Need Help Presenting a Paper on 'HR for Non-HR'? Looking for Your Guidance and Suggestions

To present a paper on 'HR for Non-HR,' please provide some guidance or suggestions.

It means HR for beginners, freshers, or technical employees of any company... to help them understand what HR is.

Okay. But the term itself is not "Appealing." Non-HR relates to Anti-HR.

Well, to start off with, understand the need of the presentation. You may start by mentioning the value addition of the HR function in terms of bridging the employee-employer relations, Performance Management and Appraisal, Training and Development, and Retention. These are a few materials you can initially focus on.

Since we have a recession going on - why don't you link it to "the HR bailout plan"?

You can start with the basic thing like what is human resource, how it is different or important from other resources in an industry. Why it is difficult to handle Human resource, then follow as suggested by Asha but somewhere you should also mention why it is difficult to manage Human resource.

Best of Luck,
Kameswarao

Prachi, you can also add:

- Role/need of HR in a firm
- Recruitment strategies
- Record-keeping requirements
- Policy, state, and federal employment laws
- HR case studies

Dear Ms. Prachi,

At the outset, my compliments for thinking of sensitizing Line functionaries with concepts of HR. This is one journey you will look back on with great satisfaction later on.

Basically, HR is a line functionary's job. The HR specialist in each organization is an internal consultant to guide the line functionaries in connected matters. So, it makes enormous business sense to provide serious HR inputs to them. The philosophy, the principles, the practice, the iron framework of the law of the land, rules, trade/labor agreements, etc., which form the outer boundaries for HR can be clearly explained for greater appreciation and later-day participation in HR processes by line functionaries.

In fact, such initiatives would result, sometimes, in "converts" who are brought on HR philosophy as a fulfilling mission, where they can make a huge difference to individuals within the organization by choosing to have the right attitude. You should not be surprised if some of the participants turn out to be successors to senior HR positions later on.

The program can be designed in-house. For example, include the following:
- The HR model - if you are following one.
- Concept of Competency and initiatives connected with it.
- Recruitment and selection philosophy.
- Career growth options for employees.
- Matters of discipline.
- Wage & salary administration.
- Safety, security, protocol regarding identity, data security, etc., and the need for it.
- Organization's goals, department goals to individual goals: how they are connected; Performance Management.
- Individual rewards, team rewards, SBU rewards.
- Issues of non-performance and consequences, etc.
- Labor laws; rules, etc.
- Compliance to standards.

Properly designed, the HR for Non-HR program would be a big hit and take away a lot of load from your mind. You will have many HR Ambassadors in many departments who would be more than willing to be your extended arms for carrying out change management tasks.

Hope this is useful.

It makes sense to have a certain strategy with this initiative.

Hi, Mr. Govind Singh Negi,

I would like to form a friendship with you to enhance our professional relationship. Would you permit this?

A.S. Komagan
Manager Trainee / HRD

Hi,

Does your HR handbook include information about motivating your team members and the emotional intelligence that a team leader should possess?

It can include the following:

1. Handling new joiners.
2. Confirmation process.
3. Leave policy.
4. Performance Improvement Plan.
5. Medical and Accident Insurance policy and process to claim.

Hi, I agree with Ash that the term "Non-HR" is not appealing. Each initiative should be properly branded for appeal and instant connect with the target audience. Some options for this initiative could be: HR for Line Managers, HR for Business Leaders, HR skills program, Strategic HR for Business, etc. Make sure that the contents of the program reflect the label.

However, Ash, I am not able to agree that "Non-HR" relates to Anti-HR. It simply means not belonging to HR or not attuned to HR Philosophy.

[quote=Ash Mathew;667788] Okie. But the term itself is not "Appealing." Non-HR relates to Anti-HR. Well, to start off with, ...........

Many times, less importance is given to what people can do in cost control. Please emphasize this in your presentation.