Dear All, We all are into HR domain. Being a Hr person, what is the role of HR at the time of recession?? Let us discuss and act accordingly..........
From India, Calcutta
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From India, Calcutta
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Hello Joyee,
Well, since we are all in the HR domain, we should act according to what management wants since we don't want our jobs to go. 😛😆 Ha ha ha, well, jokes apart.
HR people have a very critical role to play. We need to realize that HR is not just a support system, but HR in today's scenario has to be a "Profit Centre." We need to justify how our recruitments, employee settlements, and all other activities are benefiting the organization. If the top management wants us to downsize, then a better option might be to reduce administrative costs. Admin costs are often one of the highest expenditures in organizations. For example, a Reliance plant in Gujarat spends approximately 75 Lakhs every year just on Tea/Coffee expenses. However, in worst-case scenarios, HR may have to make tough decisions and lay off employees.
At this juncture, we should fairly assess low performers. If we decide they need to leave, we should provide them with notice and assist them in finding new opportunities. This approach can help outgoing employees transition smoothly and maintain a positive image of our company.
Regards & Cheers,
Sahdev
From India, Mumbai
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Well, since we are all in the HR domain, we should act according to what management wants since we don't want our jobs to go. 😛😆 Ha ha ha, well, jokes apart.
HR people have a very critical role to play. We need to realize that HR is not just a support system, but HR in today's scenario has to be a "Profit Centre." We need to justify how our recruitments, employee settlements, and all other activities are benefiting the organization. If the top management wants us to downsize, then a better option might be to reduce administrative costs. Admin costs are often one of the highest expenditures in organizations. For example, a Reliance plant in Gujarat spends approximately 75 Lakhs every year just on Tea/Coffee expenses. However, in worst-case scenarios, HR may have to make tough decisions and lay off employees.
At this juncture, we should fairly assess low performers. If we decide they need to leave, we should provide them with notice and assist them in finding new opportunities. This approach can help outgoing employees transition smoothly and maintain a positive image of our company.
Regards & Cheers,
Sahdev
From India, Mumbai
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1. Reducing hiring costs.
2. Making employees more productive.
3. Utilizing internal resources 100% and getting the proper output from all.
4. Instead of firing people, he can plan for something like merging with other employers, outsourcing employees on a contract basis, or something similar.
5. HR is the only person in an organization who can motivate the management to provide a good future for their employees.
From India, Mumbai
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2. Making employees more productive.
3. Utilizing internal resources 100% and getting the proper output from all.
4. Instead of firing people, he can plan for something like merging with other employers, outsourcing employees on a contract basis, or something similar.
5. HR is the only person in an organization who can motivate the management to provide a good future for their employees.
From India, Mumbai
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