Hi Everybody,
Generally it is observed that people do not have much respect for HR. Especially people who have been into Operations. I have met quite a few people who were very much "Anti - HR" Though they were respected and successful in their teams/ fields.
People feel that they do not see much of need for the existance of an HR department.
Why is this so? What can be done to gain respct? Have you come across similar situations?
Regards,
Shefali
From India, Mumbai
Generally it is observed that people do not have much respect for HR. Especially people who have been into Operations. I have met quite a few people who were very much "Anti - HR" Though they were respected and successful in their teams/ fields.
People feel that they do not see much of need for the existance of an HR department.
Why is this so? What can be done to gain respct? Have you come across similar situations?
Regards,
Shefali
From India, Mumbai
Dear Shefali,
I understand ur feelings but still there r org. where people doesn't want the existence of HR deptt. I have worked for that concern. We used to face all those harsh comments and guess what now the management is planning to fire whole HR deptt to take the responsibility of recession.
well to remove this stigma u should atleast require management backing becoz, then only u can take strength to strength with ops & a/c deptt.
Try to be people centric. That's probably be ur mantra to come out safe from this situation.
Regards
Vipin
From India, New Delhi
32I understand ur feelings but still there r org. where people doesn't want the existence of HR deptt. I have worked for that concern. We used to face all those harsh comments and guess what now the management is planning to fire whole HR deptt to take the responsibility of recession.
well to remove this stigma u should atleast require management backing becoz, then only u can take strength to strength with ops & a/c deptt.
Try to be people centric. That's probably be ur mantra to come out safe from this situation.
Regards
Vipin
From India, New Delhi
HI Shefali,
Why are u expecting respect from the rest of the departments?
People may misinterpret the efforts of HR in keeping the operations speed as per the policies and guidelines as slowing them down.
In such situations, all you have to do is maintain your patience and make them understand the importance of following prescribed system and procedures.
Once they realise this, they will automatically start respecting you.
From India, Hyderabad
Why are u expecting respect from the rest of the departments?
People may misinterpret the efforts of HR in keeping the operations speed as per the policies and guidelines as slowing them down.
In such situations, all you have to do is maintain your patience and make them understand the importance of following prescribed system and procedures.
Once they realise this, they will automatically start respecting you.
From India, Hyderabad
Dear SHefali,
Rules and systems are something which not many of us like... gets into our comfort zone right?
The same when it comes to HR. Other employees feels its just too much of rules and policies. But that should not stop any of us from moving forward. We know the HR is just more than what they think.
Most of us come across these situations. See how one person or departments frustration has made u frustrated.
Happiness and dis appointments are contagious. Now you know which one to let in ur mind.
Same way..u will know which one to pass on.
If everyone were understanding and respecting each others job, and if everyone could easily evaluate other persons contribution, there is no need of HR then. U have this challenging job, where u will have to make sure they feel comfortable at work. They will know it one day as...hard efforts will always be paid back.
From India, Madras
Rules and systems are something which not many of us like... gets into our comfort zone right?
The same when it comes to HR. Other employees feels its just too much of rules and policies. But that should not stop any of us from moving forward. We know the HR is just more than what they think.
Most of us come across these situations. See how one person or departments frustration has made u frustrated.
Happiness and dis appointments are contagious. Now you know which one to let in ur mind.
Same way..u will know which one to pass on.
If everyone were understanding and respecting each others job, and if everyone could easily evaluate other persons contribution, there is no need of HR then. U have this challenging job, where u will have to make sure they feel comfortable at work. They will know it one day as...hard efforts will always be paid back.
From India, Madras
Hi,
Even i too crossed this issue.so i can suggest you what i did to overcome this issue.you just make all the things visible to your employees which they are gained by you and hide the demerits.Eg:Suppose if you dont have "icon of the month" stratergy,implement it and provide some incentive to the concern employee by co-ordinating with top management.Make visible the merits gained by employees through you and hide the demerits.This is actually what i did so dont depend only on Icon of the month.implement various strategies and see the result.
ALL THE BEST:cool:
From India, Madras
Even i too crossed this issue.so i can suggest you what i did to overcome this issue.you just make all the things visible to your employees which they are gained by you and hide the demerits.Eg:Suppose if you dont have "icon of the month" stratergy,implement it and provide some incentive to the concern employee by co-ordinating with top management.Make visible the merits gained by employees through you and hide the demerits.This is actually what i did so dont depend only on Icon of the month.implement various strategies and see the result.
ALL THE BEST:cool:
From India, Madras
HR people just fool the employees by stating their policies whereas in real the HR people are too arrogant and are concerned about their own development and relaxation, they never care about the employees welfare and harass employees when they give resignation. This attitude of HR is very very very bad.:mad::mad::mad::mad::mad::mad:
SO NOW U GOT THE ANSWER MISS SHEFALI :mad::mad::mad:
From India, Pune
SO NOW U GOT THE ANSWER MISS SHEFALI :mad::mad::mad:
From India, Pune
Early on in my career I experience some of what you speaking about. No respect for HR, Human Resources not being valued etc. I am entering my 16th year working in Human Resources management and have for the past 10+ years have earned respect. Here is how I gain respect and this has worked in a number of organizations.
Steps for HR Respect
1) First understand the role of Human Resources Management. HR is about maximizing the productivity and potential of the human assets of an organization. HR is not there to police rules and policies.
2) We need to understand the businesses that we support and solve problems. For example I went to work for an BPO organization and spent time understanding the business model, you know, how do they satisfy their clients and how do we make money. By understanding the business, I was able to identify problems the management team was having. For example they had issues with lack of leadership candidates, recruiting issues, training issues and employee attrition issues. I worked with the HR team to develop a strategy to address each issue. We eliminated the favourtism issues through changes in our selection process as well as communicating changes to the staff, we developed a recruiting strategy that increased applicant flow by over 100%, we changed the training in the sales areas to include more role playing that helped increase sales by over 20% at the site and finally we reduced attrition by over 30%.
3) Communicate. We explained to the business leaders what we were going to do and how it would impact their business. At first this was met with a lot of skepticism, but as we provided regular updates with our progress the skepticism decreased. We also started getting invited to more and more senior management meetings and were sought out for our advice on almost all major decisions.
4) Sell what you have accomplished. Make sure the business leaders understand the value HR is contributing to the organization.
I have been following this process for the past 10+ years and it has worked great for me and the teams that reported to me.
Andrew Noel
Employee Engagement Surveys
From Canada, London
Steps for HR Respect
1) First understand the role of Human Resources Management. HR is about maximizing the productivity and potential of the human assets of an organization. HR is not there to police rules and policies.
2) We need to understand the businesses that we support and solve problems. For example I went to work for an BPO organization and spent time understanding the business model, you know, how do they satisfy their clients and how do we make money. By understanding the business, I was able to identify problems the management team was having. For example they had issues with lack of leadership candidates, recruiting issues, training issues and employee attrition issues. I worked with the HR team to develop a strategy to address each issue. We eliminated the favourtism issues through changes in our selection process as well as communicating changes to the staff, we developed a recruiting strategy that increased applicant flow by over 100%, we changed the training in the sales areas to include more role playing that helped increase sales by over 20% at the site and finally we reduced attrition by over 30%.
3) Communicate. We explained to the business leaders what we were going to do and how it would impact their business. At first this was met with a lot of skepticism, but as we provided regular updates with our progress the skepticism decreased. We also started getting invited to more and more senior management meetings and were sought out for our advice on almost all major decisions.
4) Sell what you have accomplished. Make sure the business leaders understand the value HR is contributing to the organization.
I have been following this process for the past 10+ years and it has worked great for me and the teams that reported to me.
Andrew Noel
Employee Engagement Surveys
From Canada, London
Dear Andrew, Great Post!!.Keep posting!!
I think, Ms Shefali, this is the roadmap for earning respect for your function. I would like to add:
First have respect for the work you are doing. Have conviction in your work and clearly establish for your-self and others to see that your work is directly related to achieving organisational objectives. It is to facilitate all others to achieve their own goals and collectively for the organisation to achieve bussiness goals.Do every thing in this direction in your own domain.
Second, acquire the latest knowledge and if not get some consultancy or advise. HR persons need to remain competent and updated. They need to re-invent them selves in a strategic role. They need to move away from "activities" to strategic thinking, which impacts future viability of the bussiness.
HR persons need to communicate. Communicate to each employee regarding strengths, opportunities, threats and weaknesses; at individual level, team level and corporation level; Communicate regarding how your initiatives would facilitate them to cope with bussiness risks, enable them to be a winner under trying situations, and how to do their best under any circumstances without a bother for the result.
Don't be disappointed with criticism. Take it as a compliment. Continue on your chosen path with determination and confidance wearing your best accessory- a decent smile.
When your deeds speak louder than your words, when your presence inspires confidence, your critics would get their answer. Then, they would render your best PR.
Excuse me for being little philosophical.
From India, Changanacheri
I think, Ms Shefali, this is the roadmap for earning respect for your function. I would like to add:
First have respect for the work you are doing. Have conviction in your work and clearly establish for your-self and others to see that your work is directly related to achieving organisational objectives. It is to facilitate all others to achieve their own goals and collectively for the organisation to achieve bussiness goals.Do every thing in this direction in your own domain.
Second, acquire the latest knowledge and if not get some consultancy or advise. HR persons need to remain competent and updated. They need to re-invent them selves in a strategic role. They need to move away from "activities" to strategic thinking, which impacts future viability of the bussiness.
HR persons need to communicate. Communicate to each employee regarding strengths, opportunities, threats and weaknesses; at individual level, team level and corporation level; Communicate regarding how your initiatives would facilitate them to cope with bussiness risks, enable them to be a winner under trying situations, and how to do their best under any circumstances without a bother for the result.
Don't be disappointed with criticism. Take it as a compliment. Continue on your chosen path with determination and confidance wearing your best accessory- a decent smile.
When your deeds speak louder than your words, when your presence inspires confidence, your critics would get their answer. Then, they would render your best PR.
Excuse me for being little philosophical.
From India, Changanacheri
Usually it happens most of the companies, people seldom abide the policies & procedures if HR insisted they might become HR rivals by passing bad comments about HR. It is so difficult to change such guyz attitude... no matter what they say.... stick to our policies & procedure.. and take disciplinary actions if necessarly needs.
Thanks
From Kuwait, Kuwait
Thanks
From Kuwait, Kuwait
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.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt