Dear All HR Professionals,
Please go through attached article published in the Times of India "Times Business " section dated 14th Aug 07 based on the survey result it shows that HR is the worst performer department in any organization which never gives result as per expectation.
After reading this I was little disappointed because we know; to implement any welfare policy or any other policy which is in favor or for well being of the employees ; how many times we need to give explanation to management and how many times management use HR people as a punching cushion when they deal with employees on any sensitive issue.
I need your views ...is this a true picture......if we are not working upto the mark then who is responsible for that..........If we always worried about the motivation factor of engineers. executives/ managers then what about the booster doses we require to get motivate and wether we receive that on time....
We are always busy with the training requirements and aggangements of advance skill workshops for our employee....have anybody ever think that even we need training to manage the work with more effeciency/ effectively and with a new zeal?
Tell me under what conditions recruiters work....out of hundred 78% of the recruiters are suffering from high BP, Acidity and migraine problem
Please share your views.
Regards,
Mona
From India, Mumbai
8Please go through attached article published in the Times of India "Times Business " section dated 14th Aug 07 based on the survey result it shows that HR is the worst performer department in any organization which never gives result as per expectation.
After reading this I was little disappointed because we know; to implement any welfare policy or any other policy which is in favor or for well being of the employees ; how many times we need to give explanation to management and how many times management use HR people as a punching cushion when they deal with employees on any sensitive issue.
I need your views ...is this a true picture......if we are not working upto the mark then who is responsible for that..........If we always worried about the motivation factor of engineers. executives/ managers then what about the booster doses we require to get motivate and wether we receive that on time....
We are always busy with the training requirements and aggangements of advance skill workshops for our employee....have anybody ever think that even we need training to manage the work with more effeciency/ effectively and with a new zeal?
Tell me under what conditions recruiters work....out of hundred 78% of the recruiters are suffering from high BP, Acidity and migraine problem
Please share your views.
Regards,
Mona
From India, Mumbai
Hi ,
This is worth thinking for. HR as a management discipline , has failed to highlight it s achievements.
Other peers like Marketing / Finance fares good for one reason.
The reason is their performance speaks in NUMBERS. While HR department performance does not speak NUMBERS.
This is the single most reason , why HR department is not getting the due among peer departments.
HR Department should , speak NUMBERS, for their performance.
What that can be measured , can be improved.
Lets discuss ..
Keep Learning
Prasanth
www.nnair.8m.com
From United Arab Emirates, Dubai
This is worth thinking for. HR as a management discipline , has failed to highlight it s achievements.
Other peers like Marketing / Finance fares good for one reason.
The reason is their performance speaks in NUMBERS. While HR department performance does not speak NUMBERS.
This is the single most reason , why HR department is not getting the due among peer departments.
HR Department should , speak NUMBERS, for their performance.
What that can be measured , can be improved.
Lets discuss ..
Keep Learning
Prasanth
www.nnair.8m.com
From United Arab Emirates, Dubai
Hi,
It is very true that the HR persons generally get poor rating or less importance as compared to other departments, mainly because its work cannot be measured.
If every thing is going on well, the industrial relations is good, the company is achieving its targets, no one feels that the HR department has contributed towards it, not as much as the other departments.
This is an iimportant topic for free and frank exchange of ideas. I think we will be doing a good service to the HR profession.
Cyril
From India, Nagpur
It is very true that the HR persons generally get poor rating or less importance as compared to other departments, mainly because its work cannot be measured.
If every thing is going on well, the industrial relations is good, the company is achieving its targets, no one feels that the HR department has contributed towards it, not as much as the other departments.
This is an iimportant topic for free and frank exchange of ideas. I think we will be doing a good service to the HR profession.
Cyril
From India, Nagpur
Hi,
This article as you can see has been taken mainly on reference to manufacturing, construction and financial industries. If the IT industry was involved, we would have had a different scenario because in the IT industry due to attrition factors HR practices have become more significant and therefore more applaudable.
In the mentioned industries as you can see centralization of processes are very high and therefore HR personnel are kept almost out of the process. This is why we score less on performance measurement, knowledge capture and transfer.
Where the finance budget is stringent as per the company's policy, the rewards and recognition policy suffers. This as you can see is evident in most manufacturing industries.
So guys and gals, just relax. Let them say whatever they want. When the attrition rate increases in their industry, they will call upon us. So, until then work in the worst areas, learn and rock. We know what we are worth.......
From India, Bangalore
This article as you can see has been taken mainly on reference to manufacturing, construction and financial industries. If the IT industry was involved, we would have had a different scenario because in the IT industry due to attrition factors HR practices have become more significant and therefore more applaudable.
In the mentioned industries as you can see centralization of processes are very high and therefore HR personnel are kept almost out of the process. This is why we score less on performance measurement, knowledge capture and transfer.
Where the finance budget is stringent as per the company's policy, the rewards and recognition policy suffers. This as you can see is evident in most manufacturing industries.
So guys and gals, just relax. Let them say whatever they want. When the attrition rate increases in their industry, they will call upon us. So, until then work in the worst areas, learn and rock. We know what we are worth.......
From India, Bangalore
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