every one, doing his/her own work we take a short time for doing help any body.having asked this type question dont waist time of any reader,
From India, Calcutta
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18From India, Calcutta
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Hey,
This is what is known as "critical." You see, such a small thing - with no details or appearance of the generator of this thread - becomes critical ;-) In daily life too, small issues take the priority of being considered as critical!
From India, Madras
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This is what is known as "critical." You see, such a small thing - with no details or appearance of the generator of this thread - becomes critical ;-) In daily life too, small issues take the priority of being considered as critical!
From India, Madras
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Critical......... What? Policies are there to clear off the critical situations in HR. May be you are not sure of Policies. Regards Ashwin
From India, Secunderabad
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From India, Secunderabad
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This thread actually made me refer to dictionaries for the exact meaning. I found two of them, one is "Mahatwapurn" and the other is "Nazuk Stithi". For example, "That was a critical (Mahatwapurn) decision." And, "His condition is critical (Nazuk)."
Now going by these two meanings, I reckon in HR, or for that matter in any department, all issues are critical "Mahatwapurn" and if they are dealt with a casual approach, then they become critical "Nazuk Stithi". :)
Prashant
From India, Delhi
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Now going by these two meanings, I reckon in HR, or for that matter in any department, all issues are critical "Mahatwapurn" and if they are dealt with a casual approach, then they become critical "Nazuk Stithi". :)
Prashant
From India, Delhi
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Hi All, Lets start with the most common issue- Attrition Regards Sumit Sharma Deputy Manager- HR Employee Relations & Grievance Redressal
From India, New Delhi
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From India, New Delhi
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Hi, The question Janvi has put up across the forum is itself critical. That's why few of them are not in a position to describe the answer, and HR professionals are always solving critical issues; otherwise, no one will give recognition to HR. If we make a path for any issues/problems, it would be described in three ways: 1. Urgent, 2. Important, and 3. Critical. By way of an example, one can differentiate these three points: A person has met with a major accident on the highway, and bleeding is occurring rapidly. The person's legs and hands are broken, and due to head injury, they are unconscious. When doctors examine the case, they find that the person is suffering from High Blood Sugar and Heart problems. The way a doctor will prioritize treatment will describe the 3 points. Now, here HR is like a doctor, and they will make their way to take action on any issues. Hope I am able to describe the point.
Regards,
Arun
From India, Delhi
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Regards,
Arun
From India, Delhi
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where is Jaanvi, by the way? Hello, Jaanvi? No response, no comment, no nothing? are you there?
From India, Delhi
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From India, Delhi
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There are many issues in HR that need to be addressed, such as payment to the employees (salary, incentives, allowances like petrol and mobile), F&F (full and final settlement), evaluation of job performance by employees, absenteeism, team development and management, training for employees, and record maintenance like MIS data.
From India, Kodaikanal
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From India, Kodaikanal
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Probably, jhanavi are you referring here to differences in Employer and employee? You will have to be very specific in identifying the critical issue here, every situation has a different approach.
From India, Mumbai
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From India, Mumbai
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