Hi Shefali,
Our members have given you the required answers professionally or should I say technically and hope you are feeling boosted. Apart from what you take in mind about the above said suggestions would like to add on some simple things for you to feel good.
I can understand that from a layman insight the thought has raised and I would like to put it in the same way.EVERY DEPT IN AN ORGANISATION HAS ITS OWN FUNCTIONS AND IMPORTANCE.EACH DEPT IS DEPENDENT ON THE OTHER like MUTUAL RELATIONS&BENEFITS.
Very true that many of them have a same feeling.Even I have come across comments like that though I dint work for HR.I worked for a shared service centre orgn that houses 8000+counting employees(n one location hub alone) and is globally established too.It has a HR shared service centre with dedicated heads and reportees and no.of sub-units within also.I must say they always come out with innovative ideas,do every means to train,motivate,retain employess and also maintain every rules and policies.(i'm actually always was inspired by the work they do for employee engagement)...But guess what.. still the other depts would just comment about them that they simply loitre around doing no work or showing off...(personally I feel this comment is purely the outcome of certain exhibition of behaviour of individuals ..you can find these kind in any dept..1 or 2 pests)...
From a common man's insight what I would like to say is all the other dept's functions are dependent on s/w's,h/w's,paper work,codings,monetary funds etc etc, Whereas the work of HR (as our members above said) basically depends on one of the biggest asset of the firm that is "People".All the work revolves around the "People" you see..the policies,rules..etc. It deals with the skills of handling the employees and retaining them to the best and thus making its own orgn competent in the global market.Being a part of takes to do everything right from taking health care of employees,infrastructure,welfare,policies,media,to answering the CEO.
So you can see now, work of the HR is more phsycological,variable,logistic,continuous whereas the other departments is constant,more of to do at a place,sticking to standards.If HR is soft core then other depts are hard core..and both must go hand-in-hand for a successful orgn.So, its human nature to pass all those comments.being a HR next time you hear the same comment just nod your head and smile at them saying yes you are right..we are being paid to look after you all and walk away(i know its pretty difficult to do this..but just give it a try)
pls correct me if I'm wrong.
From India, Mumbai
5Our members have given you the required answers professionally or should I say technically and hope you are feeling boosted. Apart from what you take in mind about the above said suggestions would like to add on some simple things for you to feel good.
I can understand that from a layman insight the thought has raised and I would like to put it in the same way.EVERY DEPT IN AN ORGANISATION HAS ITS OWN FUNCTIONS AND IMPORTANCE.EACH DEPT IS DEPENDENT ON THE OTHER like MUTUAL RELATIONS&BENEFITS.
Very true that many of them have a same feeling.Even I have come across comments like that though I dint work for HR.I worked for a shared service centre orgn that houses 8000+counting employees(n one location hub alone) and is globally established too.It has a HR shared service centre with dedicated heads and reportees and no.of sub-units within also.I must say they always come out with innovative ideas,do every means to train,motivate,retain employess and also maintain every rules and policies.(i'm actually always was inspired by the work they do for employee engagement)...But guess what.. still the other depts would just comment about them that they simply loitre around doing no work or showing off...(personally I feel this comment is purely the outcome of certain exhibition of behaviour of individuals ..you can find these kind in any dept..1 or 2 pests)...
From a common man's insight what I would like to say is all the other dept's functions are dependent on s/w's,h/w's,paper work,codings,monetary funds etc etc, Whereas the work of HR (as our members above said) basically depends on one of the biggest asset of the firm that is "People".All the work revolves around the "People" you see..the policies,rules..etc. It deals with the skills of handling the employees and retaining them to the best and thus making its own orgn competent in the global market.Being a part of takes to do everything right from taking health care of employees,infrastructure,welfare,policies,media,to answering the CEO.
So you can see now, work of the HR is more phsycological,variable,logistic,continuous whereas the other departments is constant,more of to do at a place,sticking to standards.If HR is soft core then other depts are hard core..and both must go hand-in-hand for a successful orgn.So, its human nature to pass all those comments.being a HR next time you hear the same comment just nod your head and smile at them saying yes you are right..we are being paid to look after you all and walk away(i know its pretty difficult to do this..but just give it a try)
pls correct me if I'm wrong.
From India, Mumbai
Hi Shefali,
I too have faced stituation. I was the only one HR who started HR department in my company. Employees use to back bite for me, as they thought that there is no need of HR department.
So firstly what I did was I made my reputation among the employees as Swati. Not as HR Swati and then as time goes they started admiring the way i started various process and policies in the company. Now if they face any problem or need any suggestion they come to me without hesitating.
So its just u need to keep patience and be friend with everyone. Some day or later people realises the need of HR.
Take care
Regards,
Swati
From India, New Delhi
I too have faced stituation. I was the only one HR who started HR department in my company. Employees use to back bite for me, as they thought that there is no need of HR department.
So firstly what I did was I made my reputation among the employees as Swati. Not as HR Swati and then as time goes they started admiring the way i started various process and policies in the company. Now if they face any problem or need any suggestion they come to me without hesitating.
So its just u need to keep patience and be friend with everyone. Some day or later people realises the need of HR.
Take care
Regards,
Swati
From India, New Delhi
people misunderstand the HR values, eventhough some people have committed some real situation that HR people act arogant once employee resign but we can not consider that all HR might be same,
Today emploee expect lot form HR depertment, like their grevencies, to resolve dispute, employee relation and lot more, if they do not get then they become negative about HR department, its my opinion and experince
Today emploee expect lot form HR depertment, like their grevencies, to resolve dispute, employee relation and lot more, if they do not get then they become negative about HR department, its my opinion and experince
Dear Friends,
Unfortunately HR Professionals are "utilized unprofessionally" in few companies. If you see the Job Descriptions of an HR professional it includes two areas broadly:
1) Guardian of Company policies implementation Means: Leave management, Attendance management, Company Policy formulator and executer, Initiate disciplinary actions against indiscipline, Recruiter and salary negotiator.
2) Guardian of Employee welfare: Learning and Development, Promotions and increments, Safety measures implementations, Recreation activities organizer.
First component seems like group of activities “anti employee” to an employee.
Second Component deals with Cost to Company, so management may not happy to spend. And In the matters related to promotion and increments, among employees itself you may find expressed unhappiness stating that “HR recommended for Increment and promotion to Mr. X because he is favorite of that HR”. So it is difficult to satisfy a human.
Friends, we need to balance between Employer and Employee interests. Without an HR Department, company staff’s interests can not be voiced. Few personal suggestions, to be lovable HR Professional and remain same:
Win your employees heart; they are assets to HR Professional.
Don’t lose hope in HR Practices. Let’s share our practices.
Regards,
Dr. Sandeep K. PhD.
09844806122
ksan_deep@yahoo.co.in
From India, Bangalore
Unfortunately HR Professionals are "utilized unprofessionally" in few companies. If you see the Job Descriptions of an HR professional it includes two areas broadly:
1) Guardian of Company policies implementation Means: Leave management, Attendance management, Company Policy formulator and executer, Initiate disciplinary actions against indiscipline, Recruiter and salary negotiator.
2) Guardian of Employee welfare: Learning and Development, Promotions and increments, Safety measures implementations, Recreation activities organizer.
First component seems like group of activities “anti employee” to an employee.
Second Component deals with Cost to Company, so management may not happy to spend. And In the matters related to promotion and increments, among employees itself you may find expressed unhappiness stating that “HR recommended for Increment and promotion to Mr. X because he is favorite of that HR”. So it is difficult to satisfy a human.
Friends, we need to balance between Employer and Employee interests. Without an HR Department, company staff’s interests can not be voiced. Few personal suggestions, to be lovable HR Professional and remain same:
- Do not spend much time only in front of your Laptop in office, but be in operational floor, understand difficulties of employees. Before they complaint, identify their needs and provide.
- Have common birthday Cake cuttings. Like Employees who born in April Month will gather with other staffs and cut cake in your company any one day in April Month. they will enjoy.
- Remember Employees family members Birthday and give a phone call, wish them professionally.
- Ask suggestions from an employee who hates You (HR) and ask how to implement his idea. Take him along with you in the execution process of his idea and convey him the difficulty.
- After interview, if he / she is selected call immediately and congratulate candidates family. So you develop rapport with his/her family. It is useful to retain an employee when he resigns. You may call to his family and ask them to convince to remain in the company if he resigns.
- Even you leave a company and join to another company, maintain rapport with your old company and employees. But avoid headhunting from your old company, without the consent of old management.
- Have tea/coffee with employee when you are on duty. Never maintain any distance between Staff, And be reachable / approachable.
- Announce if possible “Staff’s children passed from which Standard to which Standard”. It helps them to request for text books with their colleague’s baby, for his / her baby. Example: Mr. X’s son passed 5th standard to 6th. And Mr. Y’s son passed from 4th STD to 5th. So “Master. Y” can get books from “Master. X” in half price or free.
Win your employees heart; they are assets to HR Professional.
Don’t lose hope in HR Practices. Let’s share our practices.
Regards,
Dr. Sandeep K. PhD.
09844806122
ksan_deep@yahoo.co.in
From India, Bangalore
Hello Everyone,
sorry for late posting, but hope i will get the response. I have some questions, we are a telecom company. We have our offices located all over the world. Here in India i am the only person taking care of hr activities, and rest of my team is in different corners of world.We hardly know each other, Nothing is clear. the information does not flow properly. so how to know the other people working in team and whats going on in the organisation. they are reluctant to pass on any information fearing god know what?? we have no organsiation chart.. i have asked for it many times from senior personnels even the CAO, but all in vain..Can anyone help me please....:icon14::-?:-? and lastly how to gather information about our business??it sounds stupid but i really want to know that.. who can provide me this info in our company??
thanks & Regards,
Tanu:-|
From India, Delhi
sorry for late posting, but hope i will get the response. I have some questions, we are a telecom company. We have our offices located all over the world. Here in India i am the only person taking care of hr activities, and rest of my team is in different corners of world.We hardly know each other, Nothing is clear. the information does not flow properly. so how to know the other people working in team and whats going on in the organisation. they are reluctant to pass on any information fearing god know what?? we have no organsiation chart.. i have asked for it many times from senior personnels even the CAO, but all in vain..Can anyone help me please....:icon14::-?:-? and lastly how to gather information about our business??it sounds stupid but i really want to know that.. who can provide me this info in our company??
thanks & Regards,
Tanu:-|
From India, Delhi
Dear Friends,
Unfortunately HR Professionals are utilized unprofessionally in few companies. If you see the Job Descriptions of an HR professional it includes two areas broadly:
1) Guardian of Company policies implementation Means: Leave management, Attendance management, Company Policy formulator and executer, Initiate disciplinary actions against indiscipline, Recruiter and salary negotiator.
2) Guardian of Employee welfare: Learning and Development, Promotions and increments, Safety measures implementations, Recreation activities organizer.
First component seems like group of activities “anti employee” to an employee.
Second Component deals with Cost to Company, so management may not happy to spend. And In the matters related to promotion and increments, among employees itself you may find expressed unhappiness stating that “HR recommended for Increment and promotion to Mr. X because he is favorite of that HR”. So it is difficult to satisfy a human.
Friends, we need to balance between Employer and Employee interests. Without an HR Department company staff’s interests can not be voiced. Few personal suggestions to be lovable HR Professional and remain same:
Don’t lose hope in HR Practices. Let’s share our practices.
Regards,
Dr. Sandeep K. PhD.
09844806122
ksan_deep@yahoo.co.in
From India, Bangalore
Unfortunately HR Professionals are utilized unprofessionally in few companies. If you see the Job Descriptions of an HR professional it includes two areas broadly:
1) Guardian of Company policies implementation Means: Leave management, Attendance management, Company Policy formulator and executer, Initiate disciplinary actions against indiscipline, Recruiter and salary negotiator.
2) Guardian of Employee welfare: Learning and Development, Promotions and increments, Safety measures implementations, Recreation activities organizer.
First component seems like group of activities “anti employee” to an employee.
Second Component deals with Cost to Company, so management may not happy to spend. And In the matters related to promotion and increments, among employees itself you may find expressed unhappiness stating that “HR recommended for Increment and promotion to Mr. X because he is favorite of that HR”. So it is difficult to satisfy a human.
Friends, we need to balance between Employer and Employee interests. Without an HR Department company staff’s interests can not be voiced. Few personal suggestions to be lovable HR Professional and remain same:
- Do not spend much time only in front of your Laptop in office, but be in operational floor, understand difficulties of employees. Before they complaint, identify their needs and provide.
- Have common birthday Cake cuttings. Like Employees who born in April Month will gather with other staffs and cut cake in your company any one day in April Month.
- Remember Employees family members Birthday and call to them, wish them professionally.
- Ask suggestions from an employee who hates You (HR) and ask how to implement. Take him along with you in the execution process.
- After interview, if he / she is selected call and congratulate candidates family. So you develop rapport with his/her family. It is useful to retain an employee when he resigns. You may call to his family and ask them to convince to remain in the company.
- Even you leave a company and join to another company, maintain rapport with your old company and employees. But avoid headhunting from your old company, without the consent of old management.
- Have tea/coffee with employee. Never maintain any distance between Staff. And be reachable and approachable.
- Announce if possible “Staff’s children passed from which Standard to which Standard”. It helps them to request for text books with their colleague’s baby, for his / her baby. Example: Mr. X’s son passed 5th standard to 6th. And Mr. Y’s son passed from 4th STD to 5th. So “Master. Y” can get books from “Master. X” in half price or free.
Don’t lose hope in HR Practices. Let’s share our practices.
Regards,
Dr. Sandeep K. PhD.
09844806122
ksan_deep@yahoo.co.in
From India, Bangalore
Hi Shefali, It is rely on your leadership skills and qualities. How the HR managing the people, of course you can expect a good respect from your people. Jaleel Dubai
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi Shefali,
The biggest problem of a problem is in its understanding.
As you mentioned the people who call HR function useless, are at strategic positions.
The HR as function in India is still not mature. The earlier generation of HR had a different way of carrying out their activity. This has led to the senior employees thinking that HR function is not needed.
But now the ball is in our court and its totally upon us how we are able to bring about the paradign shift in the mind set of these people.
Hope you got the pointI am trying to make.
The present is you and thus you will decide wat people talk about our field in the future.
All the best
Regards
Arun
From India, Mumbai
The biggest problem of a problem is in its understanding.
As you mentioned the people who call HR function useless, are at strategic positions.
The HR as function in India is still not mature. The earlier generation of HR had a different way of carrying out their activity. This has led to the senior employees thinking that HR function is not needed.
But now the ball is in our court and its totally upon us how we are able to bring about the paradign shift in the mind set of these people.
Hope you got the pointI am trying to make.
The present is you and thus you will decide wat people talk about our field in the future.
All the best
Regards
Arun
From India, Mumbai
HI,
I believe that HR can gain respect by showing the organisations/Ops the need for it. Being into HR deptt we need to take initiaves to make the work better and to help the Ops to increse and achieve their targets in terms of supporting and motovating the workforce with varius HR Strategies....like attrition can be analysed and meaningfull suggestions could be given to the OPS..Also this will help us (HR Deptt) to take meaningfull and value added steps.
Regards,
Pooja
From India, Delhi
I believe that HR can gain respect by showing the organisations/Ops the need for it. Being into HR deptt we need to take initiaves to make the work better and to help the Ops to increse and achieve their targets in terms of supporting and motovating the workforce with varius HR Strategies....like attrition can be analysed and meaningfull suggestions could be given to the OPS..Also this will help us (HR Deptt) to take meaningfull and value added steps.
Regards,
Pooja
From India, Delhi
Hello All
Shefali we dont get respect when asked,do your work without thinking of it.we care about people and after some time people will care about us.Dont wory.
Mr.Ravi Plz be matured.
Andrew thanks for your views,murthy thanks a lot for contribution,ash as always a good post and a symbol of maturity and professionalism.
thanks to all of you to discuss this thread.
Proud of HR
From India, Indore
Shefali we dont get respect when asked,do your work without thinking of it.we care about people and after some time people will care about us.Dont wory.
Mr.Ravi Plz be matured.
Andrew thanks for your views,murthy thanks a lot for contribution,ash as always a good post and a symbol of maturity and professionalism.
thanks to all of you to discuss this thread.
Proud of HR
From India, Indore
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.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt