Dear HR members,
I would like to seek your opinion on the subject matter. Nowadays, we can still see HR in several companies performing as Administration Team more than as a Human Development Team. Everyday they fire-fighting to settle adhoc issues to support the request from all department.
This makes them pay less attention to important items in HR. I would like to have your suggestion on these:
1) How to drive HR to be a channel of communication for the company to be able to achieve mutual respect and trust?
2) How to drive the HR to cascade down the Director's message throughout the hierarchy to all level of employees in the company?
3) How can HR effectively drive their function to meet the company's direction and earn respect at the same time?
I would love to hear all and various opinions from all of you. Let's discuss this!
Cheers,
Rose
I would like to seek your opinion on the subject matter. Nowadays, we can still see HR in several companies performing as Administration Team more than as a Human Development Team. Everyday they fire-fighting to settle adhoc issues to support the request from all department.
This makes them pay less attention to important items in HR. I would like to have your suggestion on these:
1) How to drive HR to be a channel of communication for the company to be able to achieve mutual respect and trust?
2) How to drive the HR to cascade down the Director's message throughout the hierarchy to all level of employees in the company?
3) How can HR effectively drive their function to meet the company's direction and earn respect at the same time?
I would love to hear all and various opinions from all of you. Let's discuss this!
Cheers,
Rose