very difficult to manage every employe as as a same manner.so that's why......
From India, Kolkata
My point of view is.among man machine and material if we chose the most difficult thing to manage that will be the Man.Becoz as know human wants are unlimited so the exception of every employe is different and it is very difficult to manage every employe as as a same manner.so that's why......
From India, Kolkata
Hi All,
All the above things are happening in almost all the small and medium sized organisations. Where they have senior HR professionals who obey and follow the Managements decisions blindly, or tend to do that limiting themselves to say we have so many constraints to implement/follow.
After all if the seniors HR professionals cant speak over the smaller issues and are not free to make/take decisions why do we need Seniors. To obey the order is a layman job and anyone can do it.
Whistle blowers are always there in the organisations, it depends on how good you take it as an advantage to have a debate over that and make sure every concern has to be solved small/big.
We always talk about HR's are not given any importance in the organisations. I don't think this is correct or may be sometimes at least, where as management shows interest to hire a senior Manager or above positions to see the result. But Our Seniors do fail to present and explain the issues in front of the management. They hesitate to change the policies as they are worried about the outcomes.
This is just my observation as less experienced people are lacking the guidance required to grow from the seniors. We need leaders in HR who raise voice, shows results, implements policies instead of just drafting, acts as a bridge between the Employees and the Management.
Regards,
From India, Hyderabad
All the above things are happening in almost all the small and medium sized organisations. Where they have senior HR professionals who obey and follow the Managements decisions blindly, or tend to do that limiting themselves to say we have so many constraints to implement/follow.
After all if the seniors HR professionals cant speak over the smaller issues and are not free to make/take decisions why do we need Seniors. To obey the order is a layman job and anyone can do it.
Whistle blowers are always there in the organisations, it depends on how good you take it as an advantage to have a debate over that and make sure every concern has to be solved small/big.
We always talk about HR's are not given any importance in the organisations. I don't think this is correct or may be sometimes at least, where as management shows interest to hire a senior Manager or above positions to see the result. But Our Seniors do fail to present and explain the issues in front of the management. They hesitate to change the policies as they are worried about the outcomes.
This is just my observation as less experienced people are lacking the guidance required to grow from the seniors. We need leaders in HR who raise voice, shows results, implements policies instead of just drafting, acts as a bridge between the Employees and the Management.
Regards,
From India, Hyderabad
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