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Hr strategy
Hi.. pls hepl me out in making hr strategy for my company to hol an employee... what points i hv to covered in making that strategy.. regards vandana
What is 'strategy making' and good books on this topic
When things get confusing one always seeks advice and i am here in the same situation. i have been hearing this for long and at times struggle with myself when someone says "you have to form a strategy for this". however no one really tells me what and how to make a strategy and i get into deep confusions. can some one tell me in a layman s words what is 'strategy making' and how does one go about it? i would also like to know the names of few books that can help me understand this concept. seeking your valuable inputs.
Topic for discussion - "is hr cost centre or profit centre?"
Dear members on one of the wa groups administrator of the forum had brought a topic for discussion on "is hr cost centre or profit centre?" following are the questions that he has raised: is hr cost centre or profit centre? if it is cost centre what hr leaders should do to convert into profit centre? do organizations need to provide hr leaders to actively take part in strategic decision making process and help them develop as business leaders? this discussion is not today s discussion but little old. i have given replies to his questions. my replies are as below: dear rajaram the replies are as below: q. 1 is hr cost centre or profit centre? reply: it depends on the type of company. if company continues to dismiss hr manager as erstwhile personnel manager then obviously hr will remain cost centre. q. 2 if it is cost centre what hr leaders should do to convert into profit centre? reply: till it is proved otherwise hr is a cost centre. therefore it is hr s duty to show it is a profit centre. to prove how hr is a profit centre hr should measure business impact of their interventions like competency mapping talent management etc and show how these interventions have given profit to the company. q. 3 do organizations need to provide hr leaders to actively take part in strategic decision making process and help them develop as business leaders? reply: forget about strategic decisions hr will be involved in the tactical decisions provided they are mature enough for this involvement. for their involvement hr must understand how the business takes place. how many hrs understand the ratios mentioned in the balance sheet of the company? if few hrs openly profess that they are not good in numbers then do they deserve to be involved in the strategic decisions? few hrs plainly demonstrate their ignorance on the costs associated with the business. do they deserve to be involved in the decision making process? final comments: on the one hand hr tells that it is no longer hr but it is hr business partner. if it is business partner then why it is haunted by a basic question like whether it is profit centre or cost centre? for hr there is lot of learning from this contradiction thanks dinesh divekar
How do we name indenpendent profit making centre? help
In the organisation which i am working has various indenpendent profit making centre and the name of the centres are vague and cannot be distinguished. i am in process of restructuring the profit centre by calling them as teams groups departments division strategic business units or any other. it would really help me to complete my task if someone could throw light on the mentioned subject and kindly forward few samples existing in other industries. wilson
Methods to reduce turnaround time in recruitment
Hi would like to know the methods which can be used to reduce turnaround time in recruitment. we are facing a very difficult time as to after taking offers candidates do a no show at the last moment thus putting us under tremendous pressure to hire a replacement in a very short span. kindly suggest methods in which we can overcome this problem and reduce turnaround time in recruitment. regards priya
"role of hr as a profit centre instead of a cost centre"
Hi folks i am looking for some inputs on "role of hr as a profit centre instead of a cost centre". in case any specific initiatives have been taken by your organizations in this regarda few lines on the same with the quantification methodology would be a great help. you need not mention the name of the organization if you do not desire the same. regards lt col v srinivasan retd reliance fresh hr