In middle-level companies, the HR department is used for the management's benefit. Why? HR has to balance both parts: Management & Employees. In middle-level companies, workers are illiterate; they don't know their rights. On the management side, they are looking out for their benefit. They engage in activities to show concern for employees, but in reality, they are not interested in doing so; their main focus is on profits. If you, as HR, favor management, you are considered capable; however, if you advocate for employees to management, they may treat you as an enemy. Why? Can anybody answer why management keeps HR for their status/benefit?
From India, Chandigarh
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From India, Chandigarh
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I agree with Mishra; it's true that HR plays a role as a management benefit in middle-level companies. Illiterate employees blindly trust their HR department for any problems, but they support management instead of employees. However, in some places, it's not the same, as most HR professionals act as mediators between management and employees to come up with the best solutions.
In every company, HR plays a vital role, so they should be fair to both parties. It's important to note that HR is also an employee of the management.
Thank you,
From Kuwait, Hawalli
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83In every company, HR plays a vital role, so they should be fair to both parties. It's important to note that HR is also an employee of the management.
Thank you,
From Kuwait, Hawalli
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Clarifying Company Types and Legal Obligations
Obviously, what you are saying is right, but it mostly applies to private (PVT) companies, not limited (Ltd.) companies. What happens is Ltd. companies are focused on wealth maximization, while PVT companies aim for profit maximization. If the company is focused on wealth maximization, then it is mandatory to follow all legal rules.
Regards
From India, Shimoga
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Obviously, what you are saying is right, but it mostly applies to private (PVT) companies, not limited (Ltd.) companies. What happens is Ltd. companies are focused on wealth maximization, while PVT companies aim for profit maximization. If the company is focused on wealth maximization, then it is mandatory to follow all legal rules.
Regards
From India, Shimoga
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Dear Mishra,
Greetings for the day!
As far as I'm concerned, businesses (here Company) generally work with two main objectives:
1. Profit Maximization
2. Cost Minimization
Here, some medium and small-level companies are making use of these objectives by developing company policies in favor of their profits. Consequently, HR policies are also crafted to align with these objectives.
The reason behind this trend is that companies today primarily focus on profit maximization alone, as they may lack the expertise or knowledge to implement cost minimization strategies. As a result, these strategies are often applied to less educated and less knowledgeable employees to increase revenue.
Hope you understand this.
Sincerely, [Your Name]
From India, Delhi
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Greetings for the day!
As far as I'm concerned, businesses (here Company) generally work with two main objectives:
1. Profit Maximization
2. Cost Minimization
Here, some medium and small-level companies are making use of these objectives by developing company policies in favor of their profits. Consequently, HR policies are also crafted to align with these objectives.
The reason behind this trend is that companies today primarily focus on profit maximization alone, as they may lack the expertise or knowledge to implement cost minimization strategies. As a result, these strategies are often applied to less educated and less knowledgeable employees to increase revenue.
Hope you understand this.
Sincerely, [Your Name]
From India, Delhi
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Hi Nimmi!!
I think in small & mid-size companies, the role of HR is mostly administrative rather than a Strategic Business Partner. It still operates like a personnel department where concepts such as employee advocacy, employee welfare, employee branding, etc., are not entertained. These companies have their own constraints of funds, infrastructure, etc.
In large-size companies, HR has a scope to grow in all these areas.
Regards,
Rashee
From India, Delhi
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I think in small & mid-size companies, the role of HR is mostly administrative rather than a Strategic Business Partner. It still operates like a personnel department where concepts such as employee advocacy, employee welfare, employee branding, etc., are not entertained. These companies have their own constraints of funds, infrastructure, etc.
In large-size companies, HR has a scope to grow in all these areas.
Regards,
Rashee
From India, Delhi
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Yes, I also agree that in medium-sized companies, most of the workers are not aware of their legal rights. If someone from the HR department starts educating them regarding their rights, then HR may not be perceived as capable or meeting management expectations.
However, as an HR professional, I believe that it is beneficial for the organization if workers are educated about their rights. This would reduce the frequency of visits to the HR department for minor queries, allowing the HR department to focus on other tasks.
From India, Bangalore
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However, as an HR professional, I believe that it is beneficial for the organization if workers are educated about their rights. This would reduce the frequency of visits to the HR department for minor queries, allowing the HR department to focus on other tasks.
From India, Bangalore
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Indeed, it is the size of the company and management approach equation. Smaller organizations are generally closely held by families, and the management has a personal agenda. The owners of businesses want their own policies to be applied, and HR is used as a tool for that purpose. Any profit or gain is seen as a personal gain or loss, and the maximization of profit is the ultimate goal.
Having achieved financial stability, bigger enterprises work towards an additional parallel goal - company employee welfare. Here, the idea is optimization (and not maximization) of profit, which leaves a huge gap in approaches. This approach keeps employees motivated with a longing for the company and a commitment to work with passion, resulting in more profits by default and not pressure.
This difference is bound to remain because of the objectives and goals.
Dr. Ulhas Ganu
From India, Mumbai
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Having achieved financial stability, bigger enterprises work towards an additional parallel goal - company employee welfare. Here, the idea is optimization (and not maximization) of profit, which leaves a huge gap in approaches. This approach keeps employees motivated with a longing for the company and a commitment to work with passion, resulting in more profits by default and not pressure.
This difference is bound to remain because of the objectives and goals.
Dr. Ulhas Ganu
From India, Mumbai
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I do not agree with the Nimmi Mishra agreement because the decisions are taken based on company policies, rules, and regulations. Sometimes, these decisions benefit management but not the employees. HR plays only a mediator/bargainer role, so it is important to note that several people think the HR department is used for the management's benefit.
From India
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From India
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First of all, hats off for starting the discussion; this is one main thing that keeps bothering me. Here, as an HR professional, we should be able to help both management and employees reach their goals as both are interrelated when we speak about wealth. For a company, an employee is an asset, and for an employee, the organization is an asset. Mutual benefits always lead to significant outcomes.
I am happy to be a part of this discussion.
From India, Madras
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I am happy to be a part of this discussion.
From India, Madras
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