The 4 Ms of management to steer the business of any organization are: Money, Materials, Machines, and Men (includes Women). Even to manage the first three (Money, Materials & Machines), human resources (Men) are needed. It is strange that this simple concept is not understood or appreciated by the owners of some businesses.
If 'Men' constitute a vital resource, you can't manage a business profitably without making this resource effective. And to make them effective, there is a definite need for a Human Resource department in each organization. In small setups, HR & Admin can be combined into one department.
The discussion initiated by Mr. M K Verma deserves attention, but unless these views expressed by experts can reach the owners, the status quo may continue by default. The need, therefore, may be to discuss how to drive this awareness.
From India, Delhi
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462If 'Men' constitute a vital resource, you can't manage a business profitably without making this resource effective. And to make them effective, there is a definite need for a Human Resource department in each organization. In small setups, HR & Admin can be combined into one department.
The discussion initiated by Mr. M K Verma deserves attention, but unless these views expressed by experts can reach the owners, the status quo may continue by default. The need, therefore, may be to discuss how to drive this awareness.
From India, Delhi
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Dear Members,
Greetings for the Day!!!
How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, last experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person...often much to the dismay of that one person.
Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function.
Of course, there are variations to this theme. In some companies where recruiting has been a major activity, there may well be a need to have an HR administrator or "Benefits Clerk" and a recruiter. But in most small companies, an Office Manager can suffice.
Historically, what necessitates an HR Department are the functions and responsibilities which no one else either wants or is capable of doing. From recruiting to orienting new employees, from writing job descriptions to tracking attendance, and from instituting and monitoring policies to monitoring benefits, there has been a need for an HR generalist to assist senior management in both establishing a structure to holding down costs of administration. In fact, I have felt for some time that the initial title for the HR person should be "Administrative Manager."
Regards,
Shubha
Fb Id: shubhalakshmi88@yahoo.com
From India, Patna
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Greetings for the Day!!!
How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, last experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person...often much to the dismay of that one person.
Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function.
Of course, there are variations to this theme. In some companies where recruiting has been a major activity, there may well be a need to have an HR administrator or "Benefits Clerk" and a recruiter. But in most small companies, an Office Manager can suffice.
Historically, what necessitates an HR Department are the functions and responsibilities which no one else either wants or is capable of doing. From recruiting to orienting new employees, from writing job descriptions to tracking attendance, and from instituting and monitoring policies to monitoring benefits, there has been a need for an HR generalist to assist senior management in both establishing a structure to holding down costs of administration. In fact, I have felt for some time that the initial title for the HR person should be "Administrative Manager."
Regards,
Shubha
Fb Id: shubhalakshmi88@yahoo.com
From India, Patna
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Dear MK Verma,
All the progressive, top-notch, and goodwill companies understand the value of Human Resource Management and having a full-fledged HR team. There may be some small-scale or informal type companies running their business without HR management. Such companies are unprofessional in nature, work without objectives and targets, and also contribute minimally to their annual turnover.
Having an HR department in a company is not only important; what is crucial is empowering the HR personnel.
Thank you.
From India, Gurgaon
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All the progressive, top-notch, and goodwill companies understand the value of Human Resource Management and having a full-fledged HR team. There may be some small-scale or informal type companies running their business without HR management. Such companies are unprofessional in nature, work without objectives and targets, and also contribute minimally to their annual turnover.
Having an HR department in a company is not only important; what is crucial is empowering the HR personnel.
Thank you.
From India, Gurgaon
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Hello, Mr. Verma,
To know the origin of HR, we have to go back in time. With the advent of the Industrial Revolution, the focus temporarily shifted to mass production machines. However, very soon, people who pioneered the study of human behavior understood the importance of people in the well-being of an organization. While machines, money, methods, etc., had their prominence, the focus shifted to men. In the last century, several names evolved before HR became established. All progressive companies have HR departments. Even if they do not have one, they would soon start one.
V. Raghunathan
From India
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To know the origin of HR, we have to go back in time. With the advent of the Industrial Revolution, the focus temporarily shifted to mass production machines. However, very soon, people who pioneered the study of human behavior understood the importance of people in the well-being of an organization. While machines, money, methods, etc., had their prominence, the focus shifted to men. In the last century, several names evolved before HR became established. All progressive companies have HR departments. Even if they do not have one, they would soon start one.
V. Raghunathan
From India
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Dear All,
HR functions can be monitored or handled by different departments, as there are options beyond the HR Department. In running a business, management typically focuses on Sales, Purchasing, and Accounting as active departments.
There seems to be a misconception about HR, as their roles can be effectively carried out by other departments. As HR professionals, we must ensure that we are effective in delivering profitable results for the organization. Only then will each company see the need to recruit HR personnel.
Keep posting...
From India, Delhi
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HR functions can be monitored or handled by different departments, as there are options beyond the HR Department. In running a business, management typically focuses on Sales, Purchasing, and Accounting as active departments.
There seems to be a misconception about HR, as their roles can be effectively carried out by other departments. As HR professionals, we must ensure that we are effective in delivering profitable results for the organization. Only then will each company see the need to recruit HR personnel.
Keep posting...
From India, Delhi
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Dear Varma,
If one company is able to engage an HR professional, I believe it is sufficient for them. By using software, the HR professional can efficiently manage operations. However, the management needs to provide a workstation and other necessary facilities for the HR personnel, which they consider a costly expense. They seem to overlook the benefits of having an HR professional on board. Nowadays, HR professionals also handle TDS work effectively, which is advantageous for the management in tax-related matters. Ultimately, it is up to the management to determine their need for HR support.
HRKPATI
Sr. Manager (HR & Legal)
From India, Guwahati
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If one company is able to engage an HR professional, I believe it is sufficient for them. By using software, the HR professional can efficiently manage operations. However, the management needs to provide a workstation and other necessary facilities for the HR personnel, which they consider a costly expense. They seem to overlook the benefits of having an HR professional on board. Nowadays, HR professionals also handle TDS work effectively, which is advantageous for the management in tax-related matters. Ultimately, it is up to the management to determine their need for HR support.
HRKPATI
Sr. Manager (HR & Legal)
From India, Guwahati
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