Dear HR professionals,
If HR person do not have technical knowledge about manufacturing, process, procedure,etc., how is it possible to hire candidates to technical works like mech works, electrical works, instrumentation works, civil works, etc. and also how is it possible to give the trainings to employees.
Kindly clarify above things
Thanks with Regards
T.Thirumurugan
From India, Hyderabad
32If HR person do not have technical knowledge about manufacturing, process, procedure,etc., how is it possible to hire candidates to technical works like mech works, electrical works, instrumentation works, civil works, etc. and also how is it possible to give the trainings to employees.
Kindly clarify above things
Thanks with Regards
T.Thirumurugan
From India, Hyderabad
Dear Thirumurugan,
If HR professional does not have knowledge of the manufacturing processes then basics of the processes can be learnt by involving with the staff on shop floor. HR can very well attend the morning briefing. HR can very well attend meetings where quality related or safety related issues are discussed. Above all, HR can very well read the books on operations management and production management.
Please note that persons working in other departments may know only about their departments but HR needs to have knowledge across the board.
As far as training is concerned, HR can find out what are the quality issues, whether excess scrap generated etc. Based on this, the training programmes can be designed. Objective of the training is to reduce the costs. Therefore, HR can conduct the training programmes to reduce the following costs:
a) Inventory carrying cost of the raw materials
b) Cost of WIP inventory
c) Inventory carrying cost of the finished goods
d) Distribution cost to distribute the finished goods to the wholesalers and retailers (if applicable)
e) Rejection cost
f) Cost of stock out
g) Capacity costs
h) Set up costs
i) Inspection cost
j) Rework cost
HR can very well study the significance of the causes of the above costs and organise the training programmes accordingly. The training effectiveness will be cost before the training and cost after the training.
Thanks,
Dinesh Divekar
From India, Bangalore
If HR professional does not have knowledge of the manufacturing processes then basics of the processes can be learnt by involving with the staff on shop floor. HR can very well attend the morning briefing. HR can very well attend meetings where quality related or safety related issues are discussed. Above all, HR can very well read the books on operations management and production management.
Please note that persons working in other departments may know only about their departments but HR needs to have knowledge across the board.
As far as training is concerned, HR can find out what are the quality issues, whether excess scrap generated etc. Based on this, the training programmes can be designed. Objective of the training is to reduce the costs. Therefore, HR can conduct the training programmes to reduce the following costs:
a) Inventory carrying cost of the raw materials
b) Cost of WIP inventory
c) Inventory carrying cost of the finished goods
d) Distribution cost to distribute the finished goods to the wholesalers and retailers (if applicable)
e) Rejection cost
f) Cost of stock out
g) Capacity costs
h) Set up costs
i) Inspection cost
j) Rework cost
HR can very well study the significance of the causes of the above costs and organise the training programmes accordingly. The training effectiveness will be cost before the training and cost after the training.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Thirumurugan,
HR people are not supposed to have technical knowledge. Selection of technical hands cannot also be made single-handedly only by HR people. At the time of selection HR has to associate one or two senior technical experts, may be in the shape of a selection committee to make selection of right persons for the right jobs.Other HR related issues have to be looked after by the HR personnel.
From India, Delhi
HR people are not supposed to have technical knowledge. Selection of technical hands cannot also be made single-handedly only by HR people. At the time of selection HR has to associate one or two senior technical experts, may be in the shape of a selection committee to make selection of right persons for the right jobs.Other HR related issues have to be looked after by the HR personnel.
From India, Delhi
Hr Person/ Managers are managing the human resources and formulating Hr Policies and following guidelines related to human resource requirement.There are set policies, procedures and process that needs to be in place.These policies/procedures/ processes define how Human resource is procures/trained/ groomed/sustained and made to suit the specific need for the company.It therefore involves structured inputs from all departments tech and non tech/managerial for inducting the employees of specific talent/experience/ education etc.Therefore for hiring it is not mandatory that HR should have tech Knowledge or any other specif skill.What is however expected from the Hr managers is to hire right candidates for right jobs.
Here it is important to say that HR Manager himself is not alone on the process,All Have to contribute towards getting right team members and employees on board for the betterment of the company.That is why it is said Team work is paramount of success in any business.
From India, Vadodara
Here it is important to say that HR Manager himself is not alone on the process,All Have to contribute towards getting right team members and employees on board for the betterment of the company.That is why it is said Team work is paramount of success in any business.
From India, Vadodara
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