Process Industry Consultant / Soft Skill
Consuting - Life Coaching
Sr.manager Hr & Legal
B K BHATIA
Director Of Company
Training & Education
owners should know about sensible assert(Human). if assert get loss the loss will be assert alone but the human assert affecting or loss it will be affect all.
Thanks and regards
21st April 2013 From India, Namakkal
Could you share me How many company have not HR department. I think only small scale industries have not separate HR department but A/C department are looking HR function also.
But big thing is that why HR dept not given so much importance. In business profit is the big thing, so how can HR department being a strategic partner of business is main issue.
At present HR department acts like data bank or clerical department ,or deal with labor contractor or labor department. So how can HR department come over this situation and synergy the business to get more importance.
21st April 2013 From India, Bangalore
HR & labour Law Advsior
21st April 2013 From India, Mumbai
The statement has no universal application and may be a subjective perception or maybe true of small sized companies..Companies engaging in competitive products and services like telecom and FMCG and operating their business in markets both locally and globally that challenge their survival constantly, need not only to safeguard their market shares and if need be, snatch some from the competitorsí. If they remain complacent, someone may move their cheese. It is any bodyís knowledge as to how market shares are switching among big players in telecom business.
Then who provides this cutting edge to the companies over others? It is the people. When there are people, there shall be HR. Here it is why.
1) Though the vision and goals of the companies are spelt out by the Board of Directors or the senior leadership of the company, they can be achieved thorough peopleís collective and collaborative work.
2) HR has to recruit people with right talent, traits and competencies to realize these goals. For this it uses HR tools like job design, skills design and knowledge profile etc to indentify the right talent and facilitate entry of people with right job fit and culture fit.
3) It provokes business ideas by pooling the best minds in the company through introducing various HR Initiatives like quality circles or employee engagement activities etc.
4) HR keeps itself abreast of changes taking place in business, markets and customer behavior so that it can equip the people with right skills by HR initiatives like training and coaching etc so that the company keeps itself fit to take on sudden challenges .
5) It endeavors to retain and mange talent well by :
a) sustaining their motivation on continuing basis through various HR initiatives like rewards, incentives and promotions;
b)empowering them through delegation of authority and responsibility;
c)developing them in leadership traits by making them participate in decision making process through employee engagement and other HR tools.
6) Thus through itís talent acquisition, retention and development strategies, it endeavors to save hiring cots, minimize idling costs by reducing the incidence of absenteeism because of the satisfied employees, improve ROI on training, ensure customer satisfaction by better customer service which means drawing more customers to the company, peaceful industrial relations which means uninterrupted production and delivery of goods and services. Thus HR is trying to shed itís cost centre image and trying to don the profit centre image by directly impacting the operations though aligning itís HR strategies to the corporate goals.
Thus there is increasing awareness and recognition among progressive companies about this ability of HR to add value to ítheir business as a strategic business partner and are going for hunting HR talent.
Given the range of critical functions explained above carried out by HR, it is hard to visualize a company in the thick of break-neck competition can ever venture to do away with HR.
HR & Labour Law Advsior
21st April 2013 From India, Mumbai
I would like to thank that you raised this question that Most of the office does not have HR Department. Yes some offices and organization do not have such types of departments their HR function done by their Accounts department.
It may many reasons
1. Due to small budget
2. Company/organization/ firm have small size.
3. Less number of employees.
4. Less knowledge about the HR Department.
But gradually many organizations understand the importance of HR Department.
23rd April 2013 From India, New Delhi
But this trend is changing. A practical example would be that in my organization (FMCG), the entire HR activity was outsourced but gradually the management realised that a dedicated in-house HR department is required.
23rd April 2013 From India, Ahmedabad
Is HR Too Important to Be Left to HR? - Armin Trost - Harvard Business Review
There is a sanskrit saying, "Yatha Raja, Thatha Praja," which means like King, so the People.
No one can underestimate the role any good HR can bring to an organization, however, it can grow and nuture only if it has the support of the CEO, who reports to the Board of Directors. It's here that one has to examine what the Boards do when they meet. Emphasis is laid mostly on to Production, Sales, Revenue etc., as the Board is responsbile to it's stakeholders, who in turn only have their eyes trained on looking at balance sheets, retun on investment, dividends etc., and when all of things domaniate the way companies are run and perform, people will hardly give credit to HR, as it is a matter of least concern for them.
Exception to this are some companies of eminence like Unilever, which have strong HR practices, which are examples one needs to take, but one wonders if anyone ses it that way.
One must also read the book "Employees First, customers Second" by Vineet Nayar, who is the Vice Chairman and Chief Executive Officer of HCL Technologies, an India-based global information technology services company, and author of the book Employees First, Customers Second: Turning Conventional Management Upside Down (Harvard Business Press, June 2010). You might folow this link to read the book excerpts: Book Excerpt: Employees First, Customers Second - Businessweek <link updated to site home> ( Search On Cite | Search On Google )
All anwers lie in the links provided.
23rd April 2013 From India, Hyderabad
If 'Men' constitute a vital resource, you can't manage a business profitably without making this resource effective. And to make them effective, there is a definite need for a Human Resource department in each organization. In small set ups, HR & Admin can be combined into one department.
The discussion initiated by Mr. M K Verma deserves attention, but unless these views expressed by experts can reach the owners, the status quo may continue by default. The need, therefore, may be to discuss how to drive this awareness..
23rd April 2013 From India, Delhi
Greetings for the Day!!!
How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, Last experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person...often much to the dismay of that one person.
Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function.
Of course, there are variations to this theme. In some companies where recruiting has been a major activity, there may well be a need to have an HR administrator or "Benefits Clerk" and a recruiter. But in most small companies an Office Manager can suffice.
Historically, what necessitates an HR Department are the functions and responsibilities which no one else either wants or is capable of doing. From recruiting to orienting new employees, from writing job descriptions to tracking attendance, and from instituting and monitoring policies to monitoring benefits, there has been a need for an HR generalist to assist senior management in both establishing a structure to holding down costs of administration. In fact, I have felt for some time that the initial title for the HR person should be "Administrative Manager."
23rd April 2013 From India, Patna
All the progressive, top notch & good will co's does understand the value of Human resource management & having full fledged HR team.
There may be some small scale or lala type co's, running their business without HR mgt.such kind of Co's are unprofessional in nature, work without objective & targets also they add small amount to their annual turnover.
Having HR dept in a company is not only the important thing, Important is to to provide them power as HR person.
23rd April 2013 From India, Gurgaon
To know the origin of HR we have to get back on Time.
With the advent of Industrial Revolution the focus temporarily
shifted on Mass Production Machines.
However very soon people who pioneered the human behaviour studies, understood
the importance of PEOPLE in the well being of an organization.
While Machines,Money,Methods etc had their prominence
the FOCUS shifted to MEN.
In the last century several names evolved before HR came to stay.
All progressive companies have HR departments.
Even if they do not have one they would soon start one.
24th April 2013 From India
HR Function can be monitored or done by different department, where are option against HR Department.
For running business, Mgmt want to do Sales, Purchase, Accounting. these are department actively participants.
For HR - there are miss-perceptional, there roles be done effectively for allotted to other department.
We HR Person should make ourselves effectively for getting profitable results towards organisation. Then & Then each company will recruit HR Person.
26th April 2013 From India, Delhi
If one company is able to engage a HR man, I think it is suffice to them. Using a software, the HR man can run the show. But , the management has to provide a work station and other facilities to HR which is a costly affair in their opinion. But they are forgetting about the benefit of keeping HR man. Now a days HR man is doing the TDS work also efficiently which helps the management tax matter. However it is upto the management whether they are in need or not..
29th April 2013 From India, Guwahati