Why Should We Open H.R. Department ?. Palease Advice - CiteHR
Anil.arora
Administration Head
Archnahr
Consultant, Writer And Trainer
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
Rizwan Razi
Incharge H.r & Administration
+2 Others

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Dear H.R. Fellows,
I want to take a valuable advice from you on the following matter:
H.R setup does not exit in an organization. The management of that organization wants to open HR department and calls a candidate for interview for the post of Manager H.R.
The director of the company asks the following question to the candidate:
1- why should we open H.R department and what will we get monetary and other benefits after functioning of H.R department in our organization. ?

He was emphasizing on monetary benefits.
Please guide me that what should be a appropriate answer of that question so that he may realize the importance of H.R. department.
Thanks in advance.
Regards,
Rizwan
Lahore.
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Dear Rizwa,
I quote following example for running a business without HR department;
House can be construct in an area enmarked area with men and materials, but think about plan approval, road, water supply, power, sanitory, tax payable, etc.,
Hope answers embeded in above sentence.
regards
Chandru
bangalore
Hi Rizwan,
Chandu has given a very good example..i will elaborate it further...
Through efficient HR department, a company can realize cost reduction through recruitment of right person for right job at right time, increased efficiencies, enhance overall effectiveness and most importantly, build a workforce that is aligned with the corporation's business, production and goals. As a result, HR can contribute to business results by adding another level of value to the organization.
So, once the employees are happy,engaged,satisfied and motivated the profits and productivity levels will also increase...hence HR department is essential for business.
Hello Rizwan,
I can add another analogy.
Why do we have signals on the roads--anywhere in the world? Can't the vehicles move about without signals....or road dividers & other facilities like them?
Such facilities make the whole experience of travel/transit on that road more smoother & tension-free....and SAFER, since that's the topmost priority of any travel.
Similarly, the HR function makes the organization more smoother, tension-free.....and ORGANIZED, which ensures the organization can survive for long when organized. All this results in an intangible saving of money....the key word being :'intangible'.
Hope this helps.
Rgds,
TS


Well I agree with Mr. Chandu’s example and the statements of Archna and Tajasatesh.



In addition to this Mr. Rizwan, I wanna say that you need to understand the Organization need for HRD and the value and purpose of establishment of HR and now im gonna give you the light on that subject….



HRD can give you the tools you need to manage and operate your organizations. Everything -- production, management, marketing, sales, research & development, you-name-it -- everything may be more productive IF your people are sufficiently motivated, trained, informed, managed, utilized and empowered



ASSESSMENT OF NEEDS -- the first step. This sounds simple, but we are often in too much of a hurry. We implement a solution, sometimes the correct intervention but not always. But we plan, very carefully and cautiously, before making most other investments in process changes and in capital and operating expenditures. We need to do the same for HRD -- implement the appropriate planning. This needs assessment and planning will lead to several possible ways to improve performance. (Of course, one of these is to do nothing! -- we may decide to focus on other activities with greater impact and greater value.)



PROGRAM DESIGN, DEVELOPMENT & EVALUATION. We need to consider the benefits of any HRD intervention before we just go and do it: What learning will be accomplished? What changes in behavior and performance are expected? Will we get them? And of prime importance -- what is the expected economic cost/benefit of any projected solutions?



TRAINING & DEVELOPMENT -- acquiring knowledge, developing competencies and skills, and adopting behaviors that improve performance in current jobs, including: adult learning theory and applications, instructional systems design, train-the-trainer programs, and instructional strategies and methods.



ORGANIZATION DEVELOPMENT -- the diagnosis and design of systems to assist an organization with planning change. OD activities include: change management, team building, learning organizations, management development, quality of work life, management by objectives, strategic planning, participative management. organizational restructuring, job redesign, job enrichment, centralization vs. decentralization, changes in the organization's reward structure, process consultation, executive development, action research, third party interventions, and more. We will discuss these in future articles.



CAREER DEVELOPMENT -- activities and processes for mutual career planning and management between employees and organizations. Changes in our organizations (including downsizing, restructuring, and outsourcing) are resulting in more empowerment for employees. The responsibility for our own career development is downloaded to us. (Translation: career ladders are gone; career development is now the responsibility of the individual.) Later in this series we will explore strategies and tactics to survive and prosper in this new workplace environment.



ORGANIZATION RESEARCH & PROGRAM EVALUATION -- an exploration of methods to evaluate, justify, and improve on HRD offerings.



THE HRD PROFESSION(S) AND PROFESSIONAL ORGANIZATIONS -- we plan to list and briefly describe the principal HRD organizations, their missions and goals, and their addresses and contacts.





Purpose – Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, we expect a strong relationship of human resource development (HRD) practices and Organisational values which is really important to attain the objective and mission of an Organisation. The paper aims to empirically examine this relationship and promote cherished organizational values.



Findings – HRD practices which are really important for survival and smooth functioning of any Organisation like potential appraisal and promotion, learning/training, performance guidance and development were positively related to organizational values of collaboration, creativity, quality, delegation, and humane treatment.



And if you have anymore question, feel free to contact one of us...



Best of Luck


If your organisation 'thinks' HR Department is not essential, then they can get rid of their Accounts, Legal, Secretarial and other Departments.
Human beings were earlier treated as a 'cost' to an organisation, but now the visionaries talk that it is called Human Capital ie Human beings are an Investment for an organisation.
I worked for Larsen & Toubro for 33 years and one of our two founders Late Mr H Holck Larsen said that "Machineries may be there, buildings may be there, but without human beings, no organisation can function effectively. In other words, people are the prime movers".
Therefore, to manage the human beings in a proper manner, to take care of their needs, their development, their growth in an organisation, their contribution to the growth of the organisation, HR Department is quite essential. HR Department acts as the link between the organisation and labour and between the organisation and the world outside.
This is my considered opinion.
Hi Rizwan,
This is Sanika HR Inchagre of own business. We are running electronics field related industry having 250 employees.We also didn't have the seperate HR. But as I joined I have started it from last 4 months.There is great response from employee side. They are very happy to know that someone is there to solve & share there problems. This feeling of security is very important. & only HR can do it.
Thanks & regards,
Sanika
Now a days, the role of the Human Resource manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization.
The Human Resource Management Department is known to be the heart of an organization. The HR manager plays a key role in any well established organization. This field is in the developing stage and is still facing challenges for its recognition in contribution to the business. According to me Human resource management (HRM) is the understanding and application of the policy and procedures that directly affect the people working within the project team and working group. These policies include recruitment, retention, reward, personal development, training and career development.
So lots of scope in HR department.
Thanks
Subject - Re: Why should we open H.R. Department ?.maitenace employee query and problem solution Naresh parmar student MHRDM GUJARAT VIDYAPITH, AHMEDABAD
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