Dear HR Friends,
Can’t we look employees as our customers, Organization as our client, Human resource management as our business……… to transform ourselves towards becoming business HR’s to take out the tag of being a support/service/idle department????? Or how best we can contribute towards the overall growth of the organisation’s business with a clear scale of measurement to showcase it. Until & unless we change ourselves & claim credit for our contributions & achievements, the attitude towards HR department from others will never change, nor we will become an integral part of the business.
Friends I think this is high time for us to think & work towards becoming ourselves as Business HR professionals instead of mere HR professionals.
Let me invite opinion from fellow members to give valuable inputs on the same.
Regards,
chidanand
From India, Bangalore
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Can’t we look employees as our customers, Organization as our client, Human resource management as our business……… to transform ourselves towards becoming business HR’s to take out the tag of being a support/service/idle department????? Or how best we can contribute towards the overall growth of the organisation’s business with a clear scale of measurement to showcase it. Until & unless we change ourselves & claim credit for our contributions & achievements, the attitude towards HR department from others will never change, nor we will become an integral part of the business.
Friends I think this is high time for us to think & work towards becoming ourselves as Business HR professionals instead of mere HR professionals.
Let me invite opinion from fellow members to give valuable inputs on the same.
Regards,
chidanand
From India, Bangalore
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Hi Chidanand,
I would not wholly agree with your thoughts. The reason being:
I would not consider my employees as customers; rather, I will consider them as valuable resources and would like to polish them with greater knowledge and skills.
I would not consider the HR department as my business and the company as my client. Instead, I will see the HR department as an integral part of the company. I would consider the business of my company as my responsibility.
HRD is a vital and the most important part of an organization, and a successful organization gives credit to the HR department too. HR is not idle.
I would suggest that every department is equally important for the organization, and the HR has to upgrade, enhance, and build a competency-based system where it can contribute towards the effective working of the organization. The HR is there to provide valuable support and service to the organization.
So I personally feel that HR, as a service and support provider to the organization, has to be competitive.
Regards,
Anuradha
From India, Delhi
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65I would not wholly agree with your thoughts. The reason being:
I would not consider my employees as customers; rather, I will consider them as valuable resources and would like to polish them with greater knowledge and skills.
I would not consider the HR department as my business and the company as my client. Instead, I will see the HR department as an integral part of the company. I would consider the business of my company as my responsibility.
HRD is a vital and the most important part of an organization, and a successful organization gives credit to the HR department too. HR is not idle.
I would suggest that every department is equally important for the organization, and the HR has to upgrade, enhance, and build a competency-based system where it can contribute towards the effective working of the organization. The HR is there to provide valuable support and service to the organization.
So I personally feel that HR, as a service and support provider to the organization, has to be competitive.
Regards,
Anuradha
From India, Delhi
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Hi Friend,
The business process is different compared with the HR process. You said that the company must think of their employees as customers, then those employees will sit on the heads of the management. You may be good, but all are not of the same kind. If they get an opportunity, they even ruin the company.
The process that is going on would be like this: the Business owner or your company is the "customer," and the employees are the "service providers." The company (Client) asks employees (service providers) to work on some process and for this, the HR department (Resource provider, money generator) for both the customer and service providers.
You tell the changes to be made for the same process is going on with the companies; who will do the changes? Even if you own a company, you will follow a similar process as the others. In the beginning, you may want to use your thinking and make changes, but when you are well settled as a company, then you follow the routine norms.
Moreover, you mentioned that others have some attitude towards the HR Department. Yes, they will have, as all the issues arise from here (HR Dept), and all the issues are solved from here. We are not the people who are blamed for, but the system is blamed as we have to be in our limitations and under the company norms and give decisions.
THE HR DEPARTMENT IS THE BEST DEPARTMENT AND THE PEOPLE WORKING IN THIS DEPARTMENT ARE ALSO THE BEST. BUT THE SYSTEM PROCESS IMPLEMENTED IN THE COMPANIES MAKE THEM THE ENEMIES OF THE EMPLOYEES.
Bye
Sandeep
9848123095
From India, Warangal
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The business process is different compared with the HR process. You said that the company must think of their employees as customers, then those employees will sit on the heads of the management. You may be good, but all are not of the same kind. If they get an opportunity, they even ruin the company.
The process that is going on would be like this: the Business owner or your company is the "customer," and the employees are the "service providers." The company (Client) asks employees (service providers) to work on some process and for this, the HR department (Resource provider, money generator) for both the customer and service providers.
You tell the changes to be made for the same process is going on with the companies; who will do the changes? Even if you own a company, you will follow a similar process as the others. In the beginning, you may want to use your thinking and make changes, but when you are well settled as a company, then you follow the routine norms.
Moreover, you mentioned that others have some attitude towards the HR Department. Yes, they will have, as all the issues arise from here (HR Dept), and all the issues are solved from here. We are not the people who are blamed for, but the system is blamed as we have to be in our limitations and under the company norms and give decisions.
THE HR DEPARTMENT IS THE BEST DEPARTMENT AND THE PEOPLE WORKING IN THIS DEPARTMENT ARE ALSO THE BEST. BUT THE SYSTEM PROCESS IMPLEMENTED IN THE COMPANIES MAKE THEM THE ENEMIES OF THE EMPLOYEES.
Bye
Sandeep
9848123095
From India, Warangal
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DONT SPEAK SO GOOD ABOUT HR, let OTHERS SPEAK THAT HR IS BEST DEPT. THERE IS NO FUN IN HR THEMSELVES BOASTING THEY ARE BEST.
From India, Pune
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From India, Pune
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Dear Friends,
I have gone through the views of Mr. Sandeep, Chidanand, and Anuradha. The HR Department is the backbone of any organization. Any good or bad happenings in the organization regarding people relations are the responsibility of the HR Department. Making the organization a "Great Place to Work" is the responsibility of the HR Department. Of course, the Management should also support the HR initiatives put forth by the HR Department. However, it is the HR person who should make the Management realize the ground realities. I have read about some of the best practices of organizations recently published on www.hrassistance.blogspot.com. You can also log on and understand how much interest organizations show in people development. Really amazing!
Regards
From India, Madras
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I have gone through the views of Mr. Sandeep, Chidanand, and Anuradha. The HR Department is the backbone of any organization. Any good or bad happenings in the organization regarding people relations are the responsibility of the HR Department. Making the organization a "Great Place to Work" is the responsibility of the HR Department. Of course, the Management should also support the HR initiatives put forth by the HR Department. However, it is the HR person who should make the Management realize the ground realities. I have read about some of the best practices of organizations recently published on www.hrassistance.blogspot.com. You can also log on and understand how much interest organizations show in people development. Really amazing!
Regards
From India, Madras
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Based on the user input provided, here is the corrected version:
"99 views and only 4 responses. Ms. Anuradha, Mr. Sandeep, and Mr. Ramesh have already shared their opinions. Friends, please share your views on my thoughts to enhance HR Department activities and how its contributions can be measured in the overall growth of the organization's business.
Regards,
Chidanand"
From India, Bangalore
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"99 views and only 4 responses. Ms. Anuradha, Mr. Sandeep, and Mr. Ramesh have already shared their opinions. Friends, please share your views on my thoughts to enhance HR Department activities and how its contributions can be measured in the overall growth of the organization's business.
Regards,
Chidanand"
From India, Bangalore
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Hi Chidanand,
We can surely look to employees as our customers, but the thing is how many organizations actually emphasize this. It's basically not a one-man show. Undoubtedly, it has to flow from top management because what you are talking about is also a form of change, and people, wherever they are, resist change.
I think this can only be done in the light of training and developing the employees, as Anu said. Imparting training, coaching, and development plans would be a very important way to make employees feel that they are being taken care of.
It is really not difficult for organizations to treat their employees as customers, but for employees, it is really difficult to accept the organization in the same way. Don't you think so? 🤔
From India, New Delhi
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We can surely look to employees as our customers, but the thing is how many organizations actually emphasize this. It's basically not a one-man show. Undoubtedly, it has to flow from top management because what you are talking about is also a form of change, and people, wherever they are, resist change.
I think this can only be done in the light of training and developing the employees, as Anu said. Imparting training, coaching, and development plans would be a very important way to make employees feel that they are being taken care of.
It is really not difficult for organizations to treat their employees as customers, but for employees, it is really difficult to accept the organization in the same way. Don't you think so? 🤔
From India, New Delhi
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hi good day! Dear chidanand we can use our employees as Internal customer and our Customer as External Customer bother are important for us develop good organztions :D Regards Raghav
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Hi Pinkii,
There is no need for the organization or the management to change. It's just the HR Department that needs to change. Only we, the HR people, should consider employees as customers to serve them, to treat them, to entertain them, and to make a profit out of them by way of better output in whatever they do within the framework of the organization's policy.
Just think for a while that all employees of your organization are your customers. The next time you interact with them, decide that they have to get all the privileges that a customer will get in any business and see the difference.
If a customer does not make payments properly or expects to get service beyond the agreed terms and conditions, the service provider will definitely think not to continue his business with that particular customer and will always have the right to take his own decision. This is what may happen to the erring employees who may not handle their responsibilities properly or work up to the expectation of the organization.
An employee is an 'employee' to the organization; he should become a customer only to the HR Department.
As Mr. Raghav has rightly said, the employee should become an 'internal customer' to the HR Department.
Regards,
Chidanand
From India, Bangalore
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There is no need for the organization or the management to change. It's just the HR Department that needs to change. Only we, the HR people, should consider employees as customers to serve them, to treat them, to entertain them, and to make a profit out of them by way of better output in whatever they do within the framework of the organization's policy.
Just think for a while that all employees of your organization are your customers. The next time you interact with them, decide that they have to get all the privileges that a customer will get in any business and see the difference.
If a customer does not make payments properly or expects to get service beyond the agreed terms and conditions, the service provider will definitely think not to continue his business with that particular customer and will always have the right to take his own decision. This is what may happen to the erring employees who may not handle their responsibilities properly or work up to the expectation of the organization.
An employee is an 'employee' to the organization; he should become a customer only to the HR Department.
As Mr. Raghav has rightly said, the employee should become an 'internal customer' to the HR Department.
Regards,
Chidanand
From India, Bangalore
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