As per me, if a Manager HR lacks any one of the below mentioned key items, there is a possibility of failure...
- Effective communication skills
- Clarity on Internal Customers and priority
- Strong hold on all HR services
- Statutory compliance awareness
- Understanding corporate dynamics
- Engaging top 40 to 70% of workforce
- Adding value in all means to increase the employee performance in partnership with delivery managers and top
management
- Revise policies/culture/benefits based on frequent feedbacks (Qrtly/Half Yearly) on win-win basis
In simple terms, if manager HR fails to hire & retain good talent, it'll be considered as failure. To do these two simple things... :), I hope the manager must champion on above mentioned all key items.
- KK
From India, Hyderabad
1- Effective communication skills
- Clarity on Internal Customers and priority
- Strong hold on all HR services
- Statutory compliance awareness
- Understanding corporate dynamics
- Engaging top 40 to 70% of workforce
- Adding value in all means to increase the employee performance in partnership with delivery managers and top
management
- Revise policies/culture/benefits based on frequent feedbacks (Qrtly/Half Yearly) on win-win basis
In simple terms, if manager HR fails to hire & retain good talent, it'll be considered as failure. To do these two simple things... :), I hope the manager must champion on above mentioned all key items.
- KK
From India, Hyderabad
Dear Friends,
When Human Resource staff have lack of hard work and simply they want be in their office only then people start think about them. Its true some account people want take credit of HR work forget them do your work honestly.
Regards,
Kanyal H.Singh
From India, Mumbai
When Human Resource staff have lack of hard work and simply they want be in their office only then people start think about them. Its true some account people want take credit of HR work forget them do your work honestly.
Regards,
Kanyal H.Singh
From India, Mumbai
Dear Gigy How can u say that HR people are not hardworking. have u ever in a plant? do u know how to work in such enviornment with people always expecting good from u and u have to be bridge between management and employees and as far a my point of view the job of both departments are equally important but HR people have to face the irk of workers directly and pacify them accordingly which don't have to face.
Regards
Rajesh
From India, New Delhi
Regards
Rajesh
From India, New Delhi
Hi, This is really a very good topic to discuss. First of all we (HR Professionals) need to change our mindset that our job is not only to support Management, but also to take care of all employees. There is no doubt that, every department in every organisation try to show their importance. But end of the day the department which deals with the most vital resource of the organisation i.e. HUMAN RESOURCE may be designated as one of the vital department. Success of our HR Dept, depend on, how we lead our team and show our performance. Anyway from outside, everyone think that HR people enjoy, but we know the actual fact that HR is one of the tough job to handle.
From India
From India
The title of the thread seems to have conluded that HR Manager is a failure whereas in reality it is not so. The autonomy /responsibilty / accountability of HR Manager depends upon so many factors including Size of Organisation, size of work force , nature of business, location,type of organisation (i.e Private , Limited , family owned, MNC etc). The HR manager's job is one of the balancing act where at one end he/she has to live up to expectations of the top management and at the same time he has to be people's person. Now there could be various reasons for one failing in his/her duties like in any other functions. Contributing factors may be incumbants's skill levels, education, experience and aptitude for the job he is in. But generalising on the function itself will not be fair. The situtions are so diverse where one can do without HR Dept where as in large organisation one can't think of Organisation minus HR.
So once the HR dept in place which itself indicates that management has realised the need of HR and now it on the incumbtant how he / she capitalises on the opportunity.
Be passionate about your job and be fair in your decision , HR is the need of hour as now it is well established that only variable in production / services performance is human resource!!!
Thanks & Regards,
Shish Ram Shivrayan
From India, Jaipur
So once the HR dept in place which itself indicates that management has realised the need of HR and now it on the incumbtant how he / she capitalises on the opportunity.
Be passionate about your job and be fair in your decision , HR is the need of hour as now it is well established that only variable in production / services performance is human resource!!!
Thanks & Regards,
Shish Ram Shivrayan
From India, Jaipur
Strongly agree with HR Jyoti
Dear all,
I am on the same boat as HR Jyoti, most people dont understand what HR stands for..! HR means Human Resources, so in other word means PEOPLES BUSINESS, so if you say HR practitioners are people friend, you might be right in some extend, because we maintains employer-employee relationship. For my few years of experience in HR, I came to find out that, most of employers lacks the knowlegde of HUMAN CAPITAL, and that is why you find now all over the world they face challenge of rettaining and recruiting potential candidates, as a results GLOBAL ECONOMIC CRISSIS. Ask your self, why most of the banks get loss if FINANCIAL CAPITAL is everything.
Then I came to realise one thing, even employer is supposed to be under HR as his/her resources.
Go on HR's, one day they are going to realise Finance Managers are the once causing loss to most of the org.
Tchaooo
Dear all,
I am on the same boat as HR Jyoti, most people dont understand what HR stands for..! HR means Human Resources, so in other word means PEOPLES BUSINESS, so if you say HR practitioners are people friend, you might be right in some extend, because we maintains employer-employee relationship. For my few years of experience in HR, I came to find out that, most of employers lacks the knowlegde of HUMAN CAPITAL, and that is why you find now all over the world they face challenge of rettaining and recruiting potential candidates, as a results GLOBAL ECONOMIC CRISSIS. Ask your self, why most of the banks get loss if FINANCIAL CAPITAL is everything.
Then I came to realise one thing, even employer is supposed to be under HR as his/her resources.
Go on HR's, one day they are going to realise Finance Managers are the once causing loss to most of the org.
Tchaooo
Dear All
Success and failure are part of every profession and hence true for HR too
I think one of the main issues in Human Resource Management is no formulae work here ,2+2 is not always 4 here....
When we reprimand an employee for doing something unethical at office we dont know exactly what his/her reaction will be ?With experience or training on concepts like "Transaction analysis" the gap can be minimised.
Secondly we act as a bridge between managemnt and employee and sometimes it becomes very difficult to maintain a balance.At times if we listen to the employe the business interest gets a ffected and at times if we listen to the managements decision the employees' Interest gets affected. A decision based on a long term perspective might help the situation
Thirdly HR has to interact and coordinate with all other departments like admin, finance, sales, technical etc.They have their own work scheule and at times it becomes difficult for them to accomodate HR in their busy schedule. Timely reminders and proper planning might ease out the problem
Lets put in our thoughts ,views ,suggestions to overcome the reasons of failures of the HR department
From India, Pune
Success and failure are part of every profession and hence true for HR too
I think one of the main issues in Human Resource Management is no formulae work here ,2+2 is not always 4 here....
When we reprimand an employee for doing something unethical at office we dont know exactly what his/her reaction will be ?With experience or training on concepts like "Transaction analysis" the gap can be minimised.
Secondly we act as a bridge between managemnt and employee and sometimes it becomes very difficult to maintain a balance.At times if we listen to the employe the business interest gets a ffected and at times if we listen to the managements decision the employees' Interest gets affected. A decision based on a long term perspective might help the situation
Thirdly HR has to interact and coordinate with all other departments like admin, finance, sales, technical etc.They have their own work scheule and at times it becomes difficult for them to accomodate HR in their busy schedule. Timely reminders and proper planning might ease out the problem
Lets put in our thoughts ,views ,suggestions to overcome the reasons of failures of the HR department
From India, Pune
Dear Kumar
I am strongly agree and respect your words on ground reality, employer doesn't want to invest anything on HR and also have mindset HR department have nothing to do, only because lack of knowledge about HR profile, other than this accounts people are seeking opportunity in HR. So many companies having less than 100 employee are only gaming with accounts and production people and are losing their assets for the sake of pini amount.
From India, Chandigarh
I am strongly agree and respect your words on ground reality, employer doesn't want to invest anything on HR and also have mindset HR department have nothing to do, only because lack of knowledge about HR profile, other than this accounts people are seeking opportunity in HR. So many companies having less than 100 employee are only gaming with accounts and production people and are losing their assets for the sake of pini amount.
From India, Chandigarh
I really can't understand how people generalize the things with there own view.
Gigy, your understanding of the HRD would be this or may be your experience in working with HRD would be.
But I just brief you Importance of HRD:
1. Talent Acquisition : HRD Builds the Human Capital of Organization by attracting best talent in the industry. Off course, If you (Technical) do it, ur acting as HR here.
And there are a lot other functionality makes the presence and impartence of the HRD in Organization.
I don't agree with our Moderator saying, "HRD USED BY OTHER DEPARTMENT" I don't see any sense in this comment.
From India, Bangalore
Gigy, your understanding of the HRD would be this or may be your experience in working with HRD would be.
But I just brief you Importance of HRD:
1. Talent Acquisition : HRD Builds the Human Capital of Organization by attracting best talent in the industry. Off course, If you (Technical) do it, ur acting as HR here.
And there are a lot other functionality makes the presence and impartence of the HRD in Organization.
I don't agree with our Moderator saying, "HRD USED BY OTHER DEPARTMENT" I don't see any sense in this comment.
From India, Bangalore
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