STOP POKING INTO THE DAILY JOB SCHEDULE OF EMPLOYEES, AND TELL THEM HOW TO DO THEIR JOB, BETTER THAN YOU THEY KNOW HOW TO DO THEIR JOB....
HR departments can be needlessly bureaucratic, obstructionist, stuck in the "comfort zone" of filling out forms and explaining company benefits, and too closely aligned with the interests of management yet lacking the business knowledge to be effective strategic partners. Dealing with these types of HR departments "is like going to the dentist," says David Sirota
HR is a staff department, not a line department. The true HR professional is supposed to be a consultant to the organization’s managers. That means the managers are the customers of HR. For example, if a manager has a problem with turnover in his or her department, then that manager needs to contact HR for a consultation. A representative from HR would then work with the manager of that department to come up with a solution. It is the manager of that department that is to implement the solution, not the HR professional.
Furthermore, the HR professional should never act as the employee’s manager and tell the employee’s what to do. That is giving HR the lack of respect and professionalism that many HR professionals are seeking.
Unnecessarily dont think you r employee engagement activities are always liked by employees, MOST EMPLOYEES VIEW THE ACTIVITIES OF HR as TIME WWASTE,, coz, they already are burdened with lots of work and the HR pokes in between with some crap thing..., then who is going to compensate for the useless time wasted in the HR's employee engagement and other crap activites.
From India, Pune
54HR departments can be needlessly bureaucratic, obstructionist, stuck in the "comfort zone" of filling out forms and explaining company benefits, and too closely aligned with the interests of management yet lacking the business knowledge to be effective strategic partners. Dealing with these types of HR departments "is like going to the dentist," says David Sirota
HR is a staff department, not a line department. The true HR professional is supposed to be a consultant to the organization’s managers. That means the managers are the customers of HR. For example, if a manager has a problem with turnover in his or her department, then that manager needs to contact HR for a consultation. A representative from HR would then work with the manager of that department to come up with a solution. It is the manager of that department that is to implement the solution, not the HR professional.
Furthermore, the HR professional should never act as the employee’s manager and tell the employee’s what to do. That is giving HR the lack of respect and professionalism that many HR professionals are seeking.
Unnecessarily dont think you r employee engagement activities are always liked by employees, MOST EMPLOYEES VIEW THE ACTIVITIES OF HR as TIME WWASTE,, coz, they already are burdened with lots of work and the HR pokes in between with some crap thing..., then who is going to compensate for the useless time wasted in the HR's employee engagement and other crap activites.
From India, Pune
Hi Ravi,
Hope the Best,,,
I really admire you outspoken,,
it will be hard to accept the real fact in the first attempt....
But once you go through the underlined message, you will get the real fact......
I take your suggestions in a positive way,.
The same will help in understanding my employees better,,
Thank You Ravi Sir,,
Expecting More from You
From India, Coimbatore
Hope the Best,,,
I really admire you outspoken,,
it will be hard to accept the real fact in the first attempt....
But once you go through the underlined message, you will get the real fact......
I take your suggestions in a positive way,.
The same will help in understanding my employees better,,
Thank You Ravi Sir,,
Expecting More from You
From India, Coimbatore
Hi Ravi,
The post is really thoughful. It is the time we introspect that what we are doing in Organisations?
As an HR professional there are lot of things to be done than just employee engagement, looking after welfare etc.
The example of being a Consultant is absolutely true.
As a function itself HR needs to improve alot, but before that we The HR PROFESSIONALS HAVE TO IMPROVE.
Regards,
Archna
From India, Delhi
The post is really thoughful. It is the time we introspect that what we are doing in Organisations?
As an HR professional there are lot of things to be done than just employee engagement, looking after welfare etc.
The example of being a Consultant is absolutely true.
As a function itself HR needs to improve alot, but before that we The HR PROFESSIONALS HAVE TO IMPROVE.
Regards,
Archna
From India, Delhi
as hr is related to people and their management , it is required exceptional
personal behavior , mental maturity to assist , guide and manage people at work place , a high value of dignity , presence of mind , ethics at work place
should be maintained by hr people ...
you must spread the flavor of freedom and
at the same time manage people in their ethics with positive approach at work place......don't forget learn lessons from your experiences.....enhance
your skills to perform more productively at work place...............
From India, Hyderabad
personal behavior , mental maturity to assist , guide and manage people at work place , a high value of dignity , presence of mind , ethics at work place
should be maintained by hr people ...
you must spread the flavor of freedom and
at the same time manage people in their ethics with positive approach at work place......don't forget learn lessons from your experiences.....enhance
your skills to perform more productively at work place...............
From India, Hyderabad
Dear Ravi,
Many sufferers from the working class will agree with your words. I too believe that HR, supposed to be the most respective department of any organization is loosing its ground.
Many times I observed that HR people are actively participating to show their presence in the organization. Why they forget, they are supposed to be on the top. People shall come to them for consultation.
I think time has come for revolution when HR need to learn for more.
Pankkaj Khandelwal
Koncept Learning Center
Pune (India)
e-mail:
web: http://klcenter.googlepages.com
From India, Pune
Many sufferers from the working class will agree with your words. I too believe that HR, supposed to be the most respective department of any organization is loosing its ground.
Many times I observed that HR people are actively participating to show their presence in the organization. Why they forget, they are supposed to be on the top. People shall come to them for consultation.
I think time has come for revolution when HR need to learn for more.
Pankkaj Khandelwal
Koncept Learning Center
Pune (India)
e-mail:
web: http://klcenter.googlepages.com
From India, Pune
Hi Ravi,
This is an interesting discussion. We come from a paradigm of IR. We 'controlled' the people as we wanted only their pair of hands. In today's knowledge economy we not only need the hands and brain and also the soul. (You may read the 8th habit by Covey). We hire people for the knowledge,skill and attitude but to retain them you need to constantly engage them.
Having said this, it is precisely the reason why the staff hate HR. While we attempt to 'touch' them, they go away fearing we are here to police them or spy on them.
Firstly, this suspicion need to be broken and trust to be established. For this we also need to be 'trust worthy'. Let us demonstrate this and things will fall in place.
You have also mentioned that HR is a consultant. To be one you need to known the customer domain well. If you understand what he does and offer HR solution for a business issue, then the respect for HR will improve.
Cheers
Bala
This is an interesting discussion. We come from a paradigm of IR. We 'controlled' the people as we wanted only their pair of hands. In today's knowledge economy we not only need the hands and brain and also the soul. (You may read the 8th habit by Covey). We hire people for the knowledge,skill and attitude but to retain them you need to constantly engage them.
Having said this, it is precisely the reason why the staff hate HR. While we attempt to 'touch' them, they go away fearing we are here to police them or spy on them.
Firstly, this suspicion need to be broken and trust to be established. For this we also need to be 'trust worthy'. Let us demonstrate this and things will fall in place.
You have also mentioned that HR is a consultant. To be one you need to known the customer domain well. If you understand what he does and offer HR solution for a business issue, then the respect for HR will improve.
Cheers
Bala
Dear Members,
Thank you for your overwhleming response.
There are some practices of HR which are in real of no use to employees, though for the HR from theoritical point of view and on paper, the HR shows they did their job.
But in real, the practical output is zero.
These points and practices would be elaborated very soon by me, as soon I get some free time.
Thanks
RAVI
From India, Pune
Thank you for your overwhleming response.
There are some practices of HR which are in real of no use to employees, though for the HR from theoritical point of view and on paper, the HR shows they did their job.
But in real, the practical output is zero.
These points and practices would be elaborated very soon by me, as soon I get some free time.
Thanks
RAVI
From India, Pune
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