Hi Naveen,
I did understand it in the first instance, but i felt that if we customising ourselves for every individual would not hold good for a long run and for bigger companies, this would not hold good. we cannot be custom made everytime we look at someone, they we would be termed as split indentities and we would not get the hold to be a neutral person.
What u say, naveen.
Regards,
Priya
From India, Madras
41I did understand it in the first instance, but i felt that if we customising ourselves for every individual would not hold good for a long run and for bigger companies, this would not hold good. we cannot be custom made everytime we look at someone, they we would be termed as split indentities and we would not get the hold to be a neutral person.
What u say, naveen.
Regards,
Priya
From India, Madras
Thanks to one and all for responding and sharing your views.
Priya ji with out customising also we can't maintain the individuals.As u know that no individuals are having same behaviour.So as a HR we have to take them into one umberilla.For that we have to be customise.
As Mr.Naveen said that customising means not in the aspect of changing the rules and regulations of the organisation.
Mr.Naveen we need to think in Priyas's point of view also how far it would be better to change or customise from individual to individual think abt it once...
From India, Hyderabad
Priya ji with out customising also we can't maintain the individuals.As u know that no individuals are having same behaviour.So as a HR we have to take them into one umberilla.For that we have to be customise.
As Mr.Naveen said that customising means not in the aspect of changing the rules and regulations of the organisation.
Mr.Naveen we need to think in Priyas's point of view also how far it would be better to change or customise from individual to individual think abt it once...
From India, Hyderabad
yes... I completely agree to what you say, specially whne it comes to big companies.. But I wanted to convey my message that I personally be very flexible with people... I wont be casual nor strict with everybody.. But i will react and act as per the Situation, Person involved and the issue to be handled. I have been very successfull in following this... Split personality is a completly different state.... I hope you agree to this...
Let me learn from you if I am doing it wrong.. I appreciate your clarification.
though my main concern would be My company policies and all my employees following it.......I make sure that I would make my assocites aware about the importance and advanctage of the policies and conduct..
From India, Hyderabad
Let me learn from you if I am doing it wrong.. I appreciate your clarification.
though my main concern would be My company policies and all my employees following it.......I make sure that I would make my assocites aware about the importance and advanctage of the policies and conduct..
From India, Hyderabad
Hi Uday,
HR is the bridge between employer and employee.
An employer has a different vision , mission and goal. - which ultimately leads to profit making and creating a brand image. For this - he needs to achieve certain goals which can be achieved by people (the most valuable assets)
In this process of achieving vision and mission, there is a tendencey for the employer / senior Management to forget about the needs of the most valuable assets (the people) - GAP NO 1
The employee - has certain reasons for working. - earning, saving, taking care of family and other needs. It also has status, image (Ref Maslows theory)
Also for achieving and satisfying all this, he agrees with the employer to work for him in achieving the employers vision/mission and goals. In the process of doing so, he sometimes tends to forget the actual purpose of being there and be carried away with personal and emotional needs and thoughts - GAP NO 2
Now the HR serves as the function that solves both the Gaps. SO that the employer is considerate and meets the requirements of the employee (Salary, benefits, leave policies, motivation, Personal development, rewards, etc) and the employee takes is also in line with the actual specification of his job.
There is no concept that the HR should only smile, or should only scold or should have a mixture of both. If there is an unerstanding about the purpose of having HR department, I think its a perfect fit. A mother cannot be said as a person who always smiles, or a person who always scolds or a person who has a blend of both (u see, its an incomplete definition if we say so)..A mother takes care of the child so well that the child improves and grows strong in each stage - to face this word independently. :-) . . . Link it to HR in the company, you will get the answer.
From India, Madras
HR is the bridge between employer and employee.
An employer has a different vision , mission and goal. - which ultimately leads to profit making and creating a brand image. For this - he needs to achieve certain goals which can be achieved by people (the most valuable assets)
In this process of achieving vision and mission, there is a tendencey for the employer / senior Management to forget about the needs of the most valuable assets (the people) - GAP NO 1
The employee - has certain reasons for working. - earning, saving, taking care of family and other needs. It also has status, image (Ref Maslows theory)
Also for achieving and satisfying all this, he agrees with the employer to work for him in achieving the employers vision/mission and goals. In the process of doing so, he sometimes tends to forget the actual purpose of being there and be carried away with personal and emotional needs and thoughts - GAP NO 2
Now the HR serves as the function that solves both the Gaps. SO that the employer is considerate and meets the requirements of the employee (Salary, benefits, leave policies, motivation, Personal development, rewards, etc) and the employee takes is also in line with the actual specification of his job.
There is no concept that the HR should only smile, or should only scold or should have a mixture of both. If there is an unerstanding about the purpose of having HR department, I think its a perfect fit. A mother cannot be said as a person who always smiles, or a person who always scolds or a person who has a blend of both (u see, its an incomplete definition if we say so)..A mother takes care of the child so well that the child improves and grows strong in each stage - to face this word independently. :-) . . . Link it to HR in the company, you will get the answer.
From India, Madras
Hi Uday,
It is a hundred $ question.
The HR person basically should have tremendous love for human beings. HR person should be like the mother in a family. The way mother mangaes her children , husband , inlaws etc. She will be strict were required and at the same time her love is also expressed in many ways.
Employees should find the concern of the HR department and the procedures should be implemented as sugar coated capsules.
It is not easy but not impossible.
Jayashree
From India, Bangalore
It is a hundred $ question.
The HR person basically should have tremendous love for human beings. HR person should be like the mother in a family. The way mother mangaes her children , husband , inlaws etc. She will be strict were required and at the same time her love is also expressed in many ways.
Employees should find the concern of the HR department and the procedures should be implemented as sugar coated capsules.
It is not easy but not impossible.
Jayashree
From India, Bangalore
Hi Uday,
A true HR Professional is one who takes things as it come and act accordingly. I mean to say its all about BALANCING in HR. If you always be lenient then people take you for granted and on the other hand any autocratic behaviour would potray your image as an erogant person which is not right for any HR Manager. In HR Management we come acorss people of all walks of life hence treating fair holds utmost importance. Even if we have to be harsh to stand by the truth there is no harm in it. Its all about being fair and unbias.
Regards
Mehul
From India
A true HR Professional is one who takes things as it come and act accordingly. I mean to say its all about BALANCING in HR. If you always be lenient then people take you for granted and on the other hand any autocratic behaviour would potray your image as an erogant person which is not right for any HR Manager. In HR Management we come acorss people of all walks of life hence treating fair holds utmost importance. Even if we have to be harsh to stand by the truth there is no harm in it. Its all about being fair and unbias.
Regards
Mehul
From India
Thank u very much Jaya for u r response.
It is to worth of 200$ answer or response for us.
Most of the folks compared HR with MOTHER.Really its a great comparision as well as GOOD compliment to the HR persons.
Very soon i would like to come with a conclusion for this post.
Regards
UDAY
From India, Hyderabad
It is to worth of 200$ answer or response for us.
Most of the folks compared HR with MOTHER.Really its a great comparision as well as GOOD compliment to the HR persons.
Very soon i would like to come with a conclusion for this post.
Regards
UDAY
From India, Hyderabad
Dear All,
Thanks for the million $ Question & Billion $ worth Answers. :-P
To smile, care, etc., to do all these do you think a HR personale should persue MBA or some other course :?:
If really HR is all about doing those, any body can do it :!:
Regards,
Vicky:icon10:
From India, Bangalore
Thanks for the million $ Question & Billion $ worth Answers. :-P
To smile, care, etc., to do all these do you think a HR personale should persue MBA or some other course :?:
If really HR is all about doing those, any body can do it :!:
Regards,
Vicky:icon10:
From India, Bangalore
As HR professional we should be act like :- friend, philosopher and Guide to employees.
This is enough, that does not mean to pamper employees but we must act like agent of employer and bring good face of employment practices into practices in order to establish credibility of HR department.
Regards
Bhajiya
From Saudi Arabia
This is enough, that does not mean to pamper employees but we must act like agent of employer and bring good face of employment practices into practices in order to establish credibility of HR department.
Regards
Bhajiya
From Saudi Arabia
Hi All,
I would rather go with Ms. Ash Mathew's view.
She had beautifully given a adaptive Human Resource Psychology.
But there are certain things, since many HR Department across many companies are vaguely linked to Organisational Performance Metrics. If we talk about harnessing performance against a given set of goals, we have to monitor and confirm periodically whether the 'Metrics' in place are rightly placed across departments and individuals.
Again, when we talk about Human Psychology in work place, we cannot simply forfeit and ignore the empathy & emotions underlying every peer-group / subordinate-Boss relationship. These factors are very much underlined in ones performance and engagement imperatives in an organisation.
Today why the organizations are realizing the importance of empathy is because without it we cannot think completeness in a team and teamwork.
So when we talk about Strictness and Closeness, we have to anaylise the extent of degree. And it largely depends on which Industry you are in, e.g. an Construction, Manufacturing & Software Industry will have a lot of difference in their policy decision making and handling the Manpower Pool.
Again every HR should be a custodian of HR Policy applicable in an organisation and he / she should never relaxed if any employee is seen violating the Standing Orders. Also room is to be given for every employee to learn, develop and take initiatives.
In short we need to use our wisdom, since every action taken by us will add value / destroy our existing work culture.
regards,
Jayesh Yohannan
I would rather go with Ms. Ash Mathew's view.
She had beautifully given a adaptive Human Resource Psychology.
But there are certain things, since many HR Department across many companies are vaguely linked to Organisational Performance Metrics. If we talk about harnessing performance against a given set of goals, we have to monitor and confirm periodically whether the 'Metrics' in place are rightly placed across departments and individuals.
Again, when we talk about Human Psychology in work place, we cannot simply forfeit and ignore the empathy & emotions underlying every peer-group / subordinate-Boss relationship. These factors are very much underlined in ones performance and engagement imperatives in an organisation.
Today why the organizations are realizing the importance of empathy is because without it we cannot think completeness in a team and teamwork.
So when we talk about Strictness and Closeness, we have to anaylise the extent of degree. And it largely depends on which Industry you are in, e.g. an Construction, Manufacturing & Software Industry will have a lot of difference in their policy decision making and handling the Manpower Pool.
Again every HR should be a custodian of HR Policy applicable in an organisation and he / she should never relaxed if any employee is seen violating the Standing Orders. Also room is to be given for every employee to learn, develop and take initiatives.
In short we need to use our wisdom, since every action taken by us will add value / destroy our existing work culture.
regards,
Jayesh Yohannan
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