Kapil Kumar
Research Analyst
+1 Other

Dear All, Why management always show some soft corner other then HR people? Are they thinking that HR is not a profit generator ? The above two questions may arise in all HR people once in their career. Hope most of the HR's are facing the same problem in their organisations.
See if there is any issue which is relating to production,R&D dept the management always behind them and shows mercy on them.In this regard HR has to compromise in their activities. Why it happens like this? Can't we change it? If u can just tell me how to handle such kind of situations?

From India, Hyderabad
Yes Uday u r right!!
mngt always think HR doesnt add any value to the business, it only a cost centre rather that a profit centre.. in this context i rembr one word of my prof in my college that ' HR is the toilet of a house'- u dont love it but u cant live without it...
mngt alway push HR to solve the issue whenever any indstl crisis happened.. but when it overcome hr dosnt get it pride, hr reward people but nobody rewards hr.
the problm is that all hr activities has no moneitory value directly but if u convrt its value in money u can find it has impt contribution in business. So it the time to all of us to make the mngt understand the real value of hr -It a profit centre not a cost centre.

From India, Calcutta
Dear Anupam
Thanks for sharing your views but we can't convert all of our HR activities into money.
Anyway once again thanks for u r replay.
Please seniors please have a look in this regard

From India, Hyderabad
I don't agree with your view points. It is the perception of some of the managements, with your vision, mission and focus you can prove it.
  • With all your efforts, actions you can improve the productivity.
  • by improving the skills and implementing multi skilling activities you can reduce the deployment.
  • By identifying and deploying skilled people you can reduce the equipment down time by which you can get high production.
  • Out sourcing non-value added activities you can reduce the regular / continous employment.
  • By increasing the employees satisfaction you can arrest employee associations / in turn arrest strikes, increase the employee availability.
  • By structuring good HR policies / employee motivational processes you can reduce absenteeism / reduce OT.
  • By motivating employees can retain skilled people so that can reduce recruitment cost / address skill gap part
  • By identifying potential people (freshers ), imparting training you can minimize the employee cost ( experienced skill people for the same position may cost high)
Like the above if you capture, you will get more and more points ( canteen, transport, stationery, perks etc ), convert in to money and present it to the management in a structured way then the management bound to accept.
I once again feel it is the perception and how you present makes the difference. I opine that HR is the most critical, important and profitable wing among all the teams.
The important point is how you present and market it.My dear friend you should not forget that it is much easier to deal with the machines, equipments, products rather than people as people have the precious art of thinking
Thanks and regards - kameswarao

From India, Hyderabad
Thank u Mr.Kameswarao for u replay
But as u said that It is the perception of some of the managements
Yes 100% it is the perception of the mangt.
But why most of the mngt is having same kind of perceptions?
See as a HR i know HR is also a part of the business, his involvement should be there but mngt is giving more importence to them only.
Simply they are ignoring HR as Anupama said whenever there is crisis they recognising HR to solve it later they simply ignoring.
I think there must be some change comes in the minds of the mngt.
Ok let us listen from the seneiors end then we can conclude it.

From India, Hyderabad
hi all
converting the HR work into monetory value is possible we could highlight important things.
HR pilocies which inturn could reduce the working capital of a company
one could easly demonstrate how a small change in one of the HR policies could give good liquidity to the company for example
let us assume that Company A and it's mobile policy
allowances at different level
Top management level - 10000 * 20 employees = 200,000 pm
senior Management - 8000 * 35 employees = 280,000 pm
middle management - 5000 * 100 employees = 500,000 pm
junior Managemnt -2500 * 250 employees = 625,000 pm
The total out flow is 16 lakhs pm approximately 2 crore just for telephone reimbursements
Now if HR changes the policy that telephone allowances are to be reduce to 15% across level ...the differnce amount will be used by the company for something which is more productive
Thus it is how we present it to our management and how they take it
what do you say ??

From India, Hyderabad
Dear Uday,
The most important traits for HR is influencing skills. I don't think all the managements will think like that, instead pointing them, why don't we make it happen.
If you do all the above points I mentioned, convert in to money, prepare a power point presentation and present it in monthly review meeting and challenge and see the result.
My dear friend it is you to decide and dictate, for example you can not sell a "Rose" to a customer who is blind / alergetic to that, but any management in the universe to accept / appreciate / reward those people who have the talent to sell the "Rose" to the above people at higher cost . If you are in the second lot then the management bound to be at your doorsteps. Even after exibiting all the skills that specific management is unable to appreciate you, then that is not the place for you to work.
Thanks and regards - kameswarao

From India, Hyderabad
HR is the toilet of a house'- u dont love it but u cant live without it... +10000 marks :-D:-D
From India, Pune
This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™