Dear All HR Professionals,
Please go through the attached article published in the Times of India "Times Business" section dated 14th Aug 07. Based on the survey results, it shows that the HR department is the worst performer in any organization, which never delivers results as per expectations.
After reading this, I was a little disappointed because we know that to implement any welfare policy or any other policy that is in favor of or for the well-being of the employees, how many times we need to give explanations to management and how many times management uses HR people as a punching cushion when they deal with employees on any sensitive issue.
I need your views... Is this a true picture? If we are not working up to the mark, then who is responsible for that? If we always worry about the motivation factor of engineers, executives, and managers, then what about the booster doses we require to get motivated and whether we receive that on time?
We are always busy with the training requirements and arrangements of advanced skill workshops for our employees. Has anybody ever thought that even we need training to manage the work more efficiently and effectively and with a new zeal?
Tell me under what conditions recruiters work... Out of a hundred, 78% of recruiters are suffering from high BP, acidity, and migraine problems.
Please share your views.
Regards,
Mona
From India, Mumbai
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8Please go through the attached article published in the Times of India "Times Business" section dated 14th Aug 07. Based on the survey results, it shows that the HR department is the worst performer in any organization, which never delivers results as per expectations.
After reading this, I was a little disappointed because we know that to implement any welfare policy or any other policy that is in favor of or for the well-being of the employees, how many times we need to give explanations to management and how many times management uses HR people as a punching cushion when they deal with employees on any sensitive issue.
I need your views... Is this a true picture? If we are not working up to the mark, then who is responsible for that? If we always worry about the motivation factor of engineers, executives, and managers, then what about the booster doses we require to get motivated and whether we receive that on time?
We are always busy with the training requirements and arrangements of advanced skill workshops for our employees. Has anybody ever thought that even we need training to manage the work more efficiently and effectively and with a new zeal?
Tell me under what conditions recruiters work... Out of a hundred, 78% of recruiters are suffering from high BP, acidity, and migraine problems.
Please share your views.
Regards,
Mona
From India, Mumbai
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Hi,
This is worth thinking about. HR, as a management discipline, has failed to highlight its achievements. Other peers like Marketing/Finance fare well for one reason. The reason is their performance speaks in NUMBERS. While the HR department's performance does not speak in NUMBERS. This is the single most reason why the HR department is not getting the recognition it deserves among peer departments. The HR department should speak in NUMBERS for its performance. "What can be measured can be improved."
Let's discuss...
Keep Learning, Prasanth
www.nnair.8m.com
From United Arab Emirates, Dubai
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This is worth thinking about. HR, as a management discipline, has failed to highlight its achievements. Other peers like Marketing/Finance fare well for one reason. The reason is their performance speaks in NUMBERS. While the HR department's performance does not speak in NUMBERS. This is the single most reason why the HR department is not getting the recognition it deserves among peer departments. The HR department should speak in NUMBERS for its performance. "What can be measured can be improved."
Let's discuss...
Keep Learning, Prasanth
www.nnair.8m.com
From United Arab Emirates, Dubai
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Hi,
It is very true that HR personnel generally receive poor ratings or less importance compared to other departments, mainly because their work cannot be easily measured. If everything is going well, industrial relations are good, and the company is achieving its targets, no one feels that the HR department has contributed as much as the other departments do.
This is an important topic for a free and frank exchange of ideas. I think we will be doing a good service to the HR profession.
Cyril
From India, Nagpur
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It is very true that HR personnel generally receive poor ratings or less importance compared to other departments, mainly because their work cannot be easily measured. If everything is going well, industrial relations are good, and the company is achieving its targets, no one feels that the HR department has contributed as much as the other departments do.
This is an important topic for a free and frank exchange of ideas. I think we will be doing a good service to the HR profession.
Cyril
From India, Nagpur
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Hi,
This article, as you can see, has been mainly focused on the manufacturing, construction, and financial industries. If the IT industry were involved, we would have had a different scenario because attrition factors have made HR practices more significant and, therefore, more commendable in the IT industry.
In the mentioned industries, centralization of processes is very high, resulting in HR personnel being almost entirely excluded from the process. This is why we score lower on performance measurement, knowledge capture, and transfer.
In cases where the financial budget is constrained as per the company's policy, the rewards and recognition policy suffers. This is evident in most manufacturing industries.
So, everyone, just relax. Let them say whatever they want. When the attrition rate increases in their industry, they will turn to us. So, until then, work in challenging areas, learn, and excel. We know our worth.
From India, Bangalore
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This article, as you can see, has been mainly focused on the manufacturing, construction, and financial industries. If the IT industry were involved, we would have had a different scenario because attrition factors have made HR practices more significant and, therefore, more commendable in the IT industry.
In the mentioned industries, centralization of processes is very high, resulting in HR personnel being almost entirely excluded from the process. This is why we score lower on performance measurement, knowledge capture, and transfer.
In cases where the financial budget is constrained as per the company's policy, the rewards and recognition policy suffers. This is evident in most manufacturing industries.
So, everyone, just relax. Let them say whatever they want. When the attrition rate increases in their industry, they will turn to us. So, until then, work in challenging areas, learn, and excel. We know our worth.
From India, Bangalore
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