Hi Friends,
Its a valid question that whether HR professionals get Job Satisfaction or not? Here we need to look into two things:
(a) Are we as HR doing our Job or are we looking out for an career?
(b) Is this question of Job Satisfaction comes out of the feel of anger or the regret? (comparison with other functions in an organization)
We being an HR of any organizations defines the CAREER for others but as HR our primary responsibility comes as following the Guidelines given by the Management and also coordinating with them. So if you feel that you are trying hard to develop employees and the organization but none is taking care of you, then you need to push yourself to the next level and create the path for ourself by tackling the Management.
The like forces will always get along with each other, so if you are looking out for an Career and none in the company is able get along with your works, then probably its the time to look out for alternative LIKE force.
But if you talk about doing a job then, you need to understand that HR policies and other things differ from company to company... Its not like Central Govt Work culture. So first and foremost thing is to follow the instructions of the Management and execute the necessary things.
So ultimately its the question of the how you look at the things and whats your basic need. There are many HRs who are just a second face of the Greedy and Sick Management but there are also HRs who really striving hard to bring PROFESSIONALISM into organizations in order to bring up the life style and maturity level of each and everyone.
Regards,
P Umesh
From India, Bangalore
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1Its a valid question that whether HR professionals get Job Satisfaction or not? Here we need to look into two things:
(a) Are we as HR doing our Job or are we looking out for an career?
(b) Is this question of Job Satisfaction comes out of the feel of anger or the regret? (comparison with other functions in an organization)
We being an HR of any organizations defines the CAREER for others but as HR our primary responsibility comes as following the Guidelines given by the Management and also coordinating with them. So if you feel that you are trying hard to develop employees and the organization but none is taking care of you, then you need to push yourself to the next level and create the path for ourself by tackling the Management.
The like forces will always get along with each other, so if you are looking out for an Career and none in the company is able get along with your works, then probably its the time to look out for alternative LIKE force.
But if you talk about doing a job then, you need to understand that HR policies and other things differ from company to company... Its not like Central Govt Work culture. So first and foremost thing is to follow the instructions of the Management and execute the necessary things.
So ultimately its the question of the how you look at the things and whats your basic need. There are many HRs who are just a second face of the Greedy and Sick Management but there are also HRs who really striving hard to bring PROFESSIONALISM into organizations in order to bring up the life style and maturity level of each and everyone.
Regards,
P Umesh
From India, Bangalore
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Hi Sheetal.
I really liked the comment by Natasha.. and would firmly endorse her views on this...
In the current scenario where Organisations are tightening their profit margins and going on a rapid expansion mode with an objective to achieve higher Turnover year on year...Management will always expect us" HR Professionals" to do the job of enablers and the role of a catalyst...
On the flip side, employees are becoming more empowered and they have access to multiple avenues where there is critical Industry & Market Information, and an Employee whatever said and done always sees an HR Person as a person from an Outer Group.
Hence it is our responsibility to balance both these sides and bring out the best in each employee...
I would also like to give an eg of the cuff..though..dont mind me people for this... HR persons are more like Shock Absorbers in a vehicle..and the Tyres are the Employees and the Management is the Person driving the vehicle... If there is a challenge to the tyre(Employee) and the person(Management) by way of a pithole during the journey towards the destination..the shock absorber makes sure that neither the impact is felt on the tyre nor on the person..and all the three keep moving towards the Desired destination..
and end of the day each HR person who understands his/ her duties and responsibilities and performs their role well..Job satisfaction is bound to be a part of their job.. :)
From India, Madras
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I really liked the comment by Natasha.. and would firmly endorse her views on this...
In the current scenario where Organisations are tightening their profit margins and going on a rapid expansion mode with an objective to achieve higher Turnover year on year...Management will always expect us" HR Professionals" to do the job of enablers and the role of a catalyst...
On the flip side, employees are becoming more empowered and they have access to multiple avenues where there is critical Industry & Market Information, and an Employee whatever said and done always sees an HR Person as a person from an Outer Group.
Hence it is our responsibility to balance both these sides and bring out the best in each employee...
I would also like to give an eg of the cuff..though..dont mind me people for this... HR persons are more like Shock Absorbers in a vehicle..and the Tyres are the Employees and the Management is the Person driving the vehicle... If there is a challenge to the tyre(Employee) and the person(Management) by way of a pithole during the journey towards the destination..the shock absorber makes sure that neither the impact is felt on the tyre nor on the person..and all the three keep moving towards the Desired destination..
and end of the day each HR person who understands his/ her duties and responsibilities and performs their role well..Job satisfaction is bound to be a part of their job.. :)
From India, Madras
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Hi Sheetal.
I really liked the comment by Natasha.. and would firmly endorse her views on this...
In the current scenario where Organisations are tightening their profit margins and going on a rapid expansion mode with an objective to achieve higher Turnover year on year...Management will always expect us" HR Professionals" to do the job of enablers and the role of a catalyst...
On the flip side, employees are becoming more empowered and they have access to multiple avenues where there is critical Industry & Market Information, and an Employee whatever said and done always sees an HR Person as a person from an Outer Group.
Hence it is our responsibility to balance both these sides and bring out the best in each employee...
I would also like to give an eg of the cuff..though..dont mind me people for this... HR persons are more like Shock Absorbers in a vehicle..and the Tyres are the Employees and the Management is the Person driving the vehicle... If there is a challenge to the tyre(Employee) and the person(Management) by way of a pithole during the journey towards the destination..the shock absorber makes sure that neither the impact is felt on the tyre nor on the person..and all the three keep moving towards the Desired destination..
and end of the day each HR person who understands his/ her duties and responsibilities and performs their role well..Job satisfaction is bound to be a part of their job..
Best Regards
Madhu.S
Senr. HR Executive
Sundaram Clayton Ltd.
From India, Madras
Acknowledge(0)Amend(0)
I really liked the comment by Natasha.. and would firmly endorse her views on this...
In the current scenario where Organisations are tightening their profit margins and going on a rapid expansion mode with an objective to achieve higher Turnover year on year...Management will always expect us" HR Professionals" to do the job of enablers and the role of a catalyst...
On the flip side, employees are becoming more empowered and they have access to multiple avenues where there is critical Industry & Market Information, and an Employee whatever said and done always sees an HR Person as a person from an Outer Group.
Hence it is our responsibility to balance both these sides and bring out the best in each employee...
I would also like to give an eg of the cuff..though..dont mind me people for this... HR persons are more like Shock Absorbers in a vehicle..and the Tyres are the Employees and the Management is the Person driving the vehicle... If there is a challenge to the tyre(Employee) and the person(Management) by way of a pithole during the journey towards the destination..the shock absorber makes sure that neither the impact is felt on the tyre nor on the person..and all the three keep moving towards the Desired destination..
and end of the day each HR person who understands his/ her duties and responsibilities and performs their role well..Job satisfaction is bound to be a part of their job..
Best Regards
Madhu.S
Senr. HR Executive
Sundaram Clayton Ltd.
From India, Madras
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this type frustation may arise in HR professional . but hr person should be cool & calm . think postively .
as HR is coordinating employee & employer at that time attiudnal change of both is important .HR is having task to change mindset of emplkoyee .it requires some time to change of mindset ,bec change requires some time span to intoduce & accept change .change is not easily accepted .
so HR person require strong patience ,cool mind , be postive ,go getter ,istrong interpersonal personality. obviously its HR challange to conveyence employee & employer . Ignore other views or opnion of person .
just do your best .
regards,
Dhananjay kalantre , HR manager,Sangli
From India, Islampur
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as HR is coordinating employee & employer at that time attiudnal change of both is important .HR is having task to change mindset of emplkoyee .it requires some time to change of mindset ,bec change requires some time span to intoduce & accept change .change is not easily accepted .
so HR person require strong patience ,cool mind , be postive ,go getter ,istrong interpersonal personality. obviously its HR challange to conveyence employee & employer . Ignore other views or opnion of person .
just do your best .
regards,
Dhananjay kalantre , HR manager,Sangli
From India, Islampur
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hi Friends,
Thanks for your support & your response .i was very much confused just because of the things which i was not able to manage ,but your answers & your suggestion have helped me allot. Now i am pretty comfortable with my profile now & i am trying to implement those suggestion which you guy`s has given me. Thanks again.
Regards,
Sheetal :) :) :) :) :) :)
From India, Ahmadabad
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Thanks for your support & your response .i was very much confused just because of the things which i was not able to manage ,but your answers & your suggestion have helped me allot. Now i am pretty comfortable with my profile now & i am trying to implement those suggestion which you guy`s has given me. Thanks again.
Regards,
Sheetal :) :) :) :) :) :)
From India, Ahmadabad
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For better result of your question please post it as an individual one. Dont dig out an out dated thread up! I agree that the subject of thread still relevant; but your querry is not related to this thread.
Please post it seperate and see the result. Sure you will get response!
Regards,
Mammu:icon10:
From Djibouti
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Please post it seperate and see the result. Sure you will get response!
Regards,
Mammu:icon10:
From Djibouti
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I have found that in order to have HR decisions feel accepted, it is important for an HR professional to have company-wide or group-wide business knowledge and then design or make decisions accordingly. This approach has drastically helped to change the way an employee as well as senior management perceives HR.
As we are always under fire from all sides, it is our responsibility to adapt a 'middle channel' that holds a win-win situation for top management and employees. This shows that we have respect for all and understand their limitations and strengths. It also displays that HR has the maturity required to play a more strategic role compared to the usual administrative roles. Furthermore, it always helps to work with people rather than creating an adverse impact.
Furthermore, we always have to remember that the role of HR is constantly on a 'burning platform', and no matter how hard we try our best, there is always going to be something amiss. The best way is to find and develop a win-win situation. At the end of the day, I feel a job well done and am satisfied when a mission gets accomplished.
From India, Ahmadabad
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As we are always under fire from all sides, it is our responsibility to adapt a 'middle channel' that holds a win-win situation for top management and employees. This shows that we have respect for all and understand their limitations and strengths. It also displays that HR has the maturity required to play a more strategic role compared to the usual administrative roles. Furthermore, it always helps to work with people rather than creating an adverse impact.
Furthermore, we always have to remember that the role of HR is constantly on a 'burning platform', and no matter how hard we try our best, there is always going to be something amiss. The best way is to find and develop a win-win situation. At the end of the day, I feel a job well done and am satisfied when a mission gets accomplished.
From India, Ahmadabad
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