Hi Peter,
A good question to consider. HR is a subject that is not just conceptual or calculation-based; it is a combination of both. In marketing, if you use some strategy, you may get good results from that strategy, even if it is not solely due to that strategy; there may be other reasons that can contribute. In HR, there are not many external effects, so strategies must be spot on. Two people who can destroy the company are the CEO or HR person. Therefore, HR is one of the important internal factors that will help in growth. If internal growth is present, then external growth is possible for marketing and finance.
It is not easy to understand people and get the best out of them; it is a very difficult job.
HR is a subject that has to focus on multifaceted goals and objectives. It has to be taken care of well.
There are many more thoughts about HR. If you want, I can continue further on HR.
From India, Vadodara
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5A good question to consider. HR is a subject that is not just conceptual or calculation-based; it is a combination of both. In marketing, if you use some strategy, you may get good results from that strategy, even if it is not solely due to that strategy; there may be other reasons that can contribute. In HR, there are not many external effects, so strategies must be spot on. Two people who can destroy the company are the CEO or HR person. Therefore, HR is one of the important internal factors that will help in growth. If internal growth is present, then external growth is possible for marketing and finance.
It is not easy to understand people and get the best out of them; it is a very difficult job.
HR is a subject that has to focus on multifaceted goals and objectives. It has to be taken care of well.
There are many more thoughts about HR. If you want, I can continue further on HR.
From India, Vadodara
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In history, there was the pre-Stone Age, the early Stone Age (using stones as they were found), the late Stone Age (working the stones into having good cutting edges, etc.), the Bronze Age, the Iron Age, the Steel Age, the Age of Space Exploration, and now we are in the dawn of the Age of Information Technology.
And what are the most important resources of all these ages? Of course, the people. It is since the Steel Age that mass production and the management of people came into existence. In this period, we have witnessed very rapid growth, both in terms of the economy and technology. Therefore, HR has proven itself. Is any further explanation required to understand the importance of Human Resources?
From India, Ahmadabad
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And what are the most important resources of all these ages? Of course, the people. It is since the Steel Age that mass production and the management of people came into existence. In this period, we have witnessed very rapid growth, both in terms of the economy and technology. Therefore, HR has proven itself. Is any further explanation required to understand the importance of Human Resources?
From India, Ahmadabad
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What goes around comes around...
People Practice has evolved from Welfare to Personnel management to HRM to HCM.
Is changing the name of the practice a defining change?
My take (just stating the obvious) - Human Resource Management is used to encompass many different areas of HR including HCM, Personnel Management, Talent management, Development.
The names do not give a facelift. HRM is sufficient. What HR will deliver to the organization and how it conducts itself will give the facelift.
HR in the Board of the organization/executive management will give the facelift.
On average, 40% of the organization's cost is people cost - HR taking ownership of this spend and making a conscious effort on innovative processes will give it a facelift.
WHAT YOU SEE IS WHAT YOU GET
How HR projects itself to employees, Management, and executive board will give it a facelift. HR can be transactional and a paper-pushing job. HR can also be a strategic and Adrenalin-pumping career.
Do you have metrics to present to the board on a daily basis? What is your cost to hire today?
Send reminders to employees who have not put in their appraisal in one click.
What % of appraisals is at the self-appraisal stage and what at the manager's appraisal stage.
How much time do you spend on this?
On average, almost 60% of HR time goes in transactional activities. Does HR go about showing ROI on HR processes - the language spoken by the Finance department?
To me, the above gives the facelift and HRM is all-encompassing - Heart and Soul of the organization.
From India, Bangalore
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People Practice has evolved from Welfare to Personnel management to HRM to HCM.
Is changing the name of the practice a defining change?
My take (just stating the obvious) - Human Resource Management is used to encompass many different areas of HR including HCM, Personnel Management, Talent management, Development.
The names do not give a facelift. HRM is sufficient. What HR will deliver to the organization and how it conducts itself will give the facelift.
HR in the Board of the organization/executive management will give the facelift.
On average, 40% of the organization's cost is people cost - HR taking ownership of this spend and making a conscious effort on innovative processes will give it a facelift.
WHAT YOU SEE IS WHAT YOU GET
How HR projects itself to employees, Management, and executive board will give it a facelift. HR can be transactional and a paper-pushing job. HR can also be a strategic and Adrenalin-pumping career.
Do you have metrics to present to the board on a daily basis? What is your cost to hire today?
Send reminders to employees who have not put in their appraisal in one click.
What % of appraisals is at the self-appraisal stage and what at the manager's appraisal stage.
How much time do you spend on this?
On average, almost 60% of HR time goes in transactional activities. Does HR go about showing ROI on HR processes - the language spoken by the Finance department?
To me, the above gives the facelift and HRM is all-encompassing - Heart and Soul of the organization.
From India, Bangalore
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HR professionals are not. Well, too bad. Sometimes we have to put up with complaints and being criticized by the staff of the organization. Well, we are not boring. We do not just serve internal customers (which are staff) and do routine work, but we also deal with external clients such as agencies, etc. So I reckon your comment is totally not true for HR and its people. 8)
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Hi managehr, what is HCM?
Oh Sreenivasan, you definitely know more about HR than me, so chill about that.
Hey Ajmal, that's a real nice way to show the importance of human resources. I'll remember that. Hope I don't mix up the ages. 🙈
From India, Mumbai
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Oh Sreenivasan, you definitely know more about HR than me, so chill about that.
Hey Ajmal, that's a real nice way to show the importance of human resources. I'll remember that. Hope I don't mix up the ages. 🙈
From India, Mumbai
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HR people are not boring!! we rock! we understand ppl, encourage ppl, pick the right people, create a excellent work environment thats the back bone of any organization
From United States, Oxford
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From United States, Oxford
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Well... The best thing about HR? It surely depends on the person. An engineer can talk about the best thing about engineering, as can a marketing professional. According to me, the best thing about HR is that a company will not function effectively without an outstanding HR department. A business can have great technical expertise and excellent marketing channels, but what would a business do if there are no skilled people? What would a business do if people kept leaving the company, and how would the business perform if employees are not happy? It's all about people.
Another great aspect is that when you deal with so many people (who are illogical, unlike computers), you learn about yourself, you earn tolerance, and you enhance your people skills.
From India, Mumbai
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Another great aspect is that when you deal with so many people (who are illogical, unlike computers), you learn about yourself, you earn tolerance, and you enhance your people skills.
From India, Mumbai
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that was so true and inspiring! how did u guys get started in HR? did u take a HR major in college?
From United States, Oxford
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From United States, Oxford
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Hi Peter,
Would like to hear from you now. What's so good about HR? What do you do, by the way? I know I read your post earlier, but what do you think is good about HR apart from that?
Thanks, Sankalp.
Hi Angel, nicely said.
From India, Mumbai
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Would like to hear from you now. What's so good about HR? What do you do, by the way? I know I read your post earlier, but what do you think is good about HR apart from that?
Thanks, Sankalp.
Hi Angel, nicely said.
From India, Mumbai
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Well, I am a student taking HR in college. I also have a degree in psychology. I think HR is a great place to put that degree into use! I'm still very young in this field, like a little fetus.
From United States, Oxford
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From United States, Oxford
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Good or not so good...the value of HR is how well they help the organization achieve its business goals through effective people management.
One of the things that makes HR interesting from my point of view is trying to find that balance between organizational achievement and advocacy for employees. Once HR loses sight of its role in advocacy, the organization is in danger of becoming manipulative and exploitative. Sadly, this happens all too often.
From Australia, Ballarat
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One of the things that makes HR interesting from my point of view is trying to find that balance between organizational achievement and advocacy for employees. Once HR loses sight of its role in advocacy, the organization is in danger of becoming manipulative and exploitative. Sadly, this happens all too often.
From Australia, Ballarat
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By that standard, I have not even born.... I have had not even one lecture in HR till date... :shock:
From India, Ahmadabad
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From India, Ahmadabad
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Well, everything is okay, but my problem is I've been in my company for the past 1 year. Not only me, but the whole HR Department (HR manager and I) are new to the company. So, everybody is thinking that HR doesn't have any work at all. Even if we do have work, they believe that it can be done by anybody else. This is their actual attitude. I don't know how to deal with it; they are just insulting us in front of anybody, saying that we are simply sitting idle.
Please suggest how to deal with this kind of people.
From India, Madras
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Please suggest how to deal with this kind of people.
From India, Madras
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That's sad. Can I be a little childish and rebellious and suggest something? Go on a holiday for a month, including your HR manager. It will be fun, and they will learn your worth. Try it out seriously. I would talk to my boss and see what he has to say about my idea. If my boss agrees, then adios for a month. If you really think it's not feasible, remember: to not be criticized, do nothing and be nothing. I know it's not easy, but smile and be good to others. You know there is this idea - smile at a stranger. There are very rare chances of him smiling back. Next time you see the stranger, smile again. Again, rare chances of him smiling. This might take some time, but the stranger is going to smile back sooner or later. If because of nothing, he might think you're silly for smiling at him for a month and may give you a wry smile back. But he will smile. Trust me on this. I'm here for you.
From India, Mumbai
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From India, Mumbai
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Hi Devi,
Almost every person joining a new company faces a similar problem, especially when the position is new in the company and the higher-ups have not clearly defined the working criteria.
Furthermore, there are certain groups (they call themselves core groups) that want to show they are superior to others and are willing to go to any extent to prove that. However, remain positive. No company would spend money on a department or employee it does not see as necessary or one that is not providing sufficient output.
Your aim should be to handle your responsibilities efficiently, and employee relations are one of those responsibilities.
Try organizing outbound training for "Team Building." This will help in bonding together with each other and show employees that it takes a team to finish tasks on time and with efficiency.
From India, Ahmadabad
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Almost every person joining a new company faces a similar problem, especially when the position is new in the company and the higher-ups have not clearly defined the working criteria.
Furthermore, there are certain groups (they call themselves core groups) that want to show they are superior to others and are willing to go to any extent to prove that. However, remain positive. No company would spend money on a department or employee it does not see as necessary or one that is not providing sufficient output.
Your aim should be to handle your responsibilities efficiently, and employee relations are one of those responsibilities.
Try organizing outbound training for "Team Building." This will help in bonding together with each other and show employees that it takes a team to finish tasks on time and with efficiency.
From India, Ahmadabad
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HR Manual (Employee Hand Book).doc