Hi Jeroo,
Thanks for the detailed ana;ysis I do agree with you that the Reason's for trunover & their ananlysis need to be paid musch attention & then the effective measures tp take care of the situation...
However I am currently stuck at a crucial point as unless I fill the position currently in hand I wont be able to brand HR in my orgainsation I hope you undersatnd what I mean.
Thanks for shairing your thoughts with me...
Warm Reagrds
Geeti
From India, Bangalore
Thanks for the detailed ana;ysis I do agree with you that the Reason's for trunover & their ananlysis need to be paid musch attention & then the effective measures tp take care of the situation...
However I am currently stuck at a crucial point as unless I fill the position currently in hand I wont be able to brand HR in my orgainsation I hope you undersatnd what I mean.
Thanks for shairing your thoughts with me...
Warm Reagrds
Geeti
From India, Bangalore
Hi Santosh,
Thanks for replying.. Well you are not at all wrong I am in full agreement with you that there is a lot lot more to an HR than just Recruitment, thats the reason why I posted this meassge initally :D as I was & am still facing trouble on this front...
Thanks & Regards
Geeti
From India, Bangalore
Thanks for replying.. Well you are not at all wrong I am in full agreement with you that there is a lot lot more to an HR than just Recruitment, thats the reason why I posted this meassge initally :D as I was & am still facing trouble on this front...
Thanks & Regards
Geeti
From India, Bangalore
Dear Geeti,
GOOD topic for discussion, I would say.
To Start with...RECRUITMENT is said to be HEART of HR functions. As of I came to know, every HR proffessional SHOULD know recuritment proceedure because, "If you dont know how to recruit a right candidate for your organization, you would never be able to RETAIN him or her." This is what, I came to know.
Earlier, there were no such ATTRITION rates that the current HR is facing. Right from A++ Graded organizations to small and booming organizations, we have this problem being faced and recruitment already being an important function or HEART of HR has now got VERY GREAT importance due to may it be ATTRITION RATES or RAPID EXPANSION or reliance like companies entering retailing industry...if we go on....reaons are many. But, yes, most of the candidates that enters HR defenitely WILL come across the Phase you are in now and something I used to be in earlier :D . So, simply speaking, new guys entering HR would start with recruitments, but yes, If you are into employee relations part and recruitment part of HR, I think that it would provide an excellent PATH to ladder up in HR.
"Recruitment = Human Resource is the current Indutsry Trend?"
You will come across the above feeling...if you are with a branded organization where in which some specialists work ONLY on recruitments and rest of the HR functions are carried on by seperate set of people from HR department. But, as in small scale or medium scale, a person would defenitely get a chance to explore various other functions of HR along with recruitment. So, yes, recruitment is of growing importance now in any organization, but, NO, HR does not stand only for recruitments. The reason for these kind of feelings in some HR professionals is, due to growing importance of recruitments in an organization, MANAGEMENT is HIRING people only to RECRUIT. So, this step of management somehow or otherhow leads to this kind of feeling.
This is what...I think. Please suggest in case, If I am wrong.
Regards,
Kiran.
From Netherlands
18GOOD topic for discussion, I would say.
To Start with...RECRUITMENT is said to be HEART of HR functions. As of I came to know, every HR proffessional SHOULD know recuritment proceedure because, "If you dont know how to recruit a right candidate for your organization, you would never be able to RETAIN him or her." This is what, I came to know.
Earlier, there were no such ATTRITION rates that the current HR is facing. Right from A++ Graded organizations to small and booming organizations, we have this problem being faced and recruitment already being an important function or HEART of HR has now got VERY GREAT importance due to may it be ATTRITION RATES or RAPID EXPANSION or reliance like companies entering retailing industry...if we go on....reaons are many. But, yes, most of the candidates that enters HR defenitely WILL come across the Phase you are in now and something I used to be in earlier :D . So, simply speaking, new guys entering HR would start with recruitments, but yes, If you are into employee relations part and recruitment part of HR, I think that it would provide an excellent PATH to ladder up in HR.
"Recruitment = Human Resource is the current Indutsry Trend?"
You will come across the above feeling...if you are with a branded organization where in which some specialists work ONLY on recruitments and rest of the HR functions are carried on by seperate set of people from HR department. But, as in small scale or medium scale, a person would defenitely get a chance to explore various other functions of HR along with recruitment. So, yes, recruitment is of growing importance now in any organization, but, NO, HR does not stand only for recruitments. The reason for these kind of feelings in some HR professionals is, due to growing importance of recruitments in an organization, MANAGEMENT is HIRING people only to RECRUIT. So, this step of management somehow or otherhow leads to this kind of feeling.
This is what...I think. Please suggest in case, If I am wrong.
Regards,
Kiran.
From Netherlands
Hi,
In IT / ITES / Start up companies / Companies on vigorous expansion mode -
YES. recruitment is HR as HR spends most of the time in recruitment. Because, it is the need of the hour.
It is not the case in every company / every industry.
Jeeva.
From India, Bangalore
In IT / ITES / Start up companies / Companies on vigorous expansion mode -
YES. recruitment is HR as HR spends most of the time in recruitment. Because, it is the need of the hour.
It is not the case in every company / every industry.
Jeeva.
From India, Bangalore
Hi Jeeya,
What you said is very true that HR in the IT /ITES companies spend most of the time in recruitment and that is the reason these IT/ITES companies have maximum attrition.
If the companies shift their 30% emphasis on other functions, there will be much lesser problems.
Cheers
Archna
From India, Delhi
What you said is very true that HR in the IT /ITES companies spend most of the time in recruitment and that is the reason these IT/ITES companies have maximum attrition.
If the companies shift their 30% emphasis on other functions, there will be much lesser problems.
Cheers
Archna
From India, Delhi
Hi all...
Recruitment does not represent the whole HR function at all..
Yes , it may be one of the faces of HR Dept but certainly in no way sums up the plethora of activities carried by an HR...
Recruitment is a part of Staffing which is an aspect of Manpower Planning under HR .. So its a sub module..
Under Recruitment only .. latest trend to be seen is of outsourcing CV Validations .. Which saves a huge part of time & montery costs .. So that the HR dept of an Org can focus more on the strategic functions..
Dheeraj
From India, Calcutta
Recruitment does not represent the whole HR function at all..
Yes , it may be one of the faces of HR Dept but certainly in no way sums up the plethora of activities carried by an HR...
Recruitment is a part of Staffing which is an aspect of Manpower Planning under HR .. So its a sub module..
Under Recruitment only .. latest trend to be seen is of outsourcing CV Validations .. Which saves a huge part of time & montery costs .. So that the HR dept of an Org can focus more on the strategic functions..
Dheeraj
From India, Calcutta
Hi All,
Thanks for your reply....
Well Kiran as you said that Attrition & Retention are at an all time high now & thats what led to increased emphasis on recruitment & outdid its initial importance as an HR function; However I feel that here what needs to be taken care is Attrition rather Recruitment as if Attrition is not controlled the employees will never stay hence that is the key issue that needs to be resolved.
I am sure you will agree that loosing an employee with exp. & knowledge is a bigger blow to an Organization rather than mass recruitment given that it is Attrition that generates recruitment, but increase in recruitment depending in future flow Comapny's business is no doubt essential.
The above is open for suggestions & comments
Hi Jeeva,
Thanks for your opinion
However I support Archna's view on this & the same is reflected on what I have written above..
Warm Regards
Geeti
From India, Bangalore
Thanks for your reply....
Well Kiran as you said that Attrition & Retention are at an all time high now & thats what led to increased emphasis on recruitment & outdid its initial importance as an HR function; However I feel that here what needs to be taken care is Attrition rather Recruitment as if Attrition is not controlled the employees will never stay hence that is the key issue that needs to be resolved.
I am sure you will agree that loosing an employee with exp. & knowledge is a bigger blow to an Organization rather than mass recruitment given that it is Attrition that generates recruitment, but increase in recruitment depending in future flow Comapny's business is no doubt essential.
The above is open for suggestions & comments
Hi Jeeva,
Thanks for your opinion
However I support Archna's view on this & the same is reflected on what I have written above..
Warm Regards
Geeti
From India, Bangalore
Hi Geeti,
It was interesting to read your query. I would like to put forth my opinion in this regard. The role of Recruitment is misconstrued by many as entire HR Function whereas, it is only a subset of HR. However, this interpretation varies from industry to industry and their activities.
Today, HR is practised in totality in industries like FMCG, Banking and Finance, Manufacturing, etc. The role of HR has nowadays minimised in IT and ITES Sectors. These industries are more recruitment centric than HR centric. The entire business model of these industries is designed or have developed in such a fashion that Recruitment takes prominence over HR. Hence, the activities and the initiatives that you can normally undertake with the help HRM or HRD perspective, somehow gets sidelined and Recruitment plays a major role.
I have read comments of some professionals in response to your query and someone has pointed somthing about Manpower Planning. I beg to differ on these lines as Manpower Planning is a part of Resourcing activity. To elaborate, Recruitment is a major activity in HR. Recruitment and Resourcing generally go hand in hand depending upon the business model of an IT company. When we talk about Manpower planning, we actually talking about resource allocation, pricing, profitability and availability of resources vis-a-vis the Project earnings or revenue.
The opinions mentioned here are purely personal and not intended to challenge and/or demean any individual.
Thanks and Regards
Kuldeep Singh
It was interesting to read your query. I would like to put forth my opinion in this regard. The role of Recruitment is misconstrued by many as entire HR Function whereas, it is only a subset of HR. However, this interpretation varies from industry to industry and their activities.
Today, HR is practised in totality in industries like FMCG, Banking and Finance, Manufacturing, etc. The role of HR has nowadays minimised in IT and ITES Sectors. These industries are more recruitment centric than HR centric. The entire business model of these industries is designed or have developed in such a fashion that Recruitment takes prominence over HR. Hence, the activities and the initiatives that you can normally undertake with the help HRM or HRD perspective, somehow gets sidelined and Recruitment plays a major role.
I have read comments of some professionals in response to your query and someone has pointed somthing about Manpower Planning. I beg to differ on these lines as Manpower Planning is a part of Resourcing activity. To elaborate, Recruitment is a major activity in HR. Recruitment and Resourcing generally go hand in hand depending upon the business model of an IT company. When we talk about Manpower planning, we actually talking about resource allocation, pricing, profitability and availability of resources vis-a-vis the Project earnings or revenue.
The opinions mentioned here are purely personal and not intended to challenge and/or demean any individual.
Thanks and Regards
Kuldeep Singh
Geeti,
I am not very sure what you are still looking for. You have received quite a few very good replies, and the gist is that recruitment is not the only responsibility of an average HR Manager. See also my earlier post.
If you are in an industry where constant recruitment/attrition takes place, like in a BPO, then only would you need special HR personnel looking only after recruitment. Even then, they have to be trained how to recruit effectively, otherwise you end up by recruiting the wrong people, letting them go, and rerecruiting their replacements. A solid waste of time, effort and money.
Also, where you are going in for a large number of recruitments constantly, it might be better to recruit a separate junior executive who is only concerned with verifying addresses, qualifications and references - I don't mean of every applicant, however! See the case below :
If you are interviewing a candidate, and you feel he might be suitable, tell the candidate that you would be verifying the info contained in his application, and that if anything is falsely represented, then you would not be considering him for employment, and even if he joins in the meantime, his appointment would be immediately terminated. If he accepts these terms, then have his application verified by the junior executive (see above).
Are other HR Managers finding the same problem with falsified applications?
If so, are you doing anything about it, and if so, what?
It might be interesting to find out.
Other than the above, Geeti, I do not know what else I can say.
Jeroo
From India, Mumbai
I am not very sure what you are still looking for. You have received quite a few very good replies, and the gist is that recruitment is not the only responsibility of an average HR Manager. See also my earlier post.
If you are in an industry where constant recruitment/attrition takes place, like in a BPO, then only would you need special HR personnel looking only after recruitment. Even then, they have to be trained how to recruit effectively, otherwise you end up by recruiting the wrong people, letting them go, and rerecruiting their replacements. A solid waste of time, effort and money.
Also, where you are going in for a large number of recruitments constantly, it might be better to recruit a separate junior executive who is only concerned with verifying addresses, qualifications and references - I don't mean of every applicant, however! See the case below :
If you are interviewing a candidate, and you feel he might be suitable, tell the candidate that you would be verifying the info contained in his application, and that if anything is falsely represented, then you would not be considering him for employment, and even if he joins in the meantime, his appointment would be immediately terminated. If he accepts these terms, then have his application verified by the junior executive (see above).
Are other HR Managers finding the same problem with falsified applications?
If so, are you doing anything about it, and if so, what?
It might be interesting to find out.
Other than the above, Geeti, I do not know what else I can say.
Jeroo
From India, Mumbai
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