Dear Seniors,
Greetings to all! Many people/employees who don't know or know little about the functions of HR comment on HR staff, saying that your job is very cool and relaxed always. However, in reality, we are the ones who suffer and run the organization in terms of manpower, which is key.
Understanding the Perception of HR Roles
My question is, what is the main reason for feeling this way? Please share your explanations, which will provide moral strength to all HR professionals (Highly Responsible persons).
Regards
From India, Anantapur
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20Greetings to all! Many people/employees who don't know or know little about the functions of HR comment on HR staff, saying that your job is very cool and relaxed always. However, in reality, we are the ones who suffer and run the organization in terms of manpower, which is key.
Understanding the Perception of HR Roles
My question is, what is the main reason for feeling this way? Please share your explanations, which will provide moral strength to all HR professionals (Highly Responsible persons).
Regards
From India, Anantapur
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You are very true, Sir. I have heard many comments flying around regarding HR and the HR department from employees. Another group that is widely teased is the sales personnel. People think that HR doesn't have work in the office and that they are always free.
My Observation and Opinion:
As humans, I feel we always have needs. The more we get, the more we want, and our expectations keep rising.
Coming to the Point:
HR is mostly found interacting with employees, external vendors, on phones calling candidates, or talking to employees who are on leave, etc. They have a wide range of work that cannot be listed on a timesheet and cannot be quantified as work when it comes to reporting. Whereas when an engineer or a developer does work, it is quantifiable and can be easily converted to work done as the results are mostly immediate. The HR work and work content cannot be measured immediately, but the organization culture, discipline, number of employees who have spent more than five years in the same organization, and employee retention rate are all indicators of the effectiveness of HR and the HR department within the organization.
Many times, HRs fail to communicate efficiently that they are the real reason behind bringing the right policy or the right decisions through management. Sometimes HR plays timid roles and projects that the decision was made by management, preferring to play it safe. This truly backfires when management fails to appreciate or highlight the efforts made by the HR department in coming up with major decisions.
Hence, employees look at management as the providers and try to reach the provider through the mediator called HR. Once they receive what they want from the provider, they ignore and no longer want the mediator until a similar situation arises.
Management makes the mistake of not honoring the HR team and department effectively. In organizations where management gives more honor to the HR department, their employees also respect and honor the HR department.
HR personnel need a lot of right grooming. They need to carry themselves as respectable professionals and practice what they preach. Punctuality is key here, which many of us fail to follow. HR personnel must always remember that they are also employees but with special responsibilities. Hence, the way they carry themselves within and outside the organization matters a lot to employees and management.
Regards.
From India, Madras
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My Observation and Opinion:
As humans, I feel we always have needs. The more we get, the more we want, and our expectations keep rising.
Coming to the Point:
HR is mostly found interacting with employees, external vendors, on phones calling candidates, or talking to employees who are on leave, etc. They have a wide range of work that cannot be listed on a timesheet and cannot be quantified as work when it comes to reporting. Whereas when an engineer or a developer does work, it is quantifiable and can be easily converted to work done as the results are mostly immediate. The HR work and work content cannot be measured immediately, but the organization culture, discipline, number of employees who have spent more than five years in the same organization, and employee retention rate are all indicators of the effectiveness of HR and the HR department within the organization.
Many times, HRs fail to communicate efficiently that they are the real reason behind bringing the right policy or the right decisions through management. Sometimes HR plays timid roles and projects that the decision was made by management, preferring to play it safe. This truly backfires when management fails to appreciate or highlight the efforts made by the HR department in coming up with major decisions.
Hence, employees look at management as the providers and try to reach the provider through the mediator called HR. Once they receive what they want from the provider, they ignore and no longer want the mediator until a similar situation arises.
Management makes the mistake of not honoring the HR team and department effectively. In organizations where management gives more honor to the HR department, their employees also respect and honor the HR department.
HR personnel need a lot of right grooming. They need to carry themselves as respectable professionals and practice what they preach. Punctuality is key here, which many of us fail to follow. HR personnel must always remember that they are also employees but with special responsibilities. Hence, the way they carry themselves within and outside the organization matters a lot to employees and management.
Regards.
From India, Madras
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yeah HR always relax and dont work and just do some paper work , this is what happens most of time hence people have this thinking towards HR. but truth is something else
From India, Madras
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From India, Madras
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Really HR’s Job was thankless and everyday HR needs to attain his maximum Heights of Everest in order to get things done through others as our main principle stands on.
From India, Anantapur
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From India, Anantapur
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Truly said, but I feel it has nothing to do with other department employees. Actually, it's the mindset of people/humans to think others are doing nothing or only doing the least required work. If we were to step into their shoes, we would probably start thinking the same.
HR Responsibilities and Perceptions
HR people are not angels who come from heaven; they are also human beings. Regarding responsibilities, everyone has a sword hanging over their heads. It is just our mindset that leads us to believe others are doing nothing.
It's like salespeople generate the revenue to run the business, but one can easily say, "Oh! that's their job. They are being paid for that. They do get incentives for extra work."
The Value of HR
So please do not feel sorry. Being an HR person, HR is the best job for me. Think about being responsible for hiring the right employees to make the business run and then see the level and importance of your job.
Happy Working!
Regards,
Saunee
From India, New Delhi
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HR Responsibilities and Perceptions
HR people are not angels who come from heaven; they are also human beings. Regarding responsibilities, everyone has a sword hanging over their heads. It is just our mindset that leads us to believe others are doing nothing.
It's like salespeople generate the revenue to run the business, but one can easily say, "Oh! that's their job. They are being paid for that. They do get incentives for extra work."
The Value of HR
So please do not feel sorry. Being an HR person, HR is the best job for me. Think about being responsible for hiring the right employees to make the business run and then see the level and importance of your job.
Happy Working!
Regards,
Saunee
From India, New Delhi
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The Importance of HR in Organizations
The very old and important concern, but one thing that I would like to start with can be found in my signature. All HR people must keep this in our mind always.
Second, I agree that many people who don't know about HR and its functions use comments or say things like you guys have experienced/are experiencing, but what we need to do is not take these too seriously.
Only an HR person knows what they are doing for the organization and for all the departments/employees that come under the organization.
The Role of HRM
HRM is not just a profession but a very mature and responsible function/field of work compared to others. We, only WE (HR PEOPLE), are responsible for every department within any organization. Accounts & Finance, Sales & Marketing, Purchase/Procurement, Planning & Project, and all other departments are just responsible for their work. However, HRD (HRM) is the only department that works for all of them, supporting them in many ways. We need to understand this and let others know it too.
Do not worry about people who have little and imperfect knowledge about our work and responsibilities. We need to handle these things wisely. HR people have a different style, appeal, and attitude according to the needs of their profession, which makes them a unique and important entity in the organization.
Can an Organization Stand Without HR?
Can an organization/company stand without an HR Department and its functioning? Who is providing those resources they are working with and enabling them to achieve the set targets/objectives by the organization?
Who is responsible for compensation management? Is Accounts & Finance able to find resources and manage their compensation, or can they just transfer the funds (salary/wages) to employees?
Does the Sales & Marketing department never seek any help from HRD for good resources and motivation programs, or are they able to do so on their own without any help from HRM (T&D)?
Can other departments work for the organization without having HRM/HRD?
There have been numerous discussions on this topic, with many responses from very senior professionals. Many people criticize and believe that any organization/company can stand without having HRD, but practically it is not possible.
Historical Context of HR
One can look at history where the initial form of HRD/HRM and the department responsible for this function of HR was the Personnel and Administration Department (P&A). From a supervisor (who was responsible for managing the work and execution by workers, their attendance, and other work) to a cashier who was responsible for making salaries & wages of workers and distribution was also a part of this, though this and that people must not forget.
Again, I would say, “The people who have little or imperfect knowledge or don't know about HRD/HRM and their responsibilities have no right to raise a finger at us.”
Every HR personnel must be proud to be an HR Person/Professional.
Regards
From India, Gurgaon
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The very old and important concern, but one thing that I would like to start with can be found in my signature. All HR people must keep this in our mind always.
Second, I agree that many people who don't know about HR and its functions use comments or say things like you guys have experienced/are experiencing, but what we need to do is not take these too seriously.
Only an HR person knows what they are doing for the organization and for all the departments/employees that come under the organization.
The Role of HRM
HRM is not just a profession but a very mature and responsible function/field of work compared to others. We, only WE (HR PEOPLE), are responsible for every department within any organization. Accounts & Finance, Sales & Marketing, Purchase/Procurement, Planning & Project, and all other departments are just responsible for their work. However, HRD (HRM) is the only department that works for all of them, supporting them in many ways. We need to understand this and let others know it too.
Do not worry about people who have little and imperfect knowledge about our work and responsibilities. We need to handle these things wisely. HR people have a different style, appeal, and attitude according to the needs of their profession, which makes them a unique and important entity in the organization.
Can an Organization Stand Without HR?
Can an organization/company stand without an HR Department and its functioning? Who is providing those resources they are working with and enabling them to achieve the set targets/objectives by the organization?
Who is responsible for compensation management? Is Accounts & Finance able to find resources and manage their compensation, or can they just transfer the funds (salary/wages) to employees?
Does the Sales & Marketing department never seek any help from HRD for good resources and motivation programs, or are they able to do so on their own without any help from HRM (T&D)?
Can other departments work for the organization without having HRM/HRD?
There have been numerous discussions on this topic, with many responses from very senior professionals. Many people criticize and believe that any organization/company can stand without having HRD, but practically it is not possible.
Historical Context of HR
One can look at history where the initial form of HRD/HRM and the department responsible for this function of HR was the Personnel and Administration Department (P&A). From a supervisor (who was responsible for managing the work and execution by workers, their attendance, and other work) to a cashier who was responsible for making salaries & wages of workers and distribution was also a part of this, though this and that people must not forget.
Again, I would say, “The people who have little or imperfect knowledge or don't know about HRD/HRM and their responsibilities have no right to raise a finger at us.”
Every HR personnel must be proud to be an HR Person/Professional.
Regards
From India, Gurgaon
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