Hello S. Sarkar,
W.r.t. your lines--"HR Deptt. is not involved in this field (neither identifying training need, nor co ordination for training). Our Technical Teams do this on their own without giving the HR Personnel any information about the training programme"--most likely, the technical teams would have been doing like this since beginning. So obviously, they find NO INCENTIVE to change the style/modus-operandi now.
So your line of action/PoA should be to focus on the incentive they COULD accrue IF HR were to begin to handle the TNA, then coordination and so on. NO ONE [whether technical or otherwise] would hesitate to take support from others UNLESS (1) politics/ethics--like Shantanu/GroupHR mentioned OR (2) ego hang-ups are involved. That's human nature.
So suggest you begin to talk & discuss with the technical guys involved in the Training activity--more for YOUR understanding to begin with. Then once you have ALL the inputs, including the activity flow, you are sure to identify areas where YOU could contribute & MORE IMPORTANTLY where you could reduce the techies of some load w.r.t. training. You can then discuss with them that you will be glad to help in so-and-so areas, so that they can focus on where they are good at: actual technical parts of the Training sessions.
The same PoA can be applied to virtually any field--First get to know what it's all about & how you can contribute. Then see where the others can benefit by offloading some work to you/HR & express such points to the concerned guys.
Hope you get the point.
All the Best.
Rgds,
TS
From India, Hyderabad
1637W.r.t. your lines--"HR Deptt. is not involved in this field (neither identifying training need, nor co ordination for training). Our Technical Teams do this on their own without giving the HR Personnel any information about the training programme"--most likely, the technical teams would have been doing like this since beginning. So obviously, they find NO INCENTIVE to change the style/modus-operandi now.
So your line of action/PoA should be to focus on the incentive they COULD accrue IF HR were to begin to handle the TNA, then coordination and so on. NO ONE [whether technical or otherwise] would hesitate to take support from others UNLESS (1) politics/ethics--like Shantanu/GroupHR mentioned OR (2) ego hang-ups are involved. That's human nature.
So suggest you begin to talk & discuss with the technical guys involved in the Training activity--more for YOUR understanding to begin with. Then once you have ALL the inputs, including the activity flow, you are sure to identify areas where YOU could contribute & MORE IMPORTANTLY where you could reduce the techies of some load w.r.t. training. You can then discuss with them that you will be glad to help in so-and-so areas, so that they can focus on where they are good at: actual technical parts of the Training sessions.
The same PoA can be applied to virtually any field--First get to know what it's all about & how you can contribute. Then see where the others can benefit by offloading some work to you/HR & express such points to the concerned guys.
Hope you get the point.
All the Best.
Rgds,
TS
From India, Hyderabad
My designation is Manager - HR & Admin. I am the only HR Personnel in my Organization. However, there are 2 Admin Executives who work under my supervision. My KR is as follows:-
HR related responsibilities:
Implementation/updation of HR Policy and Procedures.
Work force planning and handling entire recruitment process.
Joining Formalities, Induction and Orientation.
Maintaining Personnel Record.
Keeping track of Attendance and Leave Management System.
Responsible for Compensation and Benefits.
Responsibility of Employee Performance Review and Appraisals.
Take action on matters related to Organization Culture and Discipline, Performance Management, Employee Retention and their Morale.
Co-ordination with Accounts, Marketing and Technical Teams.
Statutory Compliances for employees like PF, ESI etc.
Grievance redressal
Conducting exit interview and other relieving formalities
Admin related responsibilities:
Management of Admin Staff.
Management of Housekeeping and Pantry.
Responsibility of office aesthetics
Security Management
Inventory Management for stationery and admin related stuffs.
Fire-fighting equipment management.
Travel Desk Management, such as booking Flight Tickets, Hotel Reservation, Car Rental etc.
Correspondence with various Embassies, Banks and other Government Departments on need basis
Coordination for ISO 9001:2008 Conformity and maintenance of records
From India, New Delhi
HR related responsibilities:
Implementation/updation of HR Policy and Procedures.
Work force planning and handling entire recruitment process.
Joining Formalities, Induction and Orientation.
Maintaining Personnel Record.
Keeping track of Attendance and Leave Management System.
Responsible for Compensation and Benefits.
Responsibility of Employee Performance Review and Appraisals.
Take action on matters related to Organization Culture and Discipline, Performance Management, Employee Retention and their Morale.
Co-ordination with Accounts, Marketing and Technical Teams.
Statutory Compliances for employees like PF, ESI etc.
Grievance redressal
Conducting exit interview and other relieving formalities
Admin related responsibilities:
Management of Admin Staff.
Management of Housekeeping and Pantry.
Responsibility of office aesthetics
Security Management
Inventory Management for stationery and admin related stuffs.
Fire-fighting equipment management.
Travel Desk Management, such as booking Flight Tickets, Hotel Reservation, Car Rental etc.
Correspondence with various Embassies, Banks and other Government Departments on need basis
Coordination for ISO 9001:2008 Conformity and maintenance of records
From India, New Delhi
Dear Hr professional,
I have been working with a Consulting company which is a fast growing Company.We are with the team of 8 members. I am the one into team to handle HR Functions.i need to handle the big clients, i am trying to get new clients, But i don\'t have any exp into those areas can you please suggest me how to start conversation.
Thanks&Regards,
Bhavya
From India, Hyderabad
I have been working with a Consulting company which is a fast growing Company.We are with the team of 8 members. I am the one into team to handle HR Functions.i need to handle the big clients, i am trying to get new clients, But i don\'t have any exp into those areas can you please suggest me how to start conversation.
Thanks&Regards,
Bhavya
From India, Hyderabad
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