HR has always been considered as mere service providers in organizations and hardly looked upon as strategic partners. However, when there is a crisis situation, HR has an opportunity to undergo a transformation and build its position in the organization as that of a business critical partner.
Here is a wonderful resource that'll explain what exactly should the role of HR in a crisis should be: [Role of HR Managers: In Times of Crisis](http://www.sumhr.com/role-hr-manager-times-crisis/)
From India, Mumbai
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8Here is a wonderful resource that'll explain what exactly should the role of HR in a crisis should be: [Role of HR Managers: In Times of Crisis](http://www.sumhr.com/role-hr-manager-times-crisis/)
From India, Mumbai
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Hello Namrata,
I have gone through your article and appreciate your flair for writing even as a student of management and on topics relevant to the field. It is good and underlines the significance of HR in times of crisis. When everything is going honky-dory in the organization, other departments like finance and marketing claim credit for the wealth of the organization. When the health of the organization starts deteriorating or the organization becomes sick and bedridden, they choose HR to nurse the ailing patient through administering medicines of layoffs, retrenchments, wage cuts, and other rationalization measures. It requires a lot of patience, tact, empathy, innovation, sensitivity (as you highlighted in your article), and maturity on the part of HR to see an organization through difficult times when no one else is seen in the vicinity of the ailing patient. Therefore, HR deserves to be strategic business partners as any other functionaries. Keep writing. All the best.
B. Saikumar
From India, Mumbai
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I have gone through your article and appreciate your flair for writing even as a student of management and on topics relevant to the field. It is good and underlines the significance of HR in times of crisis. When everything is going honky-dory in the organization, other departments like finance and marketing claim credit for the wealth of the organization. When the health of the organization starts deteriorating or the organization becomes sick and bedridden, they choose HR to nurse the ailing patient through administering medicines of layoffs, retrenchments, wage cuts, and other rationalization measures. It requires a lot of patience, tact, empathy, innovation, sensitivity (as you highlighted in your article), and maturity on the part of HR to see an organization through difficult times when no one else is seen in the vicinity of the ailing patient. Therefore, HR deserves to be strategic business partners as any other functionaries. Keep writing. All the best.
B. Saikumar
From India, Mumbai
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Thank you very much, Mr. Saikumar. It is overwhelming to receive such appreciation from someone so well-versed in the field. Yes, HR has been underrated over the years, but there is still room for HR to undergo evolution, and soon it'll be on par with other departments.
From India, Mumbai
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From India, Mumbai
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Dear Sai kumar Your observation and comparison is apt excellent and appealing. Good note. Keep it up. Thanks and best wishes Ram K Navaratna HR Resonance Bangalore
From India, Bangalore
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From India, Bangalore
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Dear Namrata,
The role of HR, as has been rightfully pointed out by other colleagues, is likened to that of a firefighter. Honestly, HR is often perceived as the stepchild to the twin departments of Production and Finance. This perception arises because HR tends to confine themselves to their specific role and functions, separate from the core functions of the organization. Consequently, they are sometimes seen as mere playback singers, receiving blame from management when things go wrong, while any successes (potentially due to HR contributions) are credited to Production or Finance.
Therefore, there is a clear need for HR to recognize and embrace their role as business partners rather than mere guardians and to engage more proactively in alignment with this perspective.
S.K. Johri
From India, Delhi
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The role of HR, as has been rightfully pointed out by other colleagues, is likened to that of a firefighter. Honestly, HR is often perceived as the stepchild to the twin departments of Production and Finance. This perception arises because HR tends to confine themselves to their specific role and functions, separate from the core functions of the organization. Consequently, they are sometimes seen as mere playback singers, receiving blame from management when things go wrong, while any successes (potentially due to HR contributions) are credited to Production or Finance.
Therefore, there is a clear need for HR to recognize and embrace their role as business partners rather than mere guardians and to engage more proactively in alignment with this perspective.
S.K. Johri
From India, Delhi
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Every coin has two sides. By and large, it is true to say that HR in India is being considered a firefighting job. There are ample reasons behind this. The basic reason is that the majority of our industries are family-oriented and lacking in professionalism. They consider employees as servants, not partners. On the other side, most HR professionals do not exert effort to acquire in-depth knowledge and its application as per the situation. Lastly, hopping from job quite frequently. These are the reasons, in a nutshell, why HR is considered a firefighter/service provider. Despite this, I am hopeful that HR will definitely have a contributory role in India. Indian industries are still in a transition phase.
From India, Pune
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From India, Pune
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HR Guide[1].doc