If the vision or mission of the company is not properly communicated or understood by all employees, problems will arise from it. All employees must realize and accept what the management or the company values. Based on this, all policies are formulated and rules are established. In my opinion, it is the responsibility of HR to ensure this communication.
Other problems arise in the form of lack of resources, and other common HR issues such as attrition rate, relationship building, and maintaining company values.
Thank you all.
Ratnakar Mishra from Orissa, India.
(Faculty member - HR)
From India, Brahmapur
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Other problems arise in the form of lack of resources, and other common HR issues such as attrition rate, relationship building, and maintaining company values.
Thank you all.
Ratnakar Mishra from Orissa, India.
(Faculty member - HR)
From India, Brahmapur
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HR also looks after the statutory compliances and most of the organisations DONOT file the requisite returns to the government authorities IN TIME.
From India, Bokaro
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1From India, Bokaro
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Well, I think it depends on the organization, and the main problems of HR are related to HR functions like Recruitment and Selection, Training and Development, Performance Management, etc. But these are quite wide areas where we need to conduct deep research to find out what the actual problems are.
Communication gap could be another issue that is mostly ignored by HR departments; I don't know why, perhaps due to some sort of fear, etc.
From Pakistan
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Communication gap could be another issue that is mostly ignored by HR departments; I don't know why, perhaps due to some sort of fear, etc.
From Pakistan
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Dear all,
I am new to this website, and this is my first area of discussion.
Lack of HR in an organization means the company cannot yield positive outcomes because:
- No good potential and efficient employees will be hired.
- There would be no training programs, which means no proper direction for what exactly employees should do.
- No one to oversee performance appraisals, which means a lack of motivation for existing employees.
- Miscommunication among employees, which will definitely affect the organization.
One needs to go through each step in a proper and systematic manner to avoid problems and have a good growth path.
Regards,
Jasmeen Pawar
From India, Chandigarh
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I am new to this website, and this is my first area of discussion.
Lack of HR in an organization means the company cannot yield positive outcomes because:
- No good potential and efficient employees will be hired.
- There would be no training programs, which means no proper direction for what exactly employees should do.
- No one to oversee performance appraisals, which means a lack of motivation for existing employees.
- Miscommunication among employees, which will definitely affect the organization.
One needs to go through each step in a proper and systematic manner to avoid problems and have a good growth path.
Regards,
Jasmeen Pawar
From India, Chandigarh
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Subject: Re: What are the top five problems faced by HR in the company?
Based on experience, the two major problems that HR faces in the company are 1) People and 2) System. People have something to do with the organizational culture, attitude, and management/leadership style. The system is associated with the organizational policies on different aspects. People and policy are intertwined; one cannot be successful without the other.
Sources of conflicts in the organization have three natures: intrapersonal, interpersonal, and systemic.
From Philippines, Zamboanga
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Based on experience, the two major problems that HR faces in the company are 1) People and 2) System. People have something to do with the organizational culture, attitude, and management/leadership style. The system is associated with the organizational policies on different aspects. People and policy are intertwined; one cannot be successful without the other.
Sources of conflicts in the organization have three natures: intrapersonal, interpersonal, and systemic.
From Philippines, Zamboanga
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Respected SKHADIR & ANKITCHATURVEDI,
With regard to the query posted by Nurin, your response was well-crafted and demonstrated your extensive experience, providing a clear explanation. In my opinion, it is crucial to align ourselves with company policies and focus on the advice provided by Mr. Skhadir and Ankit in the previous post.
Have a great day everyone.
Thank you
From India, Madras
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With regard to the query posted by Nurin, your response was well-crafted and demonstrated your extensive experience, providing a clear explanation. In my opinion, it is crucial to align ourselves with company policies and focus on the advice provided by Mr. Skhadir and Ankit in the previous post.
Have a great day everyone.
Thank you
From India, Madras
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As per my observations:
A. Resource utilization.
B. Development for Human Assets.
C. Global exposure for business development.
D. Adaptation of emerging technology/process.
E. Commitment to change from employees.
From India, Mumbai
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A. Resource utilization.
B. Development for Human Assets.
C. Global exposure for business development.
D. Adaptation of emerging technology/process.
E. Commitment to change from employees.
From India, Mumbai
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We are engase some temporary staff last five years whose salary in daily wages basis.can i pay the graturuty in full & final pauyment time. Sujit Jena
From India, Delhi
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From India, Delhi
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Dear Sujit Jena Yes you can pay them. Hope you are paying revised daily wages. With profound regards
From India, Chennai
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From India, Chennai
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