Avinash,
It is less on your ability to set a department and more on whether we need one or not. Your number of 50 needs a little more clarification. How did you derive this number? It would make sense to understand the economic logic behind it.
Interestingly I have seen IT companies that had just 2 HR guys for a workforce of over 2000! While design principles may vary, it is often important to know when to have a full-time HR department and when not to.

From United States, Daphne
Hai Mr. Nikhil,

Below are my view points for our questions.

1. When should a company necessarily have a HR department?

Ans) When a company is setting up all its polices, and structuring its departments with new recruitments and injecting all its processes to build the organization then a HR department is needed.

2. In other words, when can a company do without a HR department?

Ans) Yes it can be possible for a company can do without a HR department when all its works like (payroll, recruitments, training and development activities, recreational activities ect..) are out sourced and when these out sourced team members are working for that particular organization without any hassles, then a company can do without a HR department.

3. Want to know how HR professionals view their roles in companies?

Ans) in recession time HRs should use only one logic that is

1+1=3, that means, the HR should have over all practical knowledge on all the core areas in HR system like(payroll, recruitment, employee engage activities, statutory issues, handling grievances etc.. ).

This rule can help an HR to show his/her importance in the organization so that, that particular HR will not be removed.

It is very important to represent the HR strategies so that the company will know the importance of a HR.

-Ashwitha Naidu

From India, Hyderabad

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