A Very Good Morning to all of you,
Presently, I am working with a Real Estate company as a Senior HR Executive. However, in this company, there is a lack of professionalism. There is no basis for performance appraisal, meaning there is overall no authority given to the HR Department. The environment of the company is very comfortable for all the employees, and I am very much at ease while working here. However, it is actually a "lala type company," so there is no foundation for professionalism. Despite this, the company is growing faster day by day.
I have completed 1.6 years in this company, but from a growth perspective, it is not very suitable for me. I am in a state of confusion. Can you all please help me figure out what exactly I have to do?
Regards,
Monika
From India, New Delhi
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Presently, I am working with a Real Estate company as a Senior HR Executive. However, in this company, there is a lack of professionalism. There is no basis for performance appraisal, meaning there is overall no authority given to the HR Department. The environment of the company is very comfortable for all the employees, and I am very much at ease while working here. However, it is actually a "lala type company," so there is no foundation for professionalism. Despite this, the company is growing faster day by day.
I have completed 1.6 years in this company, but from a growth perspective, it is not very suitable for me. I am in a state of confusion. Can you all please help me figure out what exactly I have to do?
Regards,
Monika
From India, New Delhi
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Hi Monica,
First, be clear about what exactly you are looking for in a company. Try to identify what is lacking in your current company. If the issue is solely the work atmosphere or organizational culture, I think you can bring about change. As an HR professional, consider trying out programs to educate and engage with people, gather their input, and gradually improve your job satisfaction. Avoid making hasty decisions about your job, as you may find yourself unsatisfied wherever you go if you are unclear about your own needs.
What do you think?
ALL THE BEST,
Sari
From India, Hyderabad
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43First, be clear about what exactly you are looking for in a company. Try to identify what is lacking in your current company. If the issue is solely the work atmosphere or organizational culture, I think you can bring about change. As an HR professional, consider trying out programs to educate and engage with people, gather their input, and gradually improve your job satisfaction. Avoid making hasty decisions about your job, as you may find yourself unsatisfied wherever you go if you are unclear about your own needs.
What do you think?
ALL THE BEST,
Sari
From India, Hyderabad
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Dear Monika,
Job satisfaction is an important aspect to consider in any job. If you believe there is no career growth in your current company, it may not be meaningful to continue working there. However, please keep in mind the following:
- Consider your overall experience in HR when seeking better opportunities outside.
- Ensure your education level is on par with the market standards.
- Evaluate if other companies offer better career growth prospects based on your experience. You may explore different opportunities.
If this is your first job and you have a total of 1.6 years of experience, it may be challenging to adjust to frequent job changes. Some industries like Chitfunds, Real Estate, and Finance Companies have limited HR functions, which might restrict your growth. Their understanding of HR may differ due to legacy and ownership issues.
I suggest transitioning from the Real Estate sector to core manufacturing/IT industries where you can experience a broader scope of HR functions.
These are my personal suggestions, and I advise you to make a well-thought-out decision as changing jobs can be a sensitive move.
All the best.
Murali.
From India, Hyderabad
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Job satisfaction is an important aspect to consider in any job. If you believe there is no career growth in your current company, it may not be meaningful to continue working there. However, please keep in mind the following:
- Consider your overall experience in HR when seeking better opportunities outside.
- Ensure your education level is on par with the market standards.
- Evaluate if other companies offer better career growth prospects based on your experience. You may explore different opportunities.
If this is your first job and you have a total of 1.6 years of experience, it may be challenging to adjust to frequent job changes. Some industries like Chitfunds, Real Estate, and Finance Companies have limited HR functions, which might restrict your growth. Their understanding of HR may differ due to legacy and ownership issues.
I suggest transitioning from the Real Estate sector to core manufacturing/IT industries where you can experience a broader scope of HR functions.
These are my personal suggestions, and I advise you to make a well-thought-out decision as changing jobs can be a sensitive move.
All the best.
Murali.
From India, Hyderabad
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Hi Sari,
First of all, thanks for replying to me. I think you didn't understand my actual problem. I don't have any issue with the working atmosphere; in fact, I admire it. My actual concern lies with the management of the company, who do not know how to be the best employer. They only concentrate on making money, and they are successful in it. However, as an HR person, we are not satisfied with this approach. Even my HR manager shares the same view as mine.
Now, can you please give me your suggestion?
Regards,
Monika
From India, New Delhi
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First of all, thanks for replying to me. I think you didn't understand my actual problem. I don't have any issue with the working atmosphere; in fact, I admire it. My actual concern lies with the management of the company, who do not know how to be the best employer. They only concentrate on making money, and they are successful in it. However, as an HR person, we are not satisfied with this approach. Even my HR manager shares the same view as mine.
Now, can you please give me your suggestion?
Regards,
Monika
From India, New Delhi
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Hi Murali,
Thank you so much for replying. From your response, I really got an idea at least. It's true that this is my first job after completing my MBA, and I have only 1.6 years of experience in the field of HR. My profile is of a generalist nature. I agree with all your points except one - the role of HR or the actual functions of HR are not limited in a real estate company. We handle over 300 employees who are on the company payroll and deal with nearly all areas of HR.
However, the issue lies in the fact that the management has not granted full authority to the HR department to make important decisions independently. We always have to depend on management for any decision. Otherwise, there is nothing negative about this company. I am very comfortable here, and deep down, I do not want to leave.
My question is, what steps should I take to establish the HR department as a core department in this company? I value your suggestions.
Regards,
Monika
From India, New Delhi
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Thank you so much for replying. From your response, I really got an idea at least. It's true that this is my first job after completing my MBA, and I have only 1.6 years of experience in the field of HR. My profile is of a generalist nature. I agree with all your points except one - the role of HR or the actual functions of HR are not limited in a real estate company. We handle over 300 employees who are on the company payroll and deal with nearly all areas of HR.
However, the issue lies in the fact that the management has not granted full authority to the HR department to make important decisions independently. We always have to depend on management for any decision. Otherwise, there is nothing negative about this company. I am very comfortable here, and deep down, I do not want to leave.
My question is, what steps should I take to establish the HR department as a core department in this company? I value your suggestions.
Regards,
Monika
From India, New Delhi
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Hi Monika,
You said, ""
Based on this, my observations are as follows:
1) Your management seems to be good at growing the business.
2) They also seem to be good at creating a good working environment where people are comfortable - you yourself acknowledge this!
I assume from this that attrition is low, payscales are reasonable, and job descriptions (JDs) and targets are reasonable and not unrealistic. Could you please explain to the group what you mean by:
1) Best Employer
2) Professionalism
3) People are comfortable
4) Growth prospects
As Sari said, you should be clear yourself. Once you reply, then we can assist better. I don't know the size of the company, but why don't you introduce a performance assessment system there? Start with creating JDs. Look at deliverables.
All the best,
Ryan
From India, Mumbai
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You said, ""
Based on this, my observations are as follows:
1) Your management seems to be good at growing the business.
2) They also seem to be good at creating a good working environment where people are comfortable - you yourself acknowledge this!
I assume from this that attrition is low, payscales are reasonable, and job descriptions (JDs) and targets are reasonable and not unrealistic. Could you please explain to the group what you mean by:
1) Best Employer
2) Professionalism
3) People are comfortable
4) Growth prospects
As Sari said, you should be clear yourself. Once you reply, then we can assist better. I don't know the size of the company, but why don't you introduce a performance assessment system there? Start with creating JDs. Look at deliverables.
All the best,
Ryan
From India, Mumbai
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Hi Monika,
I am also working in a real estate company in Delhi. When I was reading your posting, I felt that somebody has written about my company. I can well understand your situation. Even I am on the same boat. I have completed 1.2 years here. Quite comfortable but growth prospects—NIL. So, I would like to suggest that you first talk to your management about the growth prospects. If you think they are concerned about your issues and are willing to do something for the company employees as well as you, then stay here. Otherwise, start looking for a new job. At this stage of your career, one should not bother about comfort. Rather, one should be willing to accept new roles and challenges.
Regards,
Abhishek Bhowmik
From India, New Delhi
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I am also working in a real estate company in Delhi. When I was reading your posting, I felt that somebody has written about my company. I can well understand your situation. Even I am on the same boat. I have completed 1.2 years here. Quite comfortable but growth prospects—NIL. So, I would like to suggest that you first talk to your management about the growth prospects. If you think they are concerned about your issues and are willing to do something for the company employees as well as you, then stay here. Otherwise, start looking for a new job. At this stage of your career, one should not bother about comfort. Rather, one should be willing to accept new roles and challenges.
Regards,
Abhishek Bhowmik
From India, New Delhi
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Hi Monika,
I refer to your problem and the responses of others.
I am also in a real estate company based in Kolkata and have operations across the country. My experience is similar but also a bit different.
I would advise not to change now because:
1. You have just started your career, and keep in mind that what you learned during your MBA and what you are learning in your organization is different. It is time you should understand the ideal HR practices in the books and the actual HR practices in real-life situations.
2. The first 3-4 years of learning and staying are important in your career.
With my varied experience in different industries like consulting, FMCG, manufacturing, and real estate, I can add that the real estate sector, compared to the old construction sector, is new. In almost all cases, the promoters are also new and unaware of the actual importance and functioning of the HR department. They are also busy growing the business.
So, it is our responsibility to sit with them, discuss our plans to improve the current HR system, necessary value additions, and the implementation of several schemes for employee retention and growth.
Have patience, the situation will improve.
The above is my reading, compiling the recent experience of the real estate sector except for one or two major and old players.
Now the decision is yours...
SGR
KOLKATA
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I refer to your problem and the responses of others.
I am also in a real estate company based in Kolkata and have operations across the country. My experience is similar but also a bit different.
I would advise not to change now because:
1. You have just started your career, and keep in mind that what you learned during your MBA and what you are learning in your organization is different. It is time you should understand the ideal HR practices in the books and the actual HR practices in real-life situations.
2. The first 3-4 years of learning and staying are important in your career.
With my varied experience in different industries like consulting, FMCG, manufacturing, and real estate, I can add that the real estate sector, compared to the old construction sector, is new. In almost all cases, the promoters are also new and unaware of the actual importance and functioning of the HR department. They are also busy growing the business.
So, it is our responsibility to sit with them, discuss our plans to improve the current HR system, necessary value additions, and the implementation of several schemes for employee retention and growth.
Have patience, the situation will improve.
The above is my reading, compiling the recent experience of the real estate sector except for one or two major and old players.
Now the decision is yours...
SGR
KOLKATA
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Hi Monika
Even I'm in the same kind of situation like yours may be not exactly same but to some extent....In the starting even I felt the same way but I tried & changed things I think now I'm better off....Ya!!! I can't even think of changing coz I've got only few months of experience....My few policies were not accepted in the starting but I kept making the changes in them n kept presenting it again & again after seeing my interest and work, after some time it was accepted & appreciated...So just keep going & don’t get disheartened….
Regards
Himani
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Even I'm in the same kind of situation like yours may be not exactly same but to some extent....In the starting even I felt the same way but I tried & changed things I think now I'm better off....Ya!!! I can't even think of changing coz I've got only few months of experience....My few policies were not accepted in the starting but I kept making the changes in them n kept presenting it again & again after seeing my interest and work, after some time it was accepted & appreciated...So just keep going & don’t get disheartened….
Regards
Himani
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Hi Ryan,
I have received your reply, and I am really very thankful to you for taking the time to respond.
As you have analyzed, my company is growing quickly, and a comfortable working environment is in place. That is all correct. However, one thing that is not so correct is the attrition rate of employees. You might think that the attrition rate is low because of the environment, but it's not the case. Employees are comfortable because there isn't stringent supervision on them. The seniors' attitudes are not harsh towards the employees. I would like to address all the topics you have raised.
1- Best Employer: By the best employer, I mean one who is very concerned about employee satisfaction and not solely focused on making money.
2- Professionalism: Professionalism is crucial and creates dignity and respect among the staff. Unfortunately, this is lacking in the company. Our CFC is quite unprofessional. He often assigns tasks like letter typing to employees who are not meant for that role. He should delegate such tasks to the computer operator. There are many other similar instances. He even gets his personal tasks, like ticket booking, done by the company secretary. Consequently, during appraisals, there is no clear assessment of employees' work, who deserves an increment, or how much increment should be given. There is no fixed criteria for performance appraisal.
3- This point has already been discussed.
4- Growth Prospects: As I have mentioned in previous emails, the HR department in my company is not given much importance. We lack the authority to make decisions independently. There is a lack of proper delegation of authority and a clear management hierarchy. HR-related decisions are sometimes taken by the VP of Operations, sometimes by the CFC, sometimes by the COO, and sometimes by the Directors. This inconsistency creates confusion about whom to approach.
Therefore, I don't see any growth prospects for HR here. There are many other points that I am unable to address here.
5- Size of Company: Currently, we are managing more than 500 employees.
I believe I have provided you with sufficient details.
Can you please advise me?
Waiting for your reply.
Regards,
Monika
From India, New Delhi
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I have received your reply, and I am really very thankful to you for taking the time to respond.
As you have analyzed, my company is growing quickly, and a comfortable working environment is in place. That is all correct. However, one thing that is not so correct is the attrition rate of employees. You might think that the attrition rate is low because of the environment, but it's not the case. Employees are comfortable because there isn't stringent supervision on them. The seniors' attitudes are not harsh towards the employees. I would like to address all the topics you have raised.
1- Best Employer: By the best employer, I mean one who is very concerned about employee satisfaction and not solely focused on making money.
2- Professionalism: Professionalism is crucial and creates dignity and respect among the staff. Unfortunately, this is lacking in the company. Our CFC is quite unprofessional. He often assigns tasks like letter typing to employees who are not meant for that role. He should delegate such tasks to the computer operator. There are many other similar instances. He even gets his personal tasks, like ticket booking, done by the company secretary. Consequently, during appraisals, there is no clear assessment of employees' work, who deserves an increment, or how much increment should be given. There is no fixed criteria for performance appraisal.
3- This point has already been discussed.
4- Growth Prospects: As I have mentioned in previous emails, the HR department in my company is not given much importance. We lack the authority to make decisions independently. There is a lack of proper delegation of authority and a clear management hierarchy. HR-related decisions are sometimes taken by the VP of Operations, sometimes by the CFC, sometimes by the COO, and sometimes by the Directors. This inconsistency creates confusion about whom to approach.
Therefore, I don't see any growth prospects for HR here. There are many other points that I am unable to address here.
5- Size of Company: Currently, we are managing more than 500 employees.
I believe I have provided you with sufficient details.
Can you please advise me?
Waiting for your reply.
Regards,
Monika
From India, New Delhi
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Well, if your values are at odds with the company, it's better to change them. Remember, in case of self-conflict, you always have to work on priorities. You are the best person to set your priorities.
ALL THE BEST.
Regards,
Santosh Verma.
From India, Bangalore
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ALL THE BEST.
Regards,
Santosh Verma.
From India, Bangalore
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Hi Monika,
I had the same experience as yours. I too was working for a real estate company, and the atmosphere was quite comfortable. I was quite happy there and worked for almost 3 years. But due to limitations in HR and further scope, I changed jobs. The company is quite professional, but the people are also not cooperative. I do gain HR experience but am not comfortable with the office atmosphere.
I suggest that unless you really have something good in your hand, do not change your job. You can always try to create a better HR environment there.
Regards,
Prachi
From India, Pune
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I had the same experience as yours. I too was working for a real estate company, and the atmosphere was quite comfortable. I was quite happy there and worked for almost 3 years. But due to limitations in HR and further scope, I changed jobs. The company is quite professional, but the people are also not cooperative. I do gain HR experience but am not comfortable with the office atmosphere.
I suggest that unless you really have something good in your hand, do not change your job. You can always try to create a better HR environment there.
Regards,
Prachi
From India, Pune
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Hi Monika,
Sorry for the delay in responding; I've been a bit tied up.
From your reply, it seems that your organization has no formal structure, except in name. Power and authority are only with the very few, and there seems to be what is called "management by chaos and confusion." I recommend reading the book "Management by Guilt" by Nicholas Iuppa.
People who prefer structure find it difficult to work in this environment. Also, it appears that people are not respected and are treated as things rather than individuals. Monitoring staff is not needed since performance is not a criterion for bonuses or increments.
By the way, why hasn't your HR Manager left yet? As I understand from you, he also doesn't have any authority, and the lines of responsibility are blurred.
Given the other points you have mentioned, can you tell us what you have accomplished in this company in the past 1.6 years? I am sure you would have made suggestions for improvement. Were they debated/implemented or just ignored? As Himani said, keep persisting with your suggestions.
Overall, I would suggest you complete 2 years and then look for a change. It would look better on your resume.
All the best,
Ryan
From India, Mumbai
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Sorry for the delay in responding; I've been a bit tied up.
From your reply, it seems that your organization has no formal structure, except in name. Power and authority are only with the very few, and there seems to be what is called "management by chaos and confusion." I recommend reading the book "Management by Guilt" by Nicholas Iuppa.
People who prefer structure find it difficult to work in this environment. Also, it appears that people are not respected and are treated as things rather than individuals. Monitoring staff is not needed since performance is not a criterion for bonuses or increments.
By the way, why hasn't your HR Manager left yet? As I understand from you, he also doesn't have any authority, and the lines of responsibility are blurred.
Given the other points you have mentioned, can you tell us what you have accomplished in this company in the past 1.6 years? I am sure you would have made suggestions for improvement. Were they debated/implemented or just ignored? As Himani said, keep persisting with your suggestions.
Overall, I would suggest you complete 2 years and then look for a change. It would look better on your resume.
All the best,
Ryan
From India, Mumbai
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dear Monika, Guess we two sail in the same boat & i too am worried abt the same, the diffrence is its a telecom company, Regards, Amey
From India, Hyderabad
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From India, Hyderabad
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Hi Monika,
As I go through the conversation with all, I have one suggestion for you. First, you should make a project on comparing your company with all its competitors in the real estate market from their websites. Try to do some headhunting from those companies, if possible, to gather information about their results and success.
After that, study the whole thing and analyze the shortcomings in your company compared to others. It might be that in the real estate market, HR personnel don't have much authority to set policies for the employees.
Monika, I want to mention that I don't have any experience in HR as of now. I completed my MBA in HR from AIMA in Dec '06. I am currently working in GE, which is in the BPO sector, and I don't have much idea about HR. So, you may think that my input is worthless, but it might provide some insight.
The results you find from the comparison should be noted for future prospects. Make a presentation in a unique way to keep your company on top of the Real Estate World.
Regards,
Prativa
From India, New Delhi
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As I go through the conversation with all, I have one suggestion for you. First, you should make a project on comparing your company with all its competitors in the real estate market from their websites. Try to do some headhunting from those companies, if possible, to gather information about their results and success.
After that, study the whole thing and analyze the shortcomings in your company compared to others. It might be that in the real estate market, HR personnel don't have much authority to set policies for the employees.
Monika, I want to mention that I don't have any experience in HR as of now. I completed my MBA in HR from AIMA in Dec '06. I am currently working in GE, which is in the BPO sector, and I don't have much idea about HR. So, you may think that my input is worthless, but it might provide some insight.
The results you find from the comparison should be noted for future prospects. Make a presentation in a unique way to keep your company on top of the Real Estate World.
Regards,
Prativa
From India, New Delhi
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Dear Monika,
The dilemma for change is obvious, due to circumstances prevailing in the existing company. According to you, the working atmosphere is good; however, the management lacks professionalism. The problem of Lalaism or Sethjism is visible by and large in most Indian companies, where the top motive is money above all.
You have already spent 1.6 years in the present organization and made a name for yourself. Going to a new company means starting from scratch. Though changing the thought process of management overnight is difficult, if the management is willing to adopt a professional approach, indications of which will become evident in the current thought process. If that is the case and you are satisfied with the working conditions and see career growth for yourself, then continue with the present company. Otherwise, go for the change. Professionalism does not mean paperwork.
Regards,
Manoj Koli
email: manojkoi73@yahoo.com
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The dilemma for change is obvious, due to circumstances prevailing in the existing company. According to you, the working atmosphere is good; however, the management lacks professionalism. The problem of Lalaism or Sethjism is visible by and large in most Indian companies, where the top motive is money above all.
You have already spent 1.6 years in the present organization and made a name for yourself. Going to a new company means starting from scratch. Though changing the thought process of management overnight is difficult, if the management is willing to adopt a professional approach, indications of which will become evident in the current thought process. If that is the case and you are satisfied with the working conditions and see career growth for yourself, then continue with the present company. Otherwise, go for the change. Professionalism does not mean paperwork.
Regards,
Manoj Koli
email: manojkoi73@yahoo.com
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Hi, Ryan,
A very good afternoon to you, and thank you very much for your valuable reply.
I would like to tell you that you have analyzed very correctly that there is no formal structure in our company, and this is the main reason that I got frustrated so many times.
As I am a very organized person in my life, and I love to do everything very systematically. Also, you are very correct about monitoring staff. There is no monitoring system as such. You asked why my HR hasn't left up till now. I would like to inform you that since I have joined this company, three HR managers have resigned. However, as this is my first job, I don't want to leave it due to any hasty decision, which I believe is the right approach.
When I joined this company as a fresher, I learned many things. Now, as I want to implement a systematic approach for the company, the top management always ignores it, which is quite disheartening.
I really appreciate Himani's suggestion and am applying it. I am also thankful for your suggestion.
Take care.
With warm regards,
Monika
From India, New Delhi
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A very good afternoon to you, and thank you very much for your valuable reply.
I would like to tell you that you have analyzed very correctly that there is no formal structure in our company, and this is the main reason that I got frustrated so many times.
As I am a very organized person in my life, and I love to do everything very systematically. Also, you are very correct about monitoring staff. There is no monitoring system as such. You asked why my HR hasn't left up till now. I would like to inform you that since I have joined this company, three HR managers have resigned. However, as this is my first job, I don't want to leave it due to any hasty decision, which I believe is the right approach.
When I joined this company as a fresher, I learned many things. Now, as I want to implement a systematic approach for the company, the top management always ignores it, which is quite disheartening.
I really appreciate Himani's suggestion and am applying it. I am also thankful for your suggestion.
Take care.
With warm regards,
Monika
From India, New Delhi
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Hi Bhawana,
Could you please tell me in detail about your friend? What is his present profile, and what type of job is he looking for? It would be even better if you forwarded his resume to my email at
.
Regards,
Monika
From India, New Delhi
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Could you please tell me in detail about your friend? What is his present profile, and what type of job is he looking for? It would be even better if you forwarded his resume to my email at
Regards,
Monika
From India, New Delhi
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Hi Prativa,
Thank you for your suggestion. However, Prativa, if you truly understand my problem, it will not be solved by this. Because what you have told me is basically not the function of HR. This is related to marketing people somewhat. It won't be possible for HR.
But if we consider that new ideas are always good, creative, and beneficial, I am really thankful for your suggestion.
Regards, Monika
From India, New Delhi
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Thank you for your suggestion. However, Prativa, if you truly understand my problem, it will not be solved by this. Because what you have told me is basically not the function of HR. This is related to marketing people somewhat. It won't be possible for HR.
But if we consider that new ideas are always good, creative, and beneficial, I am really thankful for your suggestion.
Regards, Monika
From India, New Delhi
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Dear Manoj,
Firstly, thank you for your valuable suggestion. However, I would like to say something. It's not entirely true that when we join a new company, we have to start from zero. By that time, we will be assumed as experienced employees, not as freshers. Therefore, I believe that we will receive an equally positive response as other employees.
I hope I am correct, or maybe not.
Regards,
Monika
From India, New Delhi
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Firstly, thank you for your valuable suggestion. However, I would like to say something. It's not entirely true that when we join a new company, we have to start from zero. By that time, we will be assumed as experienced employees, not as freshers. Therefore, I believe that we will receive an equally positive response as other employees.
I hope I am correct, or maybe not.
Regards,
Monika
From India, New Delhi
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Hi Monika,
I understand your predicament; it is something very common in our country, where most companies are still in the unstructured sector. However, being in HR, it is part of our responsibilities to ensure that the environment of our company is molded into a professional one.
I can give my own example. My present company had no HR functions when I started about a year and a half back, but now, with support from management, we have structured HR functions as well as a highly professional work environment.
I would suggest that you stick to your present company if you find the work environment good. Make your best efforts to guide them towards a professional working style. This approach will help you learn many new things and contribute greatly to your personal growth.
Please feel free to contact me at gaurang@hexpress.net if you need any ideas or help.
Regards,
Gaurang
From India, Mumbai
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I understand your predicament; it is something very common in our country, where most companies are still in the unstructured sector. However, being in HR, it is part of our responsibilities to ensure that the environment of our company is molded into a professional one.
I can give my own example. My present company had no HR functions when I started about a year and a half back, but now, with support from management, we have structured HR functions as well as a highly professional work environment.
I would suggest that you stick to your present company if you find the work environment good. Make your best efforts to guide them towards a professional working style. This approach will help you learn many new things and contribute greatly to your personal growth.
Please feel free to contact me at gaurang@hexpress.net if you need any ideas or help.
Regards,
Gaurang
From India, Mumbai
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Hi Guys,
I have recently joined this community and have liked the views presented by all. I would like to suggest that all of us almost face the same problem being in HR. I'm working in Dubai as an HR Officer but in my company HR is hardly given any sort of importance. The management itself feels HR is here only to make appointment letters, contracts, payrolls, and force people in some way or the other to do acts which are not acceptable.
Anyways, I have been in my company for the last 5 years but have not really liked many things. Now, as I have completed my MBA, I feel confident in myself and am planning to switch over to another company. I would advise you also to move on if you are not satisfied with your current profile, as staying on for more would demoralize you and might make you lose your confidence level.
See ya,
Bye
Sayara
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I have recently joined this community and have liked the views presented by all. I would like to suggest that all of us almost face the same problem being in HR. I'm working in Dubai as an HR Officer but in my company HR is hardly given any sort of importance. The management itself feels HR is here only to make appointment letters, contracts, payrolls, and force people in some way or the other to do acts which are not acceptable.
Anyways, I have been in my company for the last 5 years but have not really liked many things. Now, as I have completed my MBA, I feel confident in myself and am planning to switch over to another company. I would advise you also to move on if you are not satisfied with your current profile, as staying on for more would demoralize you and might make you lose your confidence level.
See ya,
Bye
Sayara
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Hi, I am also in the same situation. Here HR has no power; we are being considered just as office executives. I don't know why there is such bad treatment with HR. With 1.6 years of experience in HR, I think that I should not change jobs and should not hop so frequently. But here, in fact, the salary is also not increasing. Everybody is their boss over here. I know everybody is dissatisfied, and everyone is looking for a change.
From India, New Delhi
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From India, New Delhi
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Hi Sayara,
It's very nice to see a reply from a Dubai-based guy. However, I think changing companies would not be a permanent solution for an HR person. At the moment, I have diverted my mind and really want to make changes within the company through my efforts. I hope I will be successful. I am truly thankful to everyone who has given me their valuable replies.
Regards,
Monika
From India, New Delhi
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It's very nice to see a reply from a Dubai-based guy. However, I think changing companies would not be a permanent solution for an HR person. At the moment, I have diverted my mind and really want to make changes within the company through my efforts. I hope I will be successful. I am truly thankful to everyone who has given me their valuable replies.
Regards,
Monika
From India, New Delhi
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Hi, this is Urvi from Ahmedabad. I've been born and brought up in Muscat. Now, I am pursuing my MBA in HR from Gujarat University. I am planning to come to Dubai for a job. Could you please suggest companies with good opportunities in HR? Thank you. Bye.
From India, Mumbai
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From India, Mumbai
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Hi all,
Yesterday, I was going through the site and found that somebody had posted a Hewitt survey result which is very logical. It states that in management perception, "Pulled" programs, and not "Pushed" programs, have value.
This means that programs where the management seeks help—such as in fast recruitment for a project, innovative retention, or areas where the management can attach financial value—will be sought after, rather than HR-pushed programs like picnics or job descriptions.
As Monika mentioned that her employer is good at making money, she should identify areas where her employer feels there is a bottleneck in making more money. If she and her HR Manager can deliver results in those areas, they will become highly sought after.
The survey also mentioned that HR professionals often do not understand the business and receive irrelevant CVs.
Personally, I believe that HR is the only department that has an overview of the entire organization. If we can understand the business and its environment, and demonstrate the financial value of our work, it would benefit the entire fraternity.
Cheers,
Sandeep
From India, New Delhi
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Yesterday, I was going through the site and found that somebody had posted a Hewitt survey result which is very logical. It states that in management perception, "Pulled" programs, and not "Pushed" programs, have value.
This means that programs where the management seeks help—such as in fast recruitment for a project, innovative retention, or areas where the management can attach financial value—will be sought after, rather than HR-pushed programs like picnics or job descriptions.
As Monika mentioned that her employer is good at making money, she should identify areas where her employer feels there is a bottleneck in making more money. If she and her HR Manager can deliver results in those areas, they will become highly sought after.
The survey also mentioned that HR professionals often do not understand the business and receive irrelevant CVs.
Personally, I believe that HR is the only department that has an overview of the entire organization. If we can understand the business and its environment, and demonstrate the financial value of our work, it would benefit the entire fraternity.
Cheers,
Sandeep
From India, New Delhi
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