The Main Problem -
1. Management dosnt allow HR to operate without Bias.
2. In India HR is not respected. Join a company abroad and see the difference
3. Companies that have a dedicated HR department are not inclined to develop it (Training needs of HR)
4. In India all this 'Chalta Hai Attitude' when it comes to HR hurts it the most.

From India, Mumbai
I also agree with Pritha. Decision depends on upper management. HR does not have any choice rather to accept it and implement it. HR decisions should also be taken into consideration.
From India, Calcutta
i agree with all of you depending on the situation, HR do fails sometimes, like when HR - i mean the person gets tangled emotionally and in administering policy, not taking responsibility for action, fearing what top Management or Board wuld say if opinion and views are voiced. i feel that as an HR person, i do fail sometimes when i mixed issues - HR b itself can never fails but us as human being so fails when we are not responsible amd lack maturity associated with HR policies, processes and procedures.
From Mauritius, Port Louis
If lack of support from the company management then HR would fail so it will be unfair to put the blame of any such crisis that a company would face in running their business.
NOTE: HR was created to manage and address issues and concerns for the following:
Nonetheless, HR is a department that is considered as a change agent, admin expert, strategic partner, and consultant which is just a component of the company management.
Hope this quote can be of help.
Vakrangee E-Solutions, Inc.
Vakrangee House Philippines

From Philippines
As far as HR activities are concerned... i think HR mite fail in retention of employees.. i feel datz a big challenge!!! regards, Priyanka.RK
From India, Mumbai
I think that HR fails if they are more 'personnel management' focus instead of being 'people focus'. HR team should not be stuck in the paper work only but try to set up plan to satisfy employees. Moreover, a barrier to HR success is the lack of commitment from the management. Management play an important role in the success of HR plan; If Mgt don't believe in HR then HR fails from the start...

From Mauritius, Quatre Bornes
Pratibha Nimbalkar generalist profile
Dear All,
I would say- it all comes in the profile.
You are hired with an expectation to do the Hr administrative work-- if yes , you cannot say the HR fails there.

Now, the challenge lies in how much value addition you to do it.

All apart-- Many Hr guys would strongly belive that HR infact acts as catalyst, motivator, binder, all thats required to keep people happy, someone who is responsible to check if all is well with the hired staff, if co. is on track as per as the employee laws are conerned, if your people are facing any problems , have any concerns -- here no one restricts you to know the business/processess/ a little of operations to better understand the employees at operational levels...its we who restrict our profile & do not try to upgrade it....

Why not comparmentalise it into 2 -- 1. thats basic 2. Thats not done -- value addition..Just go ahead and work on part 1 is regular and in system..take some time out and believe that you can do a lot more than expected out of you...all and everything is possible & approved can be implemented rest left ....

with all regards

From India, Pune
HR FAILS when an hr professional working for the organisation is not able make the line mangers realise their need and importance. We HR guys deal with the most unpredictable resource...and therefore it is our expertise that will deciede on the role we play in an organisation.

From Oman, Muscat
HR Management

Hr will never fails if he/she can be able to handle the situations in a amicable & diplamatic way. And also it is very imporatant that we should be able to repreesnt to the management in acceptable and convinced manner to achive our goal.

From India, Madras
I guess the most important asset of any functional organization are the Employee. The area of operation when focused towards the non-fruitful activities or procedures leads to de-satisfaction.
Norms or procedures framed for organization functioning, without the Employee interest could generate the mindset that HR implementation is fading.

From India, Mumbai

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