Why Do HR Professionals Leave and How Does It Affect Employee Relationships?

Hi,

HR does this, that, and almost all things, and interacts on both a professional and personal level with employees.

But when the same HR resigns, how do the employees feel? The ones who are closely bonded with HR, those who know the HR, and those who are friends with HR. What does the HR say when he/she is asked why they are resigning? I KNOW THAT ALL HR CAN EASILY CHANGE JOBS AS THEY THEMSELVES PREPARE THEIR JOINING LETTERS AND RELIEVING LETTERS, SO IT IS EASIEST FOR HR TO JOIN AND RESIGN, as they themselves are the BOSS. So, rarely do we hear of any HR having their salary held or not being relieved. WHY? BECAUSE WE OURSELVES ARE NOT PROFESSIONAL AND ARE LOOKING TO MAKE OTHERS PROFESSIONAL.

THE HR ITSELF IS SELFISH, LOOKING FOR CHANGE, AND AT THE SAME TIME << TRYING TO REDUCE ATTRITION >>. CAN SOMEONE EXPLAIN THIS?

Also, I just posted a poll for HR professionals about when they are going to change their company, and the majority of them want a change immediately, today or in the next three months. So, is this not attrition of HR professionals when HR themselves are looking for change? Then what the HELL can they do for retention of others?

CAN SOMEONE EXPLAIN IT TO ME...

Hi,

Yes, friend, I agree that we as HR deal with employees on a professional as well as personal level; that's our job. But I would like to correct you on one thing - we never had salary withheld or relieving problems. My salary was deducted because I was not able to serve the whole notice period. For your information, even HR professionals work for their bread and butter. I have always heard employees saying that HR is doing this, HR got this policy, but why don't people understand that it's mostly the top management's decisions?

Regarding HR attrition, even we are human and have our own needs, likes, and dislikes. Saying that we control attrition and people cannot change jobs is a ridiculous question in itself. I wonder if you really belong to the HR community, as I have read your few posts and you do not seem to understand what exactly an HR professional goes through.

Cheers,
Anisha

Hi Shaithaan,

Good to see your posts again, especially against HRs. HRs are not machines. If the employees consider or the top management has problems with HR, it is agreed because they try to ignore the fact that they are human beings. But as HR professionals, knowing the pain and tolerance, if an HR raises this question, it is ridiculous.

Every human being in life expects security, success, and no doubt a GOOD SALARY, good work culture. HR, being a human being, has every right to look for a change, excluding exceptionals who are job hoppers, changing every half-yearly and giving speeches on attrition.

As we struggle to retain our best employees, let top management support us by providing the facilities we expect. It is essential for policies to also evolve for HR professionals.

Hi Shaitanji,

Taking thread from the post sari has made, I would like to ask you one question: "who handles the HR issues of an HR?" I mean to say if the HR has a problem with her salary standard or the role he/she is playing, or any other problem he/she is facing with one/any of the employees of the organization, then who solves these issues? If your answer is top management, then let me tell you your answer is partially correct because most of the time the problem an HR faces as an "employee" goes unnoticed. So, all I want to say is, at times it's more difficult (rather than easy) for an HR to stay in the company as an "employee" and face these problems.

I agree even HRs change their jobs, and they have every right to do that.

Disciplinary action is taken on an HR too in case he/she doesn't serve his/her notice period. Remember, once she is out of the organization, he/she is no longer an HR; he/she is just an ex-employee and is treated the same.

I sometimes feel that you put such controversial issues to attract replies to your post.

I am sure you will receive a lot more replies from sensible HR professionals; please take those suggestions seriously and not like one mere posting.

Thanks and Regards,

Indrani Chakraborty

Dear Shaitan,

Please note that this site is for sharing good knowledge. Please do not give such a bad opinion as it may hurt the feelings of the entire HR community. If you have anything personal or a bad experience with any particular HR professional, try to solve it at your personal level.

I once again advise you not to post such a negative opinion not only on HR professionals but on any other professional based on your experience. I hope you can understand that no explanation is required for those who understand. Otherwise, no explanation is possible for those who cannot comprehend simple language.

HR Professional

Hi Shaitanji,

Being an HR professional, is this the question you pose? After all, we are human beings and we do have some goals to achieve and necessities to fulfill. Change is compulsory, as it helps shift our mindset, enabling us to contribute better to the new organization than we used to do earlier.

We are there for other employees to share their problems, but for us, this will not be the scenario. If things go well, we can stick with the company; if not, we cannot lose our individuality.

Thanks & Regards,
Veena

Hi Friends,

After retaining many employees and taking care of each and every person working in the company, even if they don't receive appreciation from top management or fellow employees for implementing the rules and regulations of the company, the HR cannot make everyone happy simultaneously. The HR's position is like being in a sandwich in a company, so the better option might be to resign.

Regards,
Sheetal.

Hi,

I am really finding it difficult to understand what you want to convey through this post. Such baseless things should not be a part of this forum. HR people are also human beings and should not face discrimination for any reason. Please be responsible enough.

Additionally, I would like to kindly request you to consider changing your login name. It comes across as childish and ridiculous.

I hope you don't mind these suggestions.

Regards,
Vikas

@ Anisha Bafna,

Regarding HR attrition, we are all human with our own needs, likes, and dislikes. Saying that we control attrition and can't change jobs is a ridiculous notion in itself.

I wonder if you truly belong to the HR community, as I have read a few of your posts and it seems you may not fully grasp what a HR professional experiences.

So Anisha, you acknowledge that every individual has their own needs, likes, and dislikes, and it's absurd to question why HR can't change jobs.

However, when attrition becomes a problem, it is a concern for you because you prefer not to engage in recruitment and wish for employees to stay. Do you consider their needs as humans? What you label as attrition is often a crucial need for the person who resigns. If HR professionals can change jobs themselves, should they not refrain from using the term "attrition" and encouraging others to stay? It's straightforward - if you have a preference for something and act on it, why oppose employees who switch jobs? Why focus on attrition when the very definition of attrition for you is another person's essential need, as mentioned in your post? So, practically speaking, how can you address attrition when you don't envision staying in a job long-term?

Similarly, HR professionals changing jobs based on their needs could be considered attrition by my definition.

What are your thoughts on this? I hope I've made my point clear.

@ Friend Sari,

Every individual expects security, success, and undoubtedly a good salary in life. A good work culture is also essential, and HR professionals have every right to seek a change.

Once again, for HR, it may be security, success, good salary, etc., but why does HR only term it attrition when others desire these aspects? In my view, what HR identifies as attrition is merely their perspective, while it actually represents the important needs of others. How can you disregard and fail to recognize another person's needs, term it as attrition, and overlook the fact that they changed jobs because their needs were unmet?

@ Veena Thappeta,

While we are there for other employees to address their concerns, the scenario may not be the same for us. If things go well, we can remain with the company; however, if not, we must prioritize our individuality.

This principle applies to other employees as well. Yet, HR often categorizes employees who leave as attrition and focuses on issues like attrition and retention. If someone is stable with a company, my apologies for this post. However, for those seeking change themselves, focusing on retention policies and addressing attrition may not be suitable. First, stabilize yourself, then work on stabilizing others.

In simple terms, attrition refers to a reduction in employees due to retirement, resignation, or death.

- Retirement: beyond control
- Death: beyond control
- Resignation: often attempted to be controlled, but it may be due to unfulfilled needs of the individual.

Fulfilling every individual's needs is likely unattainable for HR, considering factors like cost reduction. HR predominantly focuses on employees but may not address individual concerns seriously. Consequently, HR often blames innocent employees for attrition, while management perceives HR as not responsible for it.

In reality, HR may not actively attempt to resolve each employee's issues but rather conduct exit interviews and file them away. Therefore, how justifiable is HR in controlling attrition and ensuring their own stability to top management?

I hope this clarifies my perspective.

No, Mr., you are not making any point; you are just creating a senseless argument on a useful site.

Firstly, we can only motivate people if they want to stick to the company. For example, if you, as the kind of person who wants to leave the job, we will be the happiest person. We don't tie people; we give counter offers, we talk to them, and we try to solve their problems. Only once their problems are resolved will they remain with the company. So, saying that we try to control attrition, YES, I AM PROUD TO SAY WE DO. Just as we have sales strategies and other strategies, we also have an employee attrition strategy. Stop wasting others' time with such statements and get back to whatever field you work in. I am sure you cannot be from the HR department.

Now, this is what you call making a point, Mr. Shaitan.

Cheers, Anisha

Dear Mr. Shaitan,

It is as good as saying, "If you are a doctor treating and curing other patients, then you yourself should never fall sick and be treated." 🙄 Are HR professionals not human?? 😈

Sultana

Hi Shaitan, I don't understand your grammar, but all I know is when Human Resource Managers resign, the motives should not be underestimated. Usually, HRs are part of the company's management (and employees as well). I read in Personnel Management by H.J. Sherman and K Chruden that a clash in personality between a superior and a subordinate is something for which both have a measure of responsibility. I hope this is making sense. Thanks.

Hi,

My views are as follows:

Major employees usually leave their jobs because of three main reasons:

1) Monetary reasons

2) Job environment

3) Better work opportunities

However, as HR professionals, we need to be more responsible when employees leave their jobs. Firstly, do not disclose to employees early on that they are leaving.

As an HR professional, please ensure that all formalities mentioned in the company policy are completed, such as the notice period and exit formalities. HR personnel serve as role models for the company. If HR breaks the rules of the notice period, how can employees be expected to abide by them?

When leaving, do not mention any negative aspects of the company or the reason for departure.

HR professionals are employees too, working for their livelihood. Separation is a critical issue, and HR should handle it delicately to avoid leaving a negative impression on employees and damaging the company's goodwill among both employees and management.

Meanwhile, management should also understand the reasons for HR professionals leaving and attempt to retain them if the issues are manageable.

Best Regards,

Tina

Do you think HR has been treated professionally everywhere? No way. We get pressure from the employees for making policies which they don't like. Anything goes wrong, HR is held responsible for not satisfying employees. If management will not accept the fact that we are human, people will leave.

I am happy to see that everybody has been tough with the shaitan. But this shaitan has hit the nail on the head as I can see that everybody is hurt and upset that he can be inconsiderate and make allegations to the extent that the shaitan is not an HR professional as he does not understand what HR professionals undergo. Well, the shaitan is still a human! All allegations have been made, but no one has provided an answer or suggestion to the question. The question may not be a smart one, but it could be a genuine problem for somebody, depending on the size of the company and the degree of rapport that has been built with others.

Also, it would matter when an HR resigns if the HR person has given some major reasons to leaving employees in a desperate attempt to retain them. Normally, everybody understands that everyone is a human being.

All said and done, an "HR Professional" cannot give reasons like "even we are humans, need bread and butter," etc., if questioned by employees. In my opinion, it can be said that I was looking for a different profile, my learning needs more space, or I really got such a wonderful offer that I could not say no, anything that you can think along similar lines if asked "why are you (HR) leaving."

Hey, also to correct you, HR does not make or get their joining and relieving by themselves. They also go through the same grind of interviews and rounds as anyone else would. Their rounds are supposedly more grilling as they are given "people responsibility," so if you have any grudges, please don't make it so obvious against an entire group. Just because someone goes through a bad time does not mean he has to pull other people into it and spread wrong vibes. Anyways, take care. Best wishes for your career.

1. INDIVIDUAL BEHAVIOUR SHOULD NOT BE CONSIDERED AS PROFESSIONALISM.

2. RETENTION DOES COME WITH COSTS. HR can advise, but is not the sole decision-maker on finance.

3. I've personally witnessed (at my junior level) that my boss, the HR manager, seldom cares about his benefits.

NASEER

Hi Friends,

I thought that I wouldn't post again on this topic but had to :D As told by one of our friends, nobody from us tried understanding Mr. Shitan's opinion and felt bad and hurt. Yes, I did because I have dedicated good years of my career, my life actually, to this profession, and on top of it, there is always a right way to put across your view, opinion, or suggestion. Nobody has the right to pose their query in a manner that hurts so many people. The reason I say he doesn't belong to HR is that the basic politeness of asking for suggestions seems lacking in his post.

When we mention that even we are human and may decide to leave a job for bread and butter, it was for our knowledge, not to convey to our employees. We are mature people, handling responsible positions, and we should know how to address our queries without hurting others' sentiments.

Cheers,
Anisha

Hi Shaitan,

You were mentioning that we are against employees changing jobs. I just want to make it clear that we are not against him for changing, but we want to know the need for his change, work out a solution for his particular need, and even then if the employee thinks that the particular need is not met, we ask him to follow the Appointment Agreement, which is mutual again. We are just trying to reduce attrition, not dissolve it entirely. We encourage employees to discuss their problems because we believe that every kind of problem can be resolved.

I also clearly know that you won't be able to understand this as Anisha put it (By your politeness quotient) that you are not from the HR fraternity. Discussion is alright, but a one-sided discussion is not at all good. Please don't use this site for your personal whims & fancies.

Ravi.

Hi,

I always hear employees saying that HR is doing this. HR has this policy, but why don't people understand that it's mostly the top management's decisions?

HR needs to take instructions from the so-called top management because they are not capable of making decisions. If they make decisions, they fail to enforce them. So, the best thing they can do is "follow" the instructions of the senior/top management.

Anisha

As we struggle to retain our best employees, it is important for top management to be involved in the process and provide the necessary support and facilities that we expect. Additionally, policies should also be revised and updated for HR professionals.

Just once, put yourself in the shoes of a company owner and consider what is expected from HR and how well they are performing.

Dear Shaitan,

You are doing what a Shaitan is expected to do - rake up issues which no one else can.

But despite all the criticism you have got for posting a topic that pricks the HR people, I still believe you have raked up a very interesting issue -

The theme is not too uncommon -

WHO WILL POLICE THE POLICEMEN? WHO WILL MAKE LAWS FOR THE LAWMAKERS? WHAT HAPPENS WHEN LAWMAKERS BECOME LAWBREAKERS? DO LAWMAKERS EXTRACT EXTRA PRIVILEGES BECAUSE THEY ARE LAWMAKERS??

Okay, I will try and share my views on certain aspects raised by you on HR people:

- Deep down, an HR person is just another employee with his aspirations, goals, expectations on money/career, etc.
- He is managing people, the marketing guy is managing the stuff the company produces, and the finance guy is managing the dollars.
- A guy in Honda Motors may say the HONDA CITY is the best car in this universe, but when he switches tomorrow to SKODA, he would say OCTAVIA is the best.

So if an HR guy is working to stop attrition in company X, he is doing what he is supposed to do. Tomorrow he may land up in company Y and pull all the good guys of company X into Y!!

While we can keep debating on the moral and ethical angles to all these issues, the bottom line I feel is:

### Do justice to your job wherever you are. Looking for better opportunities is not a crime - That's a universal phenomenon today. HR people are part of this same world. But they should try and practice what they preach. It helps. Maybe they would look more credible then.

Riyaz

Hi Friend,

You must be frustrated or have had a bad experience with HR; that's the reason you are bringing out negativity against HR. Like any other profession, HR also faces the same problems when leaving the company. No company will let HR go so easily, especially since we have to look for our replacement and then obtain relieving letters, unlike others who don't have to do so. Even though we have company letterheads with us, we still can't do anything, because like any other person, we also have employment verification. So, don't think that we are lucky enough...

Thanks,
Pallavi.

Hi Shaitan,

Tell me one thing... even department heads and other managers are also required to control attrition in their own teams. But does that mean they should not leave the company too? There are many instances when many HR professionals have taken back their resignations too. However, you don't hear about it because HRs do not voice their grievances loudly like others.

When we have a grievance, we do not go complaining all around the office. We tell only one or two people who are supposed to know. And if that doesn't work out, only then we leave, because no matter how much we try, we cannot make decisions for the top management.

So, I don't think it's right on your part to say that HRs should not leave because they are supposed to control attrition. It's like saying doctors should not fall ill because they are supposed to cure.

It's a pity that you have such a negative view of HR professionals. If you think HRs are a waste, why don't you try running a company without any HR or any of its processes or procedures? I bet you can't.

Hi,

It's surprising to receive a comment like this from an HR professional. Are we not human beings who need to look for growth like others? Regarding your content of saying selfishness, attrition, etc., do you think that working for an organization for 3 years or more with just an average hike of 10% to 20% during your tenure with no further growth, or having a monotonous job continuously, makes one feel stuck (especially if young and ambitious in their career aspirations)? Definitely, it wouldn't be considered attrition if someone works for more than three years or longer.

One thing to keep in mind is to ensure that there are no frequent job changes reflecting in the profile. In an average of 13 years of experience, if you have changed organizations 3 times, it's okay. I hope you understood the point I wanted to express.

If you have any further queries, please let me know. ALL THE BEST.

M. PRABHAKAR RAO

Dear All,
After reading all post I would like to mention here that we should not entertain the post like this on the site wherein we are together to know good things and certainly not to pin point somebody's inability.
If you look on the post Mr. Shaitan or earlier it was HR for HR...whatever...had posted you will find him commenting against HR.
I request Mr. Sid to kindly look into this matter and please throw out these type of people from the site as the time we spent on reading and commenting on such useless posts, I think we better can think something good which will help us in our profession.
I request all the HR professional of CiteHR to send the mail to Mr. Sid for requesting to take necessary steps to handle this matter. So hence forward no such person would dare to hurt us as well as will not show disrespect to HR profession.
Thanks,
Payal

My Dear Shaitan,

You raised a very good question. But before answering your question, I would like to know, how long you have been working in your current organization and how many times you have switched jobs since you obtained your HR degree.

I suggest you to recollect all the reasons that led you to switch your job. You can list them as the factors influencing HR professionals to change jobs.

Hi,

At this stage, it appears that we are all passing judgment on our friend and discussion provoker, Mr. HR for HR, Mr. Ravi, or Mr. Shaitan - whatever he calls himself.

My guess at this stage is that in his past, he has worked in organizations where the HR processes were not strong enough or bent to unscrupulous activities on behalf of various individuals in the organization, or for the benefits of certain individuals themselves. I am going by comments he has made regarding resignations by HR staff, fraudulent usage of letterheads, etc.

His illusion of corporate life and fairness and justice has been shattered by these experiences. Perhaps the best way forward would be to accept that the world is colored in different shades, including the one in which he sees it, and so he must accept this. Otherwise, it is likely that he will continue to be disturbed by thoughts of right and wrong, black and white. He also sees himself as a crusader for justice - and honestly, his HR knowledge is quite good, despite our opinion to the contrary.

I wish him all the best.

Ryan

I totally agree with Anisha. Even the same deduction of one month's salary happened to me when I was not able to give one month's notice period in advance to my previous employer. My request to Mr. Shaitaan is first to try to understand HR professionals, why they are forced to take this step of resigning. There may be several reasons for that.

Take care. Regards, Simta

Hi,

At this stage, it appears that we are all passing judgment on our friend and discussion provoker, Mr. HR for HR, Mr. Ravi, or Mr. Shaitan - whatever he calls himself. My guess at this stage is that in his past, he has worked in organizations where the HR processes were not strong enough or bent to unscrupulous activities on behalf of various individuals in the organization, or for the benefits of certain individuals themselves. I am going by comments he has made regarding resignations by HR staff, fraudulent usage of letterheads, etc.

His illusion of corporate life and fairness and justice has been shattered by these experiences. Perhaps the best way forward would be to accept that the world is colored in different shades, including the one in which he sees it, and so he must accept this. Otherwise, it is likely that he will continue to be disturbed by thoughts of right and wrong, black and white. He also sees himself as a crusader for justice - and honestly, his HR knowledge is quite good, despite our opinion to the contrary.

I wish him all the best.

Ryan

"Knowledge without application is of no use... it's a waste of knowledge". Finding a problem is very easy, anyone can do that, the originator and father of this discussion is also doing the same, but he has never given any solution for the problem. Most of the time, his replies are very sarcastic, senseless, and directionless.

Hi Anisha,

I totally agree with you. In many companies, I have seen HR is just used as a facilitator or puppet for Management's decisions. Most of them don't understand that it's the TOP management who has taken a decision and HR has just communicated it to employees. In fact, we face most of the worst criticism and curse for NO FAULT OF OURS.

HRs are not paid like production people because even the TOP management feels HR has a less role to play and the company's asset is only production people. There is a saturation point for all jobs if there is immense politics and partiality. Come on, guys, even we work for money and not just for job satisfaction.

Dear Sanjeev,

You are 100% right. The surprising part is that the administrator, sahab of our forum, is encouraging the same by highlighting it in the list of selected postings. Now, what would you say, sir? 😢😢

Regards,
Vikas

Hi Ryan,

This post of mine is especially for you. I agree that people have bad experiences, which can lead them to be negative about things. However, is it correct to hurt others' feelings due to your bad experiences? As someone in the same profession, you can seek suggestions instead of playing the blame game.

And Sanjeev, an amazing post and so true. Everyone knows the problem, buddy. Give some solutions.

Cheers,
Anisha

It is not in the hands of the moderator. It is a fault of the software, which has been programmed in such a manner that if any posting receives a specific number of answers, it automatically gets selected as "Postings of the Week"...

But Sanjeev, I think at least Mr. Sid has the authority to delete the post or to throw out the person who is making fun of others.

Hi Anisha,

You said, "I agree that people have bad experiences and that forces them to be negative about things. Agreed, but dear, tell me, how correct is it to hurt others' feelings because of your bad experience? Also, being in the same profession, you can ask for suggestions instead of playing the blame game."

You are right - it is not correct to hurt others' feelings because of your bad experience. Neither is it our prerogative to hurt others even though they may cause us pain. Yes, there is a tendency for the Blame Game (more of the "I'm OK, You're not OK" type of game) - but this exists in all aspects of life to varying degrees.

Regards,
Ryan

I appreciate the sensible and mature remarks of Riyazz on the issue raised. But at the same time, I feel strongly that by donning the self-styled mantle of Cite HR ka Shitan, one gets a license to indulge in senseless HR bashing.

Exit policies in organizations are uniform for employees - including HR personnel. HR does not issue appointment or release letters by themselves without authorization of the Management.

Who says that the exit of HR personnel from organizations is not counted as attrition? You have got it wrong then. As a proactive HR person, one should try to make the organization one of the best places to work for. But that does not mean that one has to be stuck in a role in spite of clear reasons to leave.

Ashok

Hi!

I have observed that your posts mostly create controversies and arguments. I have tried to understand your posts many times but could not. Can you please do some introspection? Can you please read your posts again in a relaxed way? Well, I have tried to, but could not find much constructive in them. Please correct me if I am wrong, of course, after reading your posts neutrally.

- Hiten

Hi Tejesh,

I work as an HR professional in a pharmaceutical company. I would like to share some thoughts on this topic.

We, as HR professionals, serve as the bridge between management and employees. We create policies for the benefit of employees and the success of the organization. We put in a lot of effort to design and implement strategies. Despite facing criticism, we do not retreat. We dedicate long hours, even working late nights and holidays, for the betterment of the organization and its employees. We work for our livelihood, just like any other employee.

HR professionals are the backbone of the organization.

Regards,
Tejesh

By the way... "Where does the father of this discussion"... the Shaitan of CiteHR has disappeared.

I have always believed that whatever you post or like to discuss on any open forum, one needs to take care of his or her posting (good or bad), just like the way parents take care of their kids. Just because you are getting brickbats for your topic, you should not abandon it and run away.

Dear Sanjeev,

I fully agree with you. I read the article on human resource management vs. human relationships. Nowadays, we are so busy in our schedules that we prefer to chat on the web with colleagues sitting in the same premises instead of going and talking to them in person. People were busy even in the last decade, but technology has made us lazy, as simple calculations are done by computers. Imagine the next generation; instead of using their own brains, I think they will just rely on COMPUTER MEMORY.

Anyways, keep sending me your blogs; it's nice reading them.

Thanks,
Payal

Hi all,

It's interesting how the topic of discussion in this post has changed from 'When HR Resigns' to 'Should CiteHR Ka Chaitan be allowed to stay?'...

Well, I think he should stay. We can appreciate the positive only when we are fully aware of the negative. The concern he has originally raised in this topic is probably what most of the employees in our organizations would also feel when we resign. It's not enough if we all get together and praise ourselves thinking we are doing a good job. It will help us even more if we can see the other side of the coin too and try to find ways to mitigate the negative aspects of our jobs.

So let's take his remarks in a constructive way and not as an offense. After all, we are all well-taught how to handle criticism, right?!!

Well, I think there have been longer conversations that took place between all of you guys, and I don't know how to call you... Shaitaan or whatsoever. I think it would be good if I call you Gentleman.

So, what is it that you want from HR? Let me ask you one thing: as an HR professional, what is your level of satisfaction when you want to change your job?

Forget about HR and any other position. What is it that you need in your job? Not only you, of course. All need satisfaction - am I right? Once you feel that you are not satisfied, you tend to look for a change, whether you are in HR or any other role.

My dear, you can't say that HR is the boss and they can do whatever they want. No, you can't because every position has its own limitations. If you are a real HR professional, then you would know what your responsibilities are and the pressure you would be handling at the senior level.

It is the HR's responsibility to take care of the employees and the management. But who has to take care of us? Tell me. It is none other than the management. If the management is not taking care of you, then there is no meaning in being with them.

Thanks,

- Mirza

The initiator of this posting views HR as practitioners of hypocrisy - preaching one thing, doing the contrary. That's, in a nutshell. He has seen it through a different lens. That's why the scenario looks colored, of his choice. From his viewpoint, his expressions/understanding is correct. What I prefer to remind is, there is proverbially the other side of the coin. Let Shaitan realize this. Let the rest understand him.

HR, by the nature of the role given by the organization, is doing what is expected. Retention is a part of their job profile. Not necessarily a character profile of the individual that one has to adamantly stick to forever. Like any other functionary, an HR professional is also doing his/her best to live up to their role. On the practical side, they can also leave the job for whatsoever reason might be. In doing so, they only exercise their right to choose.

There are excellent postings in this forum under this topic which, when introspected rightly, would shed enough light on what HR is doing and why HR is doing and why they are leaving.

But why this long silence, Shaitan... You feel convinced?! Post your feelings if any further....

I completely agree with you. It's only the management who decides. We, HR, are a bridge between the top and the employees. We are the scapegoat; we hide all the deficiencies in the system while trying to change them for the benefit of employees, which is actually going to prove beneficial for the company in the long run, something that rarely any CEO/MD understands, especially in these growing smaller units.

Well, HR has the right to choose when to leave or whether to continue or not! We are also employees like all others. I surely should mention, our life is a tightrope walk!

Sireesha

In Chandigarh since August 2007.

Email: svdeol@yahoo.co.in

Email: vkdeol@gmail.com

HR should be a professional. Yes, we get into personal lives to some extent if it is affecting the performance of our employee groups. But to be a healthy and successful HR, remember never to get emotional.

Hi Shaithan,

How dumb you are? You yourself are an answer to your question!!! See, it's obvious if we have employees like you in any organization, then definitely the attrition rate will go up. Because persons like you will never understand the HR policies, nor the management, and neither your job responsibility. It's because of employees like you that sometimes HR professionals become stressed.

Moreover, your mannerism of posting an innumerable question speaks for itself. Know what more can you expect from an HR to do for an employee like you. Stop bothering about HR's... Get an M.B.A. degree and secure a position in HR; then you can speak about all these issues. It's very tough to get an HR job and to be in that position.

My dear, you are too young to understand the role of HR. Just be happy with what you are now. Be a pessimistic person, buddy... not a junk.

Hi Friends,

Seriously, this communication is getting really funny, but I think we all enjoyed... :lol:

From my side, I would like to point out a few things:

1) Nothing was against Mr. Shitan - if we read all the posts, it was only against the way he has put across his point.

2) One of our friends said we should not throw him out because if we don't know the negatives, how will we appreciate the positives about HR people - Dear friends, again the same thing, the problem is not the negatives. We are all ready to acknowledge the wrong things HR has, but there HAS TO BE A RIGHT WAY.

3) One of our friends said the blame game is a part of life in some way - Friends, it's a constructive community. What will we gain from it? Let's discuss, not blame.

And it's a great community, let's enjoy, buddies... including Mr. Shitan :D don't worry, we won't leave you alone.

Cheers,
Anisha

Hi Deepti,

Regarding the point about ethicality - I said that it is a debatable issue. The times are changing, and so are the values. You are seeing only one side of the coin.

Today, when you recruit a person of middle/senior management, 100% of them are already working in some other company. Do you consider it ethical/unethical to pull them out from company X into your company? Today, everyone is switching companies like musical chairs. All we should expect from any person is to be loyal to the present organization.

There are numerous examples of senior people walking off from companies along with the whole team and setting up new companies. For instance, Ashok Soota walked off from Wipro with a group of the best senior persons and set up a company called - MINDTREE CONSULTING. What do you call this - ethical or unethical?

It's very difficult to be judgmental today on these issues. All I can say is that it is the current phenomenon. Is it good or bad? Best left alone.

Riyaz

I do agree with Anisha, HR would represent all other people for hikes, promotions, etc., and can make them happy and comfortable. However, HR cannot represent themselves for the same. I am sure that all HR professionals would agree with me that it would be rather embarrassing to send these kinds of requests even indirectly.

We cannot afford to believe any other department to share our views and thoughts on Management's decisions. If we show even the slightest discomfort, it would affect the morale of other people. Most of the time, we have to confine ourselves and sail through.

Balaji, Hyderabad

Dear,

I think the coin has both sides. We always ask the people during their interviews, "What are your career plans and objectives?" This question also applies to HR professionals. From the replies I've seen, it reflects that everybody wants to climb up the ladder. This is a continuous process, both in terms of job specification and career growth.

If someone leaves the organization, we try to retain that employee. It is up to the leader how they retain HR professionals. Regarding preparing offer letters and relieving letters by themselves, if a person does not have ethics and values, they may not be fit for an HR profession.

Thanks,
Prashant

Hi Shaitan,

Hope all have replied to what I like to say. Don't waste our precious time and energy in scrapping these types of junks. Let this be the last scrap for this Shaitan.

Hi,
I am new to this group, and as someone said, your subject really attracts most of the viewers. However, as an HR professional, I think the only reason an HR quits or looks for a change is due to some immature or unprofessional people in the organization who don't value human beings.

Dear friends,

It's a part of career planning. And don't ever think that one should live in an organization for his lifetime, even the CEO himself! Even organizations like change; through diversification, switching market positioning, changing even their leaders, imbibing new technologies, etc. It's a bit like switching your mobile: updating technology, knowledge, skills, mobility, and a desire for the best, and being on the journey towards excellence.

The time to go out is different for different people. It's based on their own personal planning, emergencies, feelings of stagnation, etc. So, when an HR leaves, don't think that everybody should leave after him, or he is doing some sin. It's very much a part of the professional life cycle. And learn the basic principle of Talent Management: Attracting people, equipping them to grow, and letting them go.

Praised,
Executive HR

I feel that this thread is quite important in many ways. Members who have reacted strongly to Ravi's thread need to themselves understand the importance of HR more thoroughly. I am sure when Ravi himself steps into a great departmental store where people are friendly and courteous or a hospital like Apollo where employees are trained properly in people skills and are happy in their jobs - he somewhere realizes that it's not just the effort of the marketing, operations, or the finance team.

When someone [probably from sales, marketing, or finance] says HR is useless, it is their ego talking, and it is harm done to their organizations - all just to steal credit where it's due. This is not uncommon in today's world so everyone should be prepared and should know their own worth.

It is perhaps true that an HR won't be knowledgeable about some technical aspects of a company's profile, but I am guessing the marketing, finance, and operations departments exist for that reason. A company that understands the importance and area of each department will excel.

Regards,

CHR

Hi,

The subject that you have chosen for discussion is right, but you have approached it in the wrong way. We are all humans who expect to fulfill our wishes. To fulfill our wishes, we earn. If that is not achieved, there is no reason to lead our lives.

Returning to the point, the management is more clever than employees, which is why the CTC system is followed. Most companies will withhold leave pay, bonuses, and sometimes even medical reimbursements and LTA. This is because if someone does not serve the notice period, these pending amounts will be adjusted.

This is a small experience of mine. I am not aware of others' experiences. I would suggest not discussing something that harms ourselves. It is like digging our own grave.

If my words have hurt anyone after reading this, I sincerely apologize.

Regards,

This is not a forum to complain about HR. So do not post these kinds of posts ever again. You should be expelled from the forum for these kinds of posts.

Regards,
Arun Prasad.

I just wish to thank you, members, for your comments. However, I myself am facing a very deep personal issue. It would take a long time for me to go through all your posts, and I am not in a mental position to reply to anything related to this topic. Therefore, I would not be able to do so.

Dear Ravi,

We are all with you. May God bless you and you come out of the problem soon as the same citehr ka shitan :-) . No one has anything against you. Take good care of yourself. If you need any suggestions, please ask for.

Cheers,
Anisha