The issue is not about the social media itself; the issue is about knowing what fact is and what perception, opinion is. In day to day, professional and personal life, we create opinions and perceptions and comment without understanding facts. We become judgemental about people, situations, and everything without giving much thought. We don’t discuss events but people. We tag people in different categories based on our opinions.
Please read to avoid this trap here...Vinod Bidwaik : Always ask yourself, "Fact or Opinion?"
From India, Pune
124Please read to avoid this trap here...Vinod Bidwaik : Always ask yourself, "Fact or Opinion?"
From India, Pune
Very nice read. As facts are real, a dispassionate analysis would lead one to the truth behind the facts and this indisputable truth is the anvil on which the consequential opinions or perceptions could be tested for their appropriateness.
From India, Salem
From India, Salem
Dear members,
Good to note that a senior HR professional has written on the topic that is applicable to the HR fraternity most.
While writing something, one is expected to provide sufficient references. The references could be policies, court rulings, acts enacted by the government. If not this, then the writer is expected to quote the study that he/she has done in his/her company or anywhere else. If the writing is devoid of data or numbers, then the writing becomes just perceptions of the writer.
Nevertheless, this is where HR professionals falter most. Years together they write the articles but never give any references of their study or what exactly happened in their company. Nothing wrong in sharing a failure also but what matters is providing details of the information about circumstances that exist or events that have occurred. However, this never happens.
HR professionals have a penchant to wallow in the jargon like leadership, emotional intelligence, employee engagement and so on. But then how many HRs give an example of how these initiatives improved the revenue or increased the profit?
A large number of seminars happens on HR-related topics. After the onset of the COVID pandemic, the market is bursting with webinars. How many speakers of these webinars provided the data of their study? Hardly any. At best they commented on the study done by someone else. But then as a speaker, are they not supposed to comment on their personal efforts?
A very famous WA group of the HR professionals who claim to have a membership of 14K+ has organised more than 30 webinars since the onset of the COVID-19 pandemic. The organisers say that thousands of attendees have attended these webinars. However, we are yet to come across a single case wherein some professionals provided a case study of being beneficiary of the webinar(s).
HR functionaries organise Organisational Development (OD) initiatives in their companies. Forget about the latest OD initiatives, how many HR professionals measure the effectiveness of the employee training organised in their company?
The latest trend of HR professionals is to call themselves "HR Business Partners". If the other functionaries from purchase or production etc do not call out loudly to show that they are the business partners, why the only HR feels the need to do this? It is nothing but an acknowledgement of the existential crisis of HR. How many HR Business Partners have come up with case studies to show that their efforts have improved the business?
As the writer of the article pointed out, we should speak facts. But then it is the responsibility of the senior or very senior HR professionals to show what is the difference between the facts and opinions through their actions. So when can we expect fact-based articles from them?
Thanks,
Dinesh Divekar
From India, Bangalore
Good to note that a senior HR professional has written on the topic that is applicable to the HR fraternity most.
While writing something, one is expected to provide sufficient references. The references could be policies, court rulings, acts enacted by the government. If not this, then the writer is expected to quote the study that he/she has done in his/her company or anywhere else. If the writing is devoid of data or numbers, then the writing becomes just perceptions of the writer.
Nevertheless, this is where HR professionals falter most. Years together they write the articles but never give any references of their study or what exactly happened in their company. Nothing wrong in sharing a failure also but what matters is providing details of the information about circumstances that exist or events that have occurred. However, this never happens.
HR professionals have a penchant to wallow in the jargon like leadership, emotional intelligence, employee engagement and so on. But then how many HRs give an example of how these initiatives improved the revenue or increased the profit?
A large number of seminars happens on HR-related topics. After the onset of the COVID pandemic, the market is bursting with webinars. How many speakers of these webinars provided the data of their study? Hardly any. At best they commented on the study done by someone else. But then as a speaker, are they not supposed to comment on their personal efforts?
A very famous WA group of the HR professionals who claim to have a membership of 14K+ has organised more than 30 webinars since the onset of the COVID-19 pandemic. The organisers say that thousands of attendees have attended these webinars. However, we are yet to come across a single case wherein some professionals provided a case study of being beneficiary of the webinar(s).
HR functionaries organise Organisational Development (OD) initiatives in their companies. Forget about the latest OD initiatives, how many HR professionals measure the effectiveness of the employee training organised in their company?
The latest trend of HR professionals is to call themselves "HR Business Partners". If the other functionaries from purchase or production etc do not call out loudly to show that they are the business partners, why the only HR feels the need to do this? It is nothing but an acknowledgement of the existential crisis of HR. How many HR Business Partners have come up with case studies to show that their efforts have improved the business?
As the writer of the article pointed out, we should speak facts. But then it is the responsibility of the senior or very senior HR professionals to show what is the difference between the facts and opinions through their actions. So when can we expect fact-based articles from them?
Thanks,
Dinesh Divekar
From India, Bangalore
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