Dear Seniors,
Greetings for the day,
Please give me a suitable reply as to why any company or organization must have a Human Resource Department, as well as why they should recruit HR professionals, considering that HR Department activities can be handled by any Engineer.
Regards,
Daniel
From India, Chakan
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2Greetings for the day,
Please give me a suitable reply as to why any company or organization must have a Human Resource Department, as well as why they should recruit HR professionals, considering that HR Department activities can be handled by any Engineer.
Regards,
Daniel
From India, Chakan
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Dear Daniel,
I think it is a constructive subjective question. Every organization is a combination of people and systems to run it harmoniously to achieve its overall objective. When the achievement of the organization's overall objective is complex with the presence of a multiplicity of systems and a multitude of people, departmentalization comes into play. Departmentalization is just the harmonious division of labor involving the application of specialized skills or knowledge focusing on a particular aspect or activity among the many. The basic functions of Human Resource Management are: (1) recruitment, (2) safety, (3) employee relations, (4) compensation and benefits, (5) compliance, and (6) training and development. Not only an engineer, but anyone with good people skills or interpersonal skills can effectively interact with the group he belongs to. However, it does not mean that he would be equally effective in all HR functions. It depends on the size of the organization and the scale of its operations.
From India, Salem
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I think it is a constructive subjective question. Every organization is a combination of people and systems to run it harmoniously to achieve its overall objective. When the achievement of the organization's overall objective is complex with the presence of a multiplicity of systems and a multitude of people, departmentalization comes into play. Departmentalization is just the harmonious division of labor involving the application of specialized skills or knowledge focusing on a particular aspect or activity among the many. The basic functions of Human Resource Management are: (1) recruitment, (2) safety, (3) employee relations, (4) compensation and benefits, (5) compliance, and (6) training and development. Not only an engineer, but anyone with good people skills or interpersonal skills can effectively interact with the group he belongs to. However, it does not mean that he would be equally effective in all HR functions. It depends on the size of the organization and the scale of its operations.
From India, Salem
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In short, specialization is an objective that needs to be achieved for the best results. Some HR functions are specialized, requiring subject-specific knowledge such as legal compliance, etc. Engineers should focus on production, design, etc., leading to the need to hire HR professionals. It is not that an engineer or accountant cannot do the HR job well, but in my opinion, an engineer or accountant should focus on their specialty first.
From India, Pune
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From India, Pune
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HR is not merely a clerical or recruitment job. It's as simple as having marketing, finance, technical, and production departments. Man, Machine, Material, and Money are the 4M of any product or service company/industry.
Material is handled by the purchase and stores department, money is handled by the finance department, machine is handled by the production department, and man is handled by the HR department. Remember, handling humans is riskier than handling any other resources.
From India, Chennai
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Material is handled by the purchase and stores department, money is handled by the finance department, machine is handled by the production department, and man is handled by the HR department. Remember, handling humans is riskier than handling any other resources.
From India, Chennai
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Hello Daniel,
Every organization requires a set of functional as well as behavioral competencies in order to realize its business goals. For some organizations, the need for functional competencies might far outweigh the behavioral ones at that point in their growth cycle, e.g., startups. So they might decide to do away with the HR Department entirely as most of the strategic and tactical nature of work is done by the founder members themselves. Whatever transactional nature of work (e.g., payroll administration, contractual hiring) is left, can easily be taken up by line managers or outsourced.
However, as the same organizations grow in size and scale of operations, it only makes sense to have a dedicated department to ensure people employed are displaying the essential behaviors as desired by the organization (e.g., for a retail chain it could be customer responsiveness, for a consulting firm it could be problem-solving intent). In other words, the HR department makes sure that individual capabilities are put to the best use for meeting current and future business needs.
Attaining cohesiveness of culture and capability building in the organization are two important objectives from a long-term perspective on which the organization may falter if all the HR work is taken up by line managers due to an increased short-term result-oriented approach.
Besides this, there are some highly specialized functions of HR (e.g., employment law, compensation management) for which you would need a dedicated HR professional.
Hope the above reasons might be of some help.
From India, Mumbai
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Every organization requires a set of functional as well as behavioral competencies in order to realize its business goals. For some organizations, the need for functional competencies might far outweigh the behavioral ones at that point in their growth cycle, e.g., startups. So they might decide to do away with the HR Department entirely as most of the strategic and tactical nature of work is done by the founder members themselves. Whatever transactional nature of work (e.g., payroll administration, contractual hiring) is left, can easily be taken up by line managers or outsourced.
However, as the same organizations grow in size and scale of operations, it only makes sense to have a dedicated department to ensure people employed are displaying the essential behaviors as desired by the organization (e.g., for a retail chain it could be customer responsiveness, for a consulting firm it could be problem-solving intent). In other words, the HR department makes sure that individual capabilities are put to the best use for meeting current and future business needs.
Attaining cohesiveness of culture and capability building in the organization are two important objectives from a long-term perspective on which the organization may falter if all the HR work is taken up by line managers due to an increased short-term result-oriented approach.
Besides this, there are some highly specialized functions of HR (e.g., employment law, compensation management) for which you would need a dedicated HR professional.
Hope the above reasons might be of some help.
From India, Mumbai
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It's a good question, Mr. Daniel. If you are an HR professional, then you have to introspect within yourself and see what value addition you are bringing to the organization to justify the existence of the HR function.
If you are not an HR professional, then whether to have an HR function separately or not depends on the size of the organization, particularly in terms of the number of people engaged. People management is a vast subject and a multifaceted function; recruitment is just a small portion of it. We have seen engineers who have taken an interest in this field and have become HR professionals and consultants. The effectiveness and success of the 3 M's very much depend on the vital resource: MEN. They can make or break the organization.
bgramesh, Hosur
From India, Vellore
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If you are not an HR professional, then whether to have an HR function separately or not depends on the size of the organization, particularly in terms of the number of people engaged. People management is a vast subject and a multifaceted function; recruitment is just a small portion of it. We have seen engineers who have taken an interest in this field and have become HR professionals and consultants. The effectiveness and success of the 3 M's very much depend on the vital resource: MEN. They can make or break the organization.
bgramesh, Hosur
From India, Vellore
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The question of having an HR function is related to the size of the organization and the extent of the occupancy of other disciplines present in the organization. Moreover, there are some highly specialized functions like designing of job, designing competency, evaluation of jobs, income tax related issues, labour law compliances, designing compensation packages for maximum employee effectiveness, psychology and sociology of work settings, job content, and emolument, hiring of best fit to the work and values of organization. Designing retention strategies for talent, etc. Likewise, there are numerous other tasks which an HR professional has to deal with and most important of all, the result is to be given in a squeezed time because it is expensive for an organization to "wait".
I think this suffices the need of having an HR function to be handled by a specialized HR professional.
From India, New Delhi
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I think this suffices the need of having an HR function to be handled by a specialized HR professional.
From India, New Delhi
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8M-Man,Machine,Material,Method,Money,Market,Management and Media can be handled by the HR department
From India, Madras
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From India, Madras
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HR job is not only conducting interviews and appointing new persons in a company (as generally assumed), but it is a small part of the whole other responsibilities and functionalities that one has in this profile. HR in any company or sector is the key link between management and employees. All decisions related to employees are linked with this profile. A strong and effective HR will be the key factor in the progress and success of any industry. Specialization is required at a certain level depending on the industry, but the basic requirements remain the same. HR, in general, has the same job responsibilities across the globe and industry or sector. It is not limited to any one company. All HR professionals are expected to perform certain duties that fall under their KRA. Their job responsibilities include:
a) Recruitment: The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions.
b) Compensation and Benefits: The most important and responsible KRA. HR functions include setting compensation structures and evaluating competitive pay practices.
c) Employee Relations: The main reason for an HR department in any organization is to maintain a healthy relationship between employees and management. It is the duty of HR to ensure communication within both.
d) Safety: Workplace safety is an important factor. Employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety.
e) Compliance: Compliance with labor and employment laws applicable to the organization is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions, and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability.
f) Training and Development: Employers must provide employees with the tools necessary for their success, which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture.
An HR understands and assesses the need for employee training for the growth of employees and the company.
Companies now have specialized personnel for each of these duties, based on the number of employees and the size of the organization.
From India, Delhi
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a) Recruitment: The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions.
b) Compensation and Benefits: The most important and responsible KRA. HR functions include setting compensation structures and evaluating competitive pay practices.
c) Employee Relations: The main reason for an HR department in any organization is to maintain a healthy relationship between employees and management. It is the duty of HR to ensure communication within both.
d) Safety: Workplace safety is an important factor. Employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety.
e) Compliance: Compliance with labor and employment laws applicable to the organization is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions, and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability.
f) Training and Development: Employers must provide employees with the tools necessary for their success, which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture.
An HR understands and assesses the need for employee training for the growth of employees and the company.
Companies now have specialized personnel for each of these duties, based on the number of employees and the size of the organization.
From India, Delhi
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Dear HR professionals,
Greetings for the day,
In response to the question, "Why do we need an HR department?" I am still not convinced by the answers received, as they seem to be the same old-fashioned responses from the 1970s and 1980s. I am curious about the current trends in HR practices. This question was posed to me during an interview, and I found myself providing the same conventional answer. However, the interviewer expressed dissatisfaction and seemed to expect a fresh perspective.
I kindly request senior and professional HR individuals to share their insights on this matter in a sophisticated manner.
Regards,
Daniel
From India, Chakan
Acknowledge(0)Amend(0)
Greetings for the day,
In response to the question, "Why do we need an HR department?" I am still not convinced by the answers received, as they seem to be the same old-fashioned responses from the 1970s and 1980s. I am curious about the current trends in HR practices. This question was posed to me during an interview, and I found myself providing the same conventional answer. However, the interviewer expressed dissatisfaction and seemed to expect a fresh perspective.
I kindly request senior and professional HR individuals to share their insights on this matter in a sophisticated manner.
Regards,
Daniel
From India, Chakan
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