PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Business Mentor, Consultant And Trainer
Hr & Administration
Recruitment/talent Acquisition, Career Counselling
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Dinesh DivekarDear Riya,
You are dissatisfied with your diminution. The reasons could be as below:
a) The first reason is that you are yet to gain confidence of the your seniors. They view your ability with pinch of salt. Do you have experience of two years in the current company or you have worked somewhere else?
b) Did you talk to them for your job enlargement? First deserve then desire goes the famous adage. Do you have credible explanation as to why would you like to wear footwear of larger size? Could you propose to your employer what HR activities need to be introduced and by their introduction what tangible results your company can achieve?
c) Your post is reflection of your orientation towards quality. It is also a reflection of your mindset. Look at the heading of the post. Your post is replete with grammatical mistakes. You have mixed SMS lingo in your post. In the public forum nobody objects for one's egregiousness but then which employers will accept hybrid style of working?
d) Employers value thoroughness and eye for detail. Alike your post, possibly you could be demonstrating levity in your work. This very levity or trivialisation could be working against you. Please remember, quality of work is a real signature of the person. You should acquire repute for the high standards of your work and others should vouch for it. Once that starts happening, you will be laden with truckload of work!
All the best!
From India, Bangalore
manojsingh.knpPrepare chart on all HR Activities and then compare with your Roles and Responsiblity and GAP analysis of your roles and responsiblities.....Manoj.
From India, Shimla
Pan SinghDear Riya,
The roll of HR is very wide. Make them understand that HR is not mean only for salary distribution, Leave Record, Recruitment.
It includes, motivating employees, training, Social Security, Organisation Structure (as per company status and turnover), Communication, Company Ethics, Legal and Statutory Compliances (Bonus, PF-ESI, Gratuity, Maternity) etc.
If the Project Manager and the CEO don't belongs to Accounts/HR fields, there should be many gaps in their working system.
First you deeply draft list of major tasks being executed by HR dept. List how you can best do those tasks. Make an SWOT analysis of the same.
Then compare how they are doing, you will easily find the short comings in their working. Identify them how these shortcomings affect your company.
At the end make them understand how you can do all the taks with a professional approach, so that company will be benefitted in long term.
From India, Delhi
Dinesh DivekarDear Riya and Pan Singh,
Both of you need to refer dictionary before raising post or giving reply. The correct word is "role" and not "roll". To avoid mistakes of this kind, you need to master list of homophones.
For Riya: - English has its own place in career development. You would be disregarding its importance at your career's peril.
From India, Bangalore
tajsateeshHello Pan Singh,
"Then compare how they are doing, you will easily find the short comings in their working. Identify them how these shortcomings affect your company"--this is a sureshot way to alienate both Riya's CEO & PM rather than get them to trust Riya.....at the EoD THEY are the bosses here.
Would YOU appreciate someone way down the hierarchy finding fault with your methods & decisions SO directly [the 'key' here being the word "SO"]?
To expand on what Dinesh mentioned/suggested.........
First & foremost step to 'earn' your higher-ups trust is to OBSERVE the actions & their consequences WITHOUT any remarks. That way, you learn to be patient & have a bird's eyeview.......not many have this @ your exp level. Quite often those in the thick of the situation MISS-OUT aspects that are glaringly visible to those observing from the sidelines.
Second, subtly suggest changes WHEN ALONE with your PM or CEO......AND be prepared to allow them to take the credit for any positive changes that they accept & implement. The time for YOU to take credit will come later. If not in this Company, then the next........if & when you feel that you are being taken advantage of as time goes by, you can make your move & then you would be going with a lot of experience that you gathered in your HEAD & even WITHOUT being a participator.
Take it from me......this really works. At least it worked for me.....I am NOT a HR guy & here am I giving suggestions in a field that I didn't even work in.
Thirdly, TRY to offer any help you can to them.....for little tasks.....where THEY can save time & allow you to do the donkey's work. No harm in that as long as YOUR knowledge base is improving.
And LASTLY, w.r.t. your line "just recruitment is on my hand". I am not really sure of your opinion about recruitment......but your use of the word 'just' belies that it isn't very high.
Suggest CORRECT this view about recruitment. Recruitment is one field within HR where the chances of 'human interaction' are the highest. And that's where you learn about body language, 'reading' a person thru NON-VERBAL means, evaluating the roles vis-a-vis what the candidates say & don't say and a whole lot of other intangible skills that NONE get a chance to learn in Core HR.
All these skills are essential for any HR person....but often given a shortshrift & realized only when needed later in career [by when ego takes over whereby the person feels belittled to 'ask']. It's these skills that one needs during Appraisals & various other Core HR activities.
And @ the EoD, HR is all about 'Human Resources' and 'Human Relationships'.......right?
Core HR activities/processes are the ways to achieve the right mix.
All the Best.
From India, Hyderabad