There are numerous books on challenges faced in HR functions in an organization, but not on the problems faced by HR practitioners in a firm. What are all the problems they face with respect to career growth, training they receive, and salaries, etc.?
From Saudi Arabia, Riyadh
Acknowledge(0)
Amend(0)
2From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
Dear Spv88,
From an HR point of view, I do not see any difference if you talk about an "Organization" or a 'Firm'. There could be instances when the above two usages can be overlapping. To put it simply, humans and their behaviors could easily be standardized by common theories irrespective of the nature of a company set up.
V. Raghunathan
From India
Acknowledge(1)
Amend(0)
From an HR point of view, I do not see any difference if you talk about an "Organization" or a 'Firm'. There could be instances when the above two usages can be overlapping. To put it simply, humans and their behaviors could easily be standardized by common theories irrespective of the nature of a company set up.
V. Raghunathan
From India
Acknowledge(1)Amend(0)
Thank you for the reply, Mr. Raghunathan. But, please allow me to frame my query a little differently. Could you please give me:
1) Top 3 challenges/Key Responsibility Areas (KRAs) of HR function at your firm.
2) Top 3 priorities (HR function) of your own with respect to your career/functioning/interaction in your firm.
From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
1) Top 3 challenges/Key Responsibility Areas (KRAs) of HR function at your firm.
2) Top 3 priorities (HR function) of your own with respect to your career/functioning/interaction in your firm.
From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
Hi Spv88,
I can answer your first query. The three KRAs could be:
1. Recruitment
2. Training
3. Employee Satisfaction
Goals have to be created in each, suiting the company's needs. I am not answering your second question as I am not in active service, having retired after attaining 60 years of age three years ago. Presently, I am a Process Consultant and also a Soft Skill trainer.
V. Raghunathan
From India
Acknowledge(3)
Amend(0)
I can answer your first query. The three KRAs could be:
1. Recruitment
2. Training
3. Employee Satisfaction
Goals have to be created in each, suiting the company's needs. I am not answering your second question as I am not in active service, having retired after attaining 60 years of age three years ago. Presently, I am a Process Consultant and also a Soft Skill trainer.
V. Raghunathan
From India
Acknowledge(3)Amend(0)
I definitely get your point Mr. Sundaram. But, since you work in the same field, I was wondering if there are anything specific points you would like to provide me wrt my queries please?
From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
While I appreciate the post and discussions herein, I would like to answer the second part of the question. Every organization and HR, in turn, have concerns about:
Organizational Commitment Issues
Employee Satisfaction Issues
Talent Management Issues
HR managers are expected to address issues of such nature while aligning the company's objectives, keeping in mind the proportional growth of employees. To achieve all these, managers engage in training exercises, the formation of KPIs and KRAs, processes, and procedures, along with legal bindings.
Having said this, I personally feel that understanding human behavior, coupled with the required qualifications and experience, makes a true HR manager who can take the reins of an organization in their hands and turn it into a brand. HR professionals do not drive the company, but they drive the people who drive it.
Regards
From India, Vadodara
Acknowledge(3)
Amend(0)
Organizational Commitment Issues
Employee Satisfaction Issues
Talent Management Issues
HR managers are expected to address issues of such nature while aligning the company's objectives, keeping in mind the proportional growth of employees. To achieve all these, managers engage in training exercises, the formation of KPIs and KRAs, processes, and procedures, along with legal bindings.
Having said this, I personally feel that understanding human behavior, coupled with the required qualifications and experience, makes a true HR manager who can take the reins of an organization in their hands and turn it into a brand. HR professionals do not drive the company, but they drive the people who drive it.
Regards
From India, Vadodara
Acknowledge(3)Amend(0)
In line with the answers given by Mr. Raghunathan, while I appreciate the post and discussions herein, I would like to answer the second part of the question. Every organization and the HR department, in turn, has concerns about:
A) Organizational commitment issues
B) Employee satisfaction issues
C) Talent management issues.
HR managers are expected to address issues of such nature by aligning the company's objectives, keeping in mind the proportional growth of employees. To achieve all these, managers conduct training exercises, establish KPIs and KRAs, and implement processes and procedures, along with ensuring legal compliance. Having said this, I personally feel that understanding human behavior, coupled with the required qualifications and experience, makes a true HR manager who can take the reins of an organization in their hands and build it into a brand. HR professionals do not drive the company, but they drive the people who drive it.
From India, Vadodara
Acknowledge(0)Amend(0)
A) Organizational commitment issues
B) Employee satisfaction issues
C) Talent management issues.
HR managers are expected to address issues of such nature by aligning the company's objectives, keeping in mind the proportional growth of employees. To achieve all these, managers conduct training exercises, establish KPIs and KRAs, and implement processes and procedures, along with ensuring legal compliance. Having said this, I personally feel that understanding human behavior, coupled with the required qualifications and experience, makes a true HR manager who can take the reins of an organization in their hands and build it into a brand. HR professionals do not drive the company, but they drive the people who drive it.
From India, Vadodara
Acknowledge(0)Amend(0)
Challenges Faced by HR Practitioners
I believe the challenges that an HR practitioner usually faces are:
1. Going beyond the typical label of an admin support role and becoming an active business contributor.
2. Gaining acceptance as a business partner on par with Sales, Marketing, Finance, or Operations.
3. Being able to quantify the various Key Result Areas (KRAs) of the HR department. Apart from recruitment, training man-days, and compensation and benefits activities, measuring the effectiveness of HR can be challenging.
Our senior, more experienced members will likely be able to articulate these challenges more effectively, but this is my perspective on the matter.
Regards, Vineeta
From India, Mumbai
Acknowledge(2)Amend(0)
I believe the challenges that an HR practitioner usually faces are:
1. Going beyond the typical label of an admin support role and becoming an active business contributor.
2. Gaining acceptance as a business partner on par with Sales, Marketing, Finance, or Operations.
3. Being able to quantify the various Key Result Areas (KRAs) of the HR department. Apart from recruitment, training man-days, and compensation and benefits activities, measuring the effectiveness of HR can be challenging.
Our senior, more experienced members will likely be able to articulate these challenges more effectively, but this is my perspective on the matter.
Regards, Vineeta
From India, Mumbai
Acknowledge(2)Amend(0)
Understanding the R2R HR Process
HR is a vast canvas, a broad spectrum. I call my outfit R2R HR because HR or IR starts with Recruitment and ends with Retirement, i.e., R2R for you! This R2R process involves problems and situations requiring quick remedies and fire-fighting, depending on the nature of the business, location, workforce composition, their attitudes, and the attitude of the owner or management.
For instance, the problems faced by HR/IR departments in a chemical manufacturing facility in a remote corner of Gujarat may vary from those in a coal mining company located somewhere in Jharkhand. HR issues in an IT company or a BPO located in Gurgaon, comprising well-educated, technical engineers, may vastly differ from another similar company with more customer interaction located in Pune.
The Importance of Specific Queries
Why am I saying all this? Let your query be selective, subjective, and specific to a particular industry! This will enable us to respond more specifically instead of providing general, generic issues and solutions.
Best wishes
From India, Bengaluru
Acknowledge(3)Amend(0)
HR is a vast canvas, a broad spectrum. I call my outfit R2R HR because HR or IR starts with Recruitment and ends with Retirement, i.e., R2R for you! This R2R process involves problems and situations requiring quick remedies and fire-fighting, depending on the nature of the business, location, workforce composition, their attitudes, and the attitude of the owner or management.
For instance, the problems faced by HR/IR departments in a chemical manufacturing facility in a remote corner of Gujarat may vary from those in a coal mining company located somewhere in Jharkhand. HR issues in an IT company or a BPO located in Gurgaon, comprising well-educated, technical engineers, may vastly differ from another similar company with more customer interaction located in Pune.
The Importance of Specific Queries
Why am I saying all this? Let your query be selective, subjective, and specific to a particular industry! This will enable us to respond more specifically instead of providing general, generic issues and solutions.
Best wishes
From India, Bengaluru
Acknowledge(3)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR Challenges.doc