Hi All, I joined a manufacturing company where the employee size is more than 3,000 with 7 units across India. They are still following the traditional way of HR practices; here, we refer to it as the Personnel Administration department, and there is no actual HR in practice. I have been given the role of transforming the personnel department into HRM. I have a few ideas but am a little confused about how to start things. I am requesting experts to provide suggestions on this.
Thanks and Regards, K Srikanth
From India, Hyderabad
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1Thanks and Regards, K Srikanth
From India, Hyderabad
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Dear Srikanth Kotaru,
The challenge you are facing is common in many companies. The revenue growth does not keep pace with the growth of HR management practices. In fact, when the evolution from the personnel department to the HR department does not take place, it hinders the company's growth. However, the top leadership (or bosses) only focus on the growth that occurred, overlooking the growth that did not happen. They remain content in a realm of ignorance.
Solution to Your Challenge
Now, regarding the solution to your challenge, you need to conduct an audit of the "HR Management Practices." The term "audit" might be misleading, so let me clarify:
a) It is not a process audit of HR practices but a management audit.
b) It is not an audit of the HR Department conducted by customers or clients.
The audit of HRM practices will establish a roadmap or a time-bound action plan for the transformation from the personnel department to HR.
Caveat: Leadership Buy-In
For any transformation, obtaining buy-in from the top leadership is crucial. Are they interested in the transformation? Because the transformation will require additional budgetary allocation for the HR Department. Is the top leadership prepared for that? If the top leadership is conservative, they may prefer maintaining the status quo.
I have previously provided consulting services for HRM Audit. Feel free to reach out to me for additional details.
My Past Replies on the Same/Similar Topic
- https://www.citehr.com/545449-hr-aud...ml#post2271308
- https://www.citehr.com/624517-need-u...ml#post2456283
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
The challenge you are facing is common in many companies. The revenue growth does not keep pace with the growth of HR management practices. In fact, when the evolution from the personnel department to the HR department does not take place, it hinders the company's growth. However, the top leadership (or bosses) only focus on the growth that occurred, overlooking the growth that did not happen. They remain content in a realm of ignorance.
Solution to Your Challenge
Now, regarding the solution to your challenge, you need to conduct an audit of the "HR Management Practices." The term "audit" might be misleading, so let me clarify:
a) It is not a process audit of HR practices but a management audit.
b) It is not an audit of the HR Department conducted by customers or clients.
The audit of HRM practices will establish a roadmap or a time-bound action plan for the transformation from the personnel department to HR.
Caveat: Leadership Buy-In
For any transformation, obtaining buy-in from the top leadership is crucial. Are they interested in the transformation? Because the transformation will require additional budgetary allocation for the HR Department. Is the top leadership prepared for that? If the top leadership is conservative, they may prefer maintaining the status quo.
I have previously provided consulting services for HRM Audit. Feel free to reach out to me for additional details.
My Past Replies on the Same/Similar Topic
- https://www.citehr.com/545449-hr-aud...ml#post2271308
- https://www.citehr.com/624517-need-u...ml#post2456283
Thanks,
Dinesh Divekar
From India, Bangalore
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Personnel Administration. pdf
05 Vangonotes HRM - Personnel Planning and Recruiting.zip
Linking HRM practices.ppt