It is essential for Implements all HR Practices while Recruiting,Selecting,Motivating and retaining the Employee but unfortunately all HR Practices are not Implementing in an Organization practically. My Question is this that "why all HR practices could not be Implemented in an organization?"
From Pakistan, Lahore
From Pakistan, Lahore
Hi,
yes! you are very true, all HR practices are not able to be implemented in an organization, because of some employees of company who doesn't want HR to function well and stay ahead. People take HR as a Fun and make unnecessary issues on it.
From India, Bangalore
1yes! you are very true, all HR practices are not able to be implemented in an organization, because of some employees of company who doesn't want HR to function well and stay ahead. People take HR as a Fun and make unnecessary issues on it.
From India, Bangalore
Dear friend,
It is first of all because we acquire education with a wrong belief that theory is entirely different from practical industrial world. We are often asked to believe on this wrong belief by our seniors too. Most things are applicable if policies are formed with motive to implement theories in practical.
thanks n regards
From India, Calcutta
It is first of all because we acquire education with a wrong belief that theory is entirely different from practical industrial world. We are often asked to believe on this wrong belief by our seniors too. Most things are applicable if policies are formed with motive to implement theories in practical.
thanks n regards
From India, Calcutta
Dear Azybro,
In the list of HR activities you have not mentioned about manpower planning, training and development, career planning, performance management, talent management etc.
HR also has to handle administrative jobs like managing attendance, payment of salary and wages and other statutory activities as per the various statutes.
All the HR practices are not implemented because lack of understanding of HR function by the business leaders. They give prominence to marketing, finance and then operations. They consider HR as secondary function.
The second reason is that not enough examples are available in industry wherein CEOs had HR background or even business owners had HR background and they attributed their success to the HR background.
Not that HR professionals do not start their own businesses. But then when they get into on their own, the general tendency is to get into recruitment, training, performance management, organisation development. All these are part of HR. However, we do not have example wherein HR professional gets into hardcore business and shows to the world that I was expert in say "Talent Management" or "Performance Management" or "Organisation Development" etc and my expertise helped me in building my business.
When we have sufficient examples, then HR profession as a whole will become attractive and obvious full-fledged HR practices will start getting implemented.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
In the list of HR activities you have not mentioned about manpower planning, training and development, career planning, performance management, talent management etc.
HR also has to handle administrative jobs like managing attendance, payment of salary and wages and other statutory activities as per the various statutes.
All the HR practices are not implemented because lack of understanding of HR function by the business leaders. They give prominence to marketing, finance and then operations. They consider HR as secondary function.
The second reason is that not enough examples are available in industry wherein CEOs had HR background or even business owners had HR background and they attributed their success to the HR background.
Not that HR professionals do not start their own businesses. But then when they get into on their own, the general tendency is to get into recruitment, training, performance management, organisation development. All these are part of HR. However, we do not have example wherein HR professional gets into hardcore business and shows to the world that I was expert in say "Talent Management" or "Performance Management" or "Organisation Development" etc and my expertise helped me in building my business.
When we have sufficient examples, then HR profession as a whole will become attractive and obvious full-fledged HR practices will start getting implemented.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Then you people want to say that we should do what my Boss says..... and Respect my Boss Orders.... regardless what my Learning part says in Business School about HR Practices? Yes or No???
From Pakistan, Lahore
From Pakistan, Lahore
Azy, You can only implement if you can show the decision maker the measurable outcome, then you see the difference. Regards, Sarfaraz Manager Vardhman Pharma +919916902503
From India, Bangalore
From India, Bangalore
HR remains and needs to remain as an independant and exclusive body whilst delivering services in the human resources and strategy developement and implementation functions. It acts as a quality control depatment of employee standards and behaviours. Most of the times, HRD proposals and practices will be in confrontations with a copnventional oranizational set up. Defenitely, personal interests re: recruitment, salary fixations, performance levels and financial interests re: budgets, allocations will be in the opposite side. It remains in the part of owners to keep HRD as an independent body and contributes to the long term benefits of teh organization. Unfortunately it does't happen allways which contributes to the non alignment of HR policies with real practices.
Shamnad, Doha-Qatar
From Qatar, Doha
Shamnad, Doha-Qatar
From Qatar, Doha
Dear All,
As your question is conceived and i want to say two thing s on your words that
1) Excuses,
2)Practices,
1) In most time employees done mistakes, or break the Company policy with strong reason on that time you have to consider it and guide the employees and make aware about company policy and if chances are to excuse than consider it.
2)Practices, This is most impotent thing on your organization, if any emp intentionaly try to break the company policy and all the things consider it seriously and to with management and force on them the strong HR Policy.
THanks..
MR.RAMA
From India, Hyderabad
As your question is conceived and i want to say two thing s on your words that
1) Excuses,
2)Practices,
1) In most time employees done mistakes, or break the Company policy with strong reason on that time you have to consider it and guide the employees and make aware about company policy and if chances are to excuse than consider it.
2)Practices, This is most impotent thing on your organization, if any emp intentionaly try to break the company policy and all the things consider it seriously and to with management and force on them the strong HR Policy.
THanks..
MR.RAMA
From India, Hyderabad
Hiiii
The reason for not following all hr practices in Organisation is that the working style is different in different organisation.some organisation adopt these practices and some not .n also the theoretical knowledge is totally different what we do in the organisation so always keep in mind, that HR policies is what people make inside the organisation not what we studied in the books.
Thanks
Pooja Jaiswani
From India, Pune
The reason for not following all hr practices in Organisation is that the working style is different in different organisation.some organisation adopt these practices and some not .n also the theoretical knowledge is totally different what we do in the organisation so always keep in mind, that HR policies is what people make inside the organisation not what we studied in the books.
Thanks
Pooja Jaiswani
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Innovative HR Practices-.doc