Dear Tahseen Raza,
You have given a sample of the HR Goal Plan for the Year. Though it is a good plan, it is applicable to those companies whose top leadership is mature, that delegates sufficient authority to the HR department and the HR professionals act autonomously. However, finding such an organisation is rare. HR Departments in most companies are attached to the apron strings of the top leadership. They do not have any independent say. If the HR professionals are not sufficiently empowered, then there is no point in making a goal for the year and making them responsible for the results.
For each point, I can give my comments but due to the paucity of time, I am limiting it to the first point only.
"For Recruitment & Hiring," the objective is to increase employee retention rate by 15%. To attain the objective you have
recommended conducting exit interviews and employee engagement activities. However, it is a well-known fact that in the exit interview, the employees do not open up, they are cautious and just talk goody-goody about the organisation. As far as employee engagement activities are concerned, corroborating research data is not available that says engagement activities are inversely proportional to employee retention.
Secondly, employee retention also depends on the quality of the top leadership, growth of the organisation, remuneration as per the market standards, personal growth, whether the organisation's culture is supportive or not etc. Above all, what if the HODs' administration style is unjustly domineering? What HR can do if the HODs give a roughshod treatment to their subordinates? This week, we had a post where a member wrote that during a review call, the manager insulted her and there was a face-off between the two. In a huff, the HOD terminated the services of the subordinate. If this is the culture of the company, then assigning a target to improve retention of the employees by 15% is unreasonable. If you wish to refer to this thread of discussion, then you may
click here.
As mentioned earlier, I can give a counter to every point. But it will take a long time to type, hence restricting my reply to the first point only.
General comments: - The post was raised four years ago. Nobody replied to it. One of the members took the initiative and has replied today. His reply has come 11 years after his last reply. But those who use AI software like ChatGPT or Copilot can very well make out that the reply is not written on one's own but generated by the AI software. While uploading such replies, one has to exercise judgement as the AI-generated replies may not have practical utility or may not be rooted in to the ground realities.
As such the other functionaries view HR's job as a witless job. Though these views or beliefs are misplaced, should we strengthen them by dumb reliance on AI-generated solutions?
Thanks,
Dinesh Divekar