Hello..!! I wanted to know the barriers while planning for HR..Please help me out... Looking forward for a quick reply.. Thank U in advance :D
From Pakistan, Peshawar
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From Pakistan, Peshawar
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Barriers to HR Planning
* CEO's Perception of Human Resources in the Overall Context of Business.
CEO's treat their businesses as portfolios of assets to be bought and sold in an effort to find the right competitive niche, and downsizing and outsourcing in a risky attempt to shrink or transact their way to profit.
CEO's In attempts to minimize labor costs, they also do a myriad of other things that weaken or destroy their organizational human resources.
CEO's Too Emphasis on Share Market Prices and Not the Actual Performance Results, Which Demeans the Human Resources.
Lack of Continual Selective Hiring Based on Merits.
Lack of Extensive Training of Human Resources.
Lack of Employee Security.
Lack of Sufficient Decentralization in the Organization.
Compensation not linked to organizational performance.
Lack of Availability of Quantity/Quality Information in the Organization.
Lack of Investment in Employees, with such likes of [time/training/facilities/careers/etc., etc.].
Lack of People Involvement/Commitment.
Lack of Sufficient Delegation in the Organization - Responsibilities/Accountabilities.
Lack of Innovations at the Workplace.
Lack of Contingent Compensation.
Regards,
LEO LINGHAM
From India, Mumbai
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270* CEO's Perception of Human Resources in the Overall Context of Business.
CEO's treat their businesses as portfolios of assets to be bought and sold in an effort to find the right competitive niche, and downsizing and outsourcing in a risky attempt to shrink or transact their way to profit.
CEO's In attempts to minimize labor costs, they also do a myriad of other things that weaken or destroy their organizational human resources.
CEO's Too Emphasis on Share Market Prices and Not the Actual Performance Results, Which Demeans the Human Resources.
Lack of Continual Selective Hiring Based on Merits.
Lack of Extensive Training of Human Resources.
Lack of Employee Security.
Lack of Sufficient Decentralization in the Organization.
Compensation not linked to organizational performance.
Lack of Availability of Quantity/Quality Information in the Organization.
Lack of Investment in Employees, with such likes of [time/training/facilities/careers/etc., etc.].
Lack of People Involvement/Commitment.
Lack of Sufficient Delegation in the Organization - Responsibilities/Accountabilities.
Lack of Innovations at the Workplace.
Lack of Contingent Compensation.
Regards,
LEO LINGHAM
From India, Mumbai
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Dear All,
I have been employed in a newly International University as a Human Resources Officer. This Institution is only 2 years old. One of the problems I have found here is that "when we are making employment adverts for various positions in our Institution, a very small number of applicants usually apply. Not only that, but also the citizens of the country do not apply at all." So, what should I do to attract a large number of applicants? Please, I need the HR society to help me with this. I would greatly appreciate it.
Regards,
Joseph
Please, CHUM, I would greatly appreciate it if you could contribute something.
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I have been employed in a newly International University as a Human Resources Officer. This Institution is only 2 years old. One of the problems I have found here is that "when we are making employment adverts for various positions in our Institution, a very small number of applicants usually apply. Not only that, but also the citizens of the country do not apply at all." So, what should I do to attract a large number of applicants? Please, I need the HR society to help me with this. I would greatly appreciate it.
Regards,
Joseph
Please, CHUM, I would greatly appreciate it if you could contribute something.
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