Dear HR professionals,
If HR personnel do not have technical knowledge about manufacturing processes, procedures, etc., how is it possible to hire candidates for technical works such as mechanical, electrical, instrumentation, civil works, etc.? Additionally, how is it possible to provide training to employees?
Kindly clarify the above points.
Thanks with Regards,
T. Thirumurugan
From India, Hyderabad
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33If HR personnel do not have technical knowledge about manufacturing processes, procedures, etc., how is it possible to hire candidates for technical works such as mechanical, electrical, instrumentation, civil works, etc.? Additionally, how is it possible to provide training to employees?
Kindly clarify the above points.
Thanks with Regards,
T. Thirumurugan
From India, Hyderabad
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Dear Thirumurugan,
If an HR professional does not have knowledge of the manufacturing processes, then the basics of the processes can be learned by involving with the staff on the shop floor. HR can attend the morning briefing and meetings where quality-related or safety-related issues are discussed. Above all, HR can read books on operations management and production management.
Please note that individuals working in other departments may only know about their specific departments, but HR needs to have knowledge across the board.
Regarding training, HR can identify quality issues, excess scrap generation, etc., to design training programs aimed at reducing costs. The objective of the training is to reduce costs. Therefore, HR can conduct training programs to reduce the following costs:
a) Inventory carrying cost of raw materials
b) Cost of work-in-progress inventory
c) Inventory carrying cost of finished goods
d) Distribution cost to distribute finished goods to wholesalers and retailers (if applicable)
e) Rejection cost
f) Cost of stockouts
g) Capacity costs
h) Setup costs
i) Inspection cost
j) Rework cost
HR can study the significance of the causes of the above costs and organize training programs accordingly. The training effectiveness will be assessed by comparing the cost before and after the training.
Thanks,
Dinesh Divekar
From India, Bangalore
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If an HR professional does not have knowledge of the manufacturing processes, then the basics of the processes can be learned by involving with the staff on the shop floor. HR can attend the morning briefing and meetings where quality-related or safety-related issues are discussed. Above all, HR can read books on operations management and production management.
Please note that individuals working in other departments may only know about their specific departments, but HR needs to have knowledge across the board.
Regarding training, HR can identify quality issues, excess scrap generation, etc., to design training programs aimed at reducing costs. The objective of the training is to reduce costs. Therefore, HR can conduct training programs to reduce the following costs:
a) Inventory carrying cost of raw materials
b) Cost of work-in-progress inventory
c) Inventory carrying cost of finished goods
d) Distribution cost to distribute finished goods to wholesalers and retailers (if applicable)
e) Rejection cost
f) Cost of stockouts
g) Capacity costs
h) Setup costs
i) Inspection cost
j) Rework cost
HR can study the significance of the causes of the above costs and organize training programs accordingly. The training effectiveness will be assessed by comparing the cost before and after the training.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Thirumurugan,
HR professionals are not expected to possess technical knowledge. The selection of technical personnel should not solely be the responsibility of HR; it is advisable to involve one or two senior technical experts, possibly in the form of a selection committee, during the selection process to ensure the right individuals are chosen for the appropriate roles. Other HR-related matters should be managed by HR personnel.
Thank you.
From India, Delhi
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HR professionals are not expected to possess technical knowledge. The selection of technical personnel should not solely be the responsibility of HR; it is advisable to involve one or two senior technical experts, possibly in the form of a selection committee, during the selection process to ensure the right individuals are chosen for the appropriate roles. Other HR-related matters should be managed by HR personnel.
Thank you.
From India, Delhi
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HR persons/managers are responsible for managing human resources, formulating HR policies, and following guidelines related to human resource requirements. There are established policies, procedures, and processes that need to be in place. These policies, procedures, and processes define how human resources are procured, trained, groomed, sustained, and tailored to suit the specific needs of the company. This involves structured inputs from all departments, whether technical or non-technical/managerial, for inducting employees with specific talents, experiences, education, etc. Therefore, for hiring, it is not mandatory for HR to have technical knowledge or any other specific skills. What is expected from HR managers, however, is to hire the right candidates for the right jobs.
It is important to note that the HR manager is not alone in the process; everyone must contribute to assembling the right team members and employees for the betterment of the company. This is why teamwork is paramount to success in any business.
From India, Vadodara
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It is important to note that the HR manager is not alone in the process; everyone must contribute to assembling the right team members and employees for the betterment of the company. This is why teamwork is paramount to success in any business.
From India, Vadodara
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