Why Is HR Dept Always Sidelined ?

Hi all,
Why is HR dept always sidelined and given minimum improtance .......that too when all the policies and procedures are incorporated by the HR department ......? E SAT is at evey level ...when the Department which is meant to overcome employee's differences as well as problem is itself not satisfied then how could anyone expect a satisfied organisation?

Dear friend,
The subject comes up for discussion time and again. HR gets sidelined because business owners have very poor understanding of HR. To read my previous comments on similar subject, you can click here.
Ok...
DVD

Dear Freind,
Driving License is required for Forklift operator in the factory covered under Factory Act 1948. We have provide the safty equipment routine eye checkup, including color blind ness. Please suggest if driving license is required are not if required whom to issue driving license or state RTO.
Regrads
Rakesh Kumar Sharma

HR Department is never tried to be sidelined unless HR tries to poke its nose everywhere and starts posing its authority everywhere and unnecessarily. That time it starts losing its importance and value. Try to go back to the history of your organization when it started losing its importance, you will definitely find some instances when HR would have tried to override the authority of others.
It all depends upon the HR Personnel to make that the most respectful department or the most hated and sidelined department by their own deeds, contributions and advice they render to their bosses and the employees.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi

I have worked for about a quarter of century leading the HR function.. I never felt that way.. It all depends upon what contribution functions makes to the organisation and how are they able to communicate within the organisation.
Majority of HR function fail because they never looked at making an impact to the organisation but using their authority on hiring/firing/making rules etc.
HR professionals also many times have very narrow focus on what they do.. they are more on operations than strategic competitive advantage.
How many HR professional understand Balance sheet of the organisation? Or they felt the need to understand this. Answer lies int he answer of these questions.
Link up with me at [Login to view] and will will help understand the reasons and solutions for this.