Hi Tan !
My points as to why you should consider HR as a career -
HR as a career is definitely one of the better options that you could go
for in an organisation. This is because -
a) The HR process today is definitely very much an integral part of the strategic process of the organisation. You need to and can contribute a lot in terms of plans and ideas for the organisation's future growth AND follow it up by delivering the required results.
b) That way, the pressure is on HR in terms of deliverables pertaining to manpower in specific and also with regard to introduction / updating of existing systems and policies in line with the organisation's vision, keeping in mind continuously the mantra of ATTRACT-RETAIN-DEVELOP of manpower.
c) The flip side is that as a service department, HR definitely is under flak from various internal customers and external sources - that way it is no easy task of convincing top Management, and at the same time carrying along the aspirations of the employees as well within a reasonable framework.
d) Scope for experimenting and introducing new systems and policies is limitless in the scope of HR - this gives you a wide range of learning and over the years you would be able to visualise the comparative issues facing HR in the similar industry category and act on you action plans accordingly.
e) Do not expect any excessive or overt appreciation from the top Management for your work in the organisation - the HR function in an organisation is in such a position that -
--> the top Management always looks at HR to drive the organisation
towards world class standards through internal systems and policies,
--> the Managers/supervisors look at HR as a facilitator and problem solver when it comes to the issues regarding workers.
--> the workers look at HR as a sounding board for their aspirations and it is left to the HR person to handle / communicate / convince and get the expected results in view of the overall organisation interest.
The point (e) mentioned above is true to a great extent in case of HR in a factory environment.
f) HR also gives you the pride of being an integral part of the organisation building and development process - which is a good feeling by itself, when you look back on your career after some years.
I could go on ..... but guess this answers some of your queries.
Regards
P.Arun Kumar
From India, Bangalore
8My points as to why you should consider HR as a career -
HR as a career is definitely one of the better options that you could go
for in an organisation. This is because -
a) The HR process today is definitely very much an integral part of the strategic process of the organisation. You need to and can contribute a lot in terms of plans and ideas for the organisation's future growth AND follow it up by delivering the required results.
b) That way, the pressure is on HR in terms of deliverables pertaining to manpower in specific and also with regard to introduction / updating of existing systems and policies in line with the organisation's vision, keeping in mind continuously the mantra of ATTRACT-RETAIN-DEVELOP of manpower.
c) The flip side is that as a service department, HR definitely is under flak from various internal customers and external sources - that way it is no easy task of convincing top Management, and at the same time carrying along the aspirations of the employees as well within a reasonable framework.
d) Scope for experimenting and introducing new systems and policies is limitless in the scope of HR - this gives you a wide range of learning and over the years you would be able to visualise the comparative issues facing HR in the similar industry category and act on you action plans accordingly.
e) Do not expect any excessive or overt appreciation from the top Management for your work in the organisation - the HR function in an organisation is in such a position that -
--> the top Management always looks at HR to drive the organisation
towards world class standards through internal systems and policies,
--> the Managers/supervisors look at HR as a facilitator and problem solver when it comes to the issues regarding workers.
--> the workers look at HR as a sounding board for their aspirations and it is left to the HR person to handle / communicate / convince and get the expected results in view of the overall organisation interest.
The point (e) mentioned above is true to a great extent in case of HR in a factory environment.
f) HR also gives you the pride of being an integral part of the organisation building and development process - which is a good feeling by itself, when you look back on your career after some years.
I could go on ..... but guess this answers some of your queries.
Regards
P.Arun Kumar
From India, Bangalore
This is a question asked by lot of people and not only for HR, in fact for and other profession. Why people become Butcher or jeweller or marketeer.
the answer lies in two phases. One is that by default and inheritance brought person to their profession. Than the second phase came with advent of B schools.
However the best answer still lies in the fact that people chose this profession because of their flare for people management, their concern for finding solution of people problems and more so is having avid follower of change leaderships.
yet the right answer lies at the eye of beholder only.
Dhole
From India, Delhi
the answer lies in two phases. One is that by default and inheritance brought person to their profession. Than the second phase came with advent of B schools.
However the best answer still lies in the fact that people chose this profession because of their flare for people management, their concern for finding solution of people problems and more so is having avid follower of change leaderships.
yet the right answer lies at the eye of beholder only.
Dhole
From India, Delhi
Samvedan,
I totally agree with what you have to say.
I have been talking to a lot of people from HR and other functions and to tell you, people think of HR as just a support role and to my surprise even people who are pursuing their careers in HR aslo think alike. But your point comes across as very clear and straight and convincing.
I think it also depends in which organization you work in. In some organization, HR actually is a support function where all you need to do is process salaries, conduct annual training because you have to exhaust the budget and then the appriasal part.
Are organizations waking up to the role of HR or is it just in the books that we read that HR taking on a strategic role?
From India, Mumbai
I totally agree with what you have to say.
I have been talking to a lot of people from HR and other functions and to tell you, people think of HR as just a support role and to my surprise even people who are pursuing their careers in HR aslo think alike. But your point comes across as very clear and straight and convincing.
I think it also depends in which organization you work in. In some organization, HR actually is a support function where all you need to do is process salaries, conduct annual training because you have to exhaust the budget and then the appriasal part.
Are organizations waking up to the role of HR or is it just in the books that we read that HR taking on a strategic role?
From India, Mumbai
Hi Arun,
Thanks for your inputs.
I have certain doubts.
Dont you think that HR has to follow whatever the other departments think is required to run the organization?
There is a request raised by so n so department to hire n number of people. HR does the initial screening and the short listed candidates then sit with the line manager.. give the interview and are then selected and then the HR again comes to negotiate the slary and other onboarding process that is followed once the candidate is selected.
In another case, like say a merger or acquisition. Its the top management that decides on the M or A and once this is done, HR comes into the picture to understand the org structure and follow the process. IT has to follow what the top management says in terms of who are the key employees, what will be the organizations new name, whether new people are required and the like. What has to be communicated to the existing employees is also told my the top management and HR is just the medium through which the information is passed.
Now if you take the case of appraisal.. its the line manager who appraises his/her subordinate .. has numerous meeting with them.. keeps a record of their performance.. and what HR does is .. at the end of the year.. just takes the feedback from the Line Managers.. gets the forms filled.. does some calculations and takes out a list of people who are promoted wherein, it is already instructed by the finance dept and the top management that we have so n so budget and only these many number of people can be promoted.
Well, these were just some doubts. Actually I dont know whether this is the way HR works in every organization. But this happens in my organization.
Please let me know if I am wrong somewhere and kindly clear my doubts.
Regards
Tan
From India, Mumbai
Thanks for your inputs.
I have certain doubts.
Dont you think that HR has to follow whatever the other departments think is required to run the organization?
There is a request raised by so n so department to hire n number of people. HR does the initial screening and the short listed candidates then sit with the line manager.. give the interview and are then selected and then the HR again comes to negotiate the slary and other onboarding process that is followed once the candidate is selected.
In another case, like say a merger or acquisition. Its the top management that decides on the M or A and once this is done, HR comes into the picture to understand the org structure and follow the process. IT has to follow what the top management says in terms of who are the key employees, what will be the organizations new name, whether new people are required and the like. What has to be communicated to the existing employees is also told my the top management and HR is just the medium through which the information is passed.
Now if you take the case of appraisal.. its the line manager who appraises his/her subordinate .. has numerous meeting with them.. keeps a record of their performance.. and what HR does is .. at the end of the year.. just takes the feedback from the Line Managers.. gets the forms filled.. does some calculations and takes out a list of people who are promoted wherein, it is already instructed by the finance dept and the top management that we have so n so budget and only these many number of people can be promoted.
Well, these were just some doubts. Actually I dont know whether this is the way HR works in every organization. But this happens in my organization.
Please let me know if I am wrong somewhere and kindly clear my doubts.
Regards
Tan
From India, Mumbai
Hi Tan,
a) HR is one of the service department in an organisation - it is a fact that in the past, HR has been playing an administrative role and like you said -
"HR has to follow whatever the other departments think is required to run the organization" - BUT - things are definitely changing, and today, HR in many organisations are asserting themselves into playing the leadership role, participating in the strategic issues pertaining to expansions, business negotiations, etc.
b) With regard to recruitment, HR has to take up the role of not just providing the manpower asked for - but involve itself in the study of the manpower situation vis-a-vis costs and more importantly the existing manpower deployment. HR should invove in finding out by means of say Indl.Engg. and other studies as to the manning levels required for the organisation at the current / proposed levels of activities and accordingly take actions for new manpower.
c) Even in the case of organisational changes like mergers, acquisitions, structure changes like SBU concept, etc, the role of HR is definitely moving the area of not just "following the top Management orders" but as a role of a strategic partner. Linkage of HR's vision / statements to the organisations goals / vision / mission is a way of showing the top management that you are very much a part of the strategic think tank and you could contribute equally well in the long range plans of the organisation.
d) IN the case of appraisals, HR plays the administrative role to a large extent as you explained earlier. But here also, the responsibility of line managers should include involving in joint counselling sessions with the employee, and more importantly line managers should take up ownership of putting across to their employees - the background of the decisions taken regarding the rewards declared at the end of the appraisal process and not just leave it to HR.
These steps may vary from organisation to organisation, depending upon a host of factors like organsational climate, culture, top management viewpoint etc.
Regards
P.Arun Kumar
From India, Bangalore
a) HR is one of the service department in an organisation - it is a fact that in the past, HR has been playing an administrative role and like you said -
"HR has to follow whatever the other departments think is required to run the organization" - BUT - things are definitely changing, and today, HR in many organisations are asserting themselves into playing the leadership role, participating in the strategic issues pertaining to expansions, business negotiations, etc.
b) With regard to recruitment, HR has to take up the role of not just providing the manpower asked for - but involve itself in the study of the manpower situation vis-a-vis costs and more importantly the existing manpower deployment. HR should invove in finding out by means of say Indl.Engg. and other studies as to the manning levels required for the organisation at the current / proposed levels of activities and accordingly take actions for new manpower.
c) Even in the case of organisational changes like mergers, acquisitions, structure changes like SBU concept, etc, the role of HR is definitely moving the area of not just "following the top Management orders" but as a role of a strategic partner. Linkage of HR's vision / statements to the organisations goals / vision / mission is a way of showing the top management that you are very much a part of the strategic think tank and you could contribute equally well in the long range plans of the organisation.
d) IN the case of appraisals, HR plays the administrative role to a large extent as you explained earlier. But here also, the responsibility of line managers should include involving in joint counselling sessions with the employee, and more importantly line managers should take up ownership of putting across to their employees - the background of the decisions taken regarding the rewards declared at the end of the appraisal process and not just leave it to HR.
These steps may vary from organisation to organisation, depending upon a host of factors like organsational climate, culture, top management viewpoint etc.
Regards
P.Arun Kumar
From India, Bangalore
Hi,
I am happy to see your reply. Every function has routine chores that need to be done anyway e.g. the Time Office, Leave Administration, Wage rolls, etc. All these are a part of the HR function-and an important part, but if one gets trapped in the routines then future of that individual and of the HR function will ne uninspiring.
HR as a philosophical orientation of any organization requires the incumbents of the function to become effective facilitators-catalysts, to add value by creating an atmosphere conducive to excellant performance, sanctify values and generally to protect the organization from the vagaries of moods and indecisiveness of the decision makers.
But to be able to do all or any of these, HR must be in the main stream on the organization. However this is a position one has to EARN and not expect to be GIVEN by the organization. How many of us really concern ourselves with continual learning and upgrading? and with insistence on fairness, transparency and intellectual honesty? It takes a lot of courage to preach good things and even more courage to practice same and especially against odds! Not many us are willing, in my relatively long years, to work in a dedicated manner. Most want the trappings and the glamour and power (?) that is "perceived" with this function and want to forget the slogging, the swimming against the current, pains of conceptualization and the struggle to convince the organization of the new experiments!
No, HR is NOT a child's play. It is a very serious business that demands total dedication and a "never say die" attitude. It demands skills and attitudes more than some other functions.
One really cannot be a good HR person by pretence or by self indulgence!
I do hope this correspondence will invite many to introspect for the good of the function!!
Best of luck and thanks for starting a really worthwhile topic.
samvedan
January 17, 2006
From India, Pune
I am happy to see your reply. Every function has routine chores that need to be done anyway e.g. the Time Office, Leave Administration, Wage rolls, etc. All these are a part of the HR function-and an important part, but if one gets trapped in the routines then future of that individual and of the HR function will ne uninspiring.
HR as a philosophical orientation of any organization requires the incumbents of the function to become effective facilitators-catalysts, to add value by creating an atmosphere conducive to excellant performance, sanctify values and generally to protect the organization from the vagaries of moods and indecisiveness of the decision makers.
But to be able to do all or any of these, HR must be in the main stream on the organization. However this is a position one has to EARN and not expect to be GIVEN by the organization. How many of us really concern ourselves with continual learning and upgrading? and with insistence on fairness, transparency and intellectual honesty? It takes a lot of courage to preach good things and even more courage to practice same and especially against odds! Not many us are willing, in my relatively long years, to work in a dedicated manner. Most want the trappings and the glamour and power (?) that is "perceived" with this function and want to forget the slogging, the swimming against the current, pains of conceptualization and the struggle to convince the organization of the new experiments!
No, HR is NOT a child's play. It is a very serious business that demands total dedication and a "never say die" attitude. It demands skills and attitudes more than some other functions.
One really cannot be a good HR person by pretence or by self indulgence!
I do hope this correspondence will invite many to introspect for the good of the function!!
Best of luck and thanks for starting a really worthwhile topic.
samvedan
January 17, 2006
From India, Pune
Hey Samvedan,
It was simply excellent. When I read it today, I became more passionate for HR and also felt motivated to perform better and better and be a well-recognized HR professional. Keep posting such things.
bye...
MINAL.
From India, Hyderabad
It was simply excellent. When I read it today, I became more passionate for HR and also felt motivated to perform better and better and be a well-recognized HR professional. Keep posting such things.
bye...
MINAL.
From India, Hyderabad
Hello Minal,
HR indeed needs authentic and genuine people. If you decide to walk this path, you have my assurance that if when you need help, you may take a contact with me.
I congratulate on your choice.
Your response brought cheer.
Regards
samvedan
July 10, 2006
From India, Pune
HR indeed needs authentic and genuine people. If you decide to walk this path, you have my assurance that if when you need help, you may take a contact with me.
I congratulate on your choice.
Your response brought cheer.
Regards
samvedan
July 10, 2006
From India, Pune
Hello,
I am not sure how far my reply will convince you but I just wish to share my ideas on it.
First of all choosing our carrier depends on the current scenario of the available opportunities. So if we reply this question considering the current scenario of globalization and the rapid development around us definitely choosing our carrier in HR will be a WISE and FRUITFUL decision.
However things would have been different had we been asked the same question couple of years back.
There is AMPLE scope of growth and opportunities in the field of HR as of today.
Philip
From India, Ahmadabad
I am not sure how far my reply will convince you but I just wish to share my ideas on it.
First of all choosing our carrier depends on the current scenario of the available opportunities. So if we reply this question considering the current scenario of globalization and the rapid development around us definitely choosing our carrier in HR will be a WISE and FRUITFUL decision.
However things would have been different had we been asked the same question couple of years back.
There is AMPLE scope of growth and opportunities in the field of HR as of today.
Philip
From India, Ahmadabad
Dear all,
This topic generated a wonderful dialogue on HR as a career!! was truly enlightened by the depth of the discussions..
Would like to:
Thank Tan for initiating this wonderful topic..
Bobdeep : for providing the shortcircuit :D or rather a spark to this lively discussion..
Mona : for being empathic towards Tan to counter Bobdeep's comment..
Arun Kumar : For strategic inputs on a shift of role of HR from Administrative to Strategic..
Last and not the least the Samvedan!!
For being the moderator of this discussion and leading the same by sharing his valuable thoughts..indeed we all are previliged to have his presence on this forum..
We thank you all for the intellectual discussions !! and am sure all the members here would learn a thing or two from this...
Warm regards,
Rajat Joshi
From India, Pune
This topic generated a wonderful dialogue on HR as a career!! was truly enlightened by the depth of the discussions..
Would like to:
Thank Tan for initiating this wonderful topic..
Bobdeep : for providing the shortcircuit :D or rather a spark to this lively discussion..
Mona : for being empathic towards Tan to counter Bobdeep's comment..
Arun Kumar : For strategic inputs on a shift of role of HR from Administrative to Strategic..
Last and not the least the Samvedan!!
For being the moderator of this discussion and leading the same by sharing his valuable thoughts..indeed we all are previliged to have his presence on this forum..
We thank you all for the intellectual discussions !! and am sure all the members here would learn a thing or two from this...
Warm regards,
Rajat Joshi
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt