Hi friends,
I just want to know whether the job of an HR is only recruitment. I am asking this because my chief has said so. In a recent meeting, he mentioned the following words: "Do not ask me for any hike in the coming appraisal season just because you have done error-free salary processing." He also added that I have not done any lateral induction when he is aware that it is really tough to get candidates with the desired skills. I have recruited many candidates for our new center. But still, he feels so, and I did not want to argue with him.
I am certain that I will not be getting any hike. Moreover, he also says that if you go and join some other concern, you will only be placed as a Jr. HR. I also have an assistant helping me in maintaining the databases. He is a new joiner, and I need to groom him in various areas. I feel it will take some time. But he says, "What is it that you are doing when you have an assistant also helping you? Don't say that you're processing salary always. Salary processing does not require an MBA graduate."
What should I do in such a situation?
Thanks,
Sowmya
From India, Madras
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14I just want to know whether the job of an HR is only recruitment. I am asking this because my chief has said so. In a recent meeting, he mentioned the following words: "Do not ask me for any hike in the coming appraisal season just because you have done error-free salary processing." He also added that I have not done any lateral induction when he is aware that it is really tough to get candidates with the desired skills. I have recruited many candidates for our new center. But still, he feels so, and I did not want to argue with him.
I am certain that I will not be getting any hike. Moreover, he also says that if you go and join some other concern, you will only be placed as a Jr. HR. I also have an assistant helping me in maintaining the databases. He is a new joiner, and I need to groom him in various areas. I feel it will take some time. But he says, "What is it that you are doing when you have an assistant also helping you? Don't say that you're processing salary always. Salary processing does not require an MBA graduate."
What should I do in such a situation?
Thanks,
Sowmya
From India, Madras
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Hi Sowmya,
Firstly, be cool and do not get impatient towards the situation. Understand what he wants to say. Recruitment is not only the job of HR. Here, you have to sit back with him and understand the KRAs so that it would be easy for you to perform. Secondly, groom your assistance towards the recruitment front so that you can concentrate on the generalist role. Being demotivated is not the solution. You have to be positive and take it as a challenge, as in HR Portfolio, you are bound to undergo such situations.
Regards,
Swati Rokde
From India, Mumbai
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Firstly, be cool and do not get impatient towards the situation. Understand what he wants to say. Recruitment is not only the job of HR. Here, you have to sit back with him and understand the KRAs so that it would be easy for you to perform. Secondly, groom your assistance towards the recruitment front so that you can concentrate on the generalist role. Being demotivated is not the solution. You have to be positive and take it as a challenge, as in HR Portfolio, you are bound to undergo such situations.
Regards,
Swati Rokde
From India, Mumbai
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Hi, Soumya. It's Praveen again.
OK, are you an MBA graduate? The role of HR depends on the number of employees working in the organization. For example, HR has the entire details of each individual entering and leaving the organization. HR is responsible for activities like performance appraisals, promotions, and being the link between every department. Payroll processing is a part of HR's responsibilities, and recruitment is one of the most crucial tasks HR handles.
I have attached a few things I know.
Regards,
Praveen
From India, Madras
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OK, are you an MBA graduate? The role of HR depends on the number of employees working in the organization. For example, HR has the entire details of each individual entering and leaving the organization. HR is responsible for activities like performance appraisals, promotions, and being the link between every department. Payroll processing is a part of HR's responsibilities, and recruitment is one of the most crucial tasks HR handles.
I have attached a few things I know.
Regards,
Praveen
From India, Madras
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Sorry to say again, don't quit. Now you are in an HR position, but they have not given a pay raise. Instead, you are training the newcomers. If you are well-practiced in that, then you will get an idea of how to engage with the employees. If you are confident that you know the HR role, then consider quitting; otherwise, gain more experience.
Regards,
Praveen
From India, Madras
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Regards,
Praveen
From India, Madras
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As an HR professional, I believe that besides recruiting, there are many other tasks to be accomplished. However, becoming demoralized and worried will not be beneficial. Approach your boss and inquire about additional expectations. Engage with other HR professionals from different companies, research on Google; you will discover a lot that can be advantageous. Stay strong and tackle challenges with a positive attitude. Remember, you have the capability to handle and overcome any obstacles you encounter. Best of luck.
From India, New Delhi
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From India, New Delhi
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Dear Soumya,
Greetings to you.
Taking an immediate decision is very easy. If anyone is demotivating you, prove that you have what it takes. Stay cool, relax, and note down the job responsibilities involved in HR. Some of them include recruitment, training, performance appraisal, salary & benefits, statutory compliance, maintaining quality standards, KRA, KPA, and more.
Prepare yourself in this mode. Start working slowly and aim to achieve the target. Remember, "slow and steady will always win the race." We are here to achieve things, so fight for what is right. Be bold and stick to the same concern, prove yourself, and only then consider quitting.
If you leave the company now, they might assume all HR professionals will do the same job. Do not allow them to think that way.
Regards,
Saravanan, Chennai
Email: saranjanar@gmail.com
From India, Hyderabad
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Greetings to you.
Taking an immediate decision is very easy. If anyone is demotivating you, prove that you have what it takes. Stay cool, relax, and note down the job responsibilities involved in HR. Some of them include recruitment, training, performance appraisal, salary & benefits, statutory compliance, maintaining quality standards, KRA, KPA, and more.
Prepare yourself in this mode. Start working slowly and aim to achieve the target. Remember, "slow and steady will always win the race." We are here to achieve things, so fight for what is right. Be bold and stick to the same concern, prove yourself, and only then consider quitting.
If you leave the company now, they might assume all HR professionals will do the same job. Do not allow them to think that way.
Regards,
Saravanan, Chennai
Email: saranjanar@gmail.com
From India, Hyderabad
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Dear Sowmya,
I can understand your situation. Your boss might have had some situational and strategic meetings prior to talking to you or your team, and as an outcome of that meeting, he has been experiencing residual effects of the same that he shared with you. I personally feel that he never meant to use the language/wording he did.
I am detailing the information mentioned below for you.
Take things in a positive stride as this is part of the job. Just like in a family where there are various interactions - some good, some bad, and some average, the solution lies in open communication. The way a family communicates is how you should communicate. There is no difference between a family and an organization; the only minor difference is that in an organization, you may not know everyone personally. The better part is that you do not have pre-programmed experiences or hard-programmed intuitions.
In any case, take it positively and use it as a learning experience to react and learn from every situation. Keep the communication channels open, discuss the issues, and work on creating solutions.
Do talk to your boss to clarify your understanding of your role, your key result areas (KRAs), and based on that, outline a plan for future actions and achievable results.
DEVELOPING TALENT FOR HRM
INTRODUCTION
If we believe in God, every human being is gifted with talent regardless of their place of birth. The challenge is to develop this talent and enable individuals to contribute in a meaningful way to society.
This piece is divided into the following sections:
1. Concept of Talent
2. Conventional and Modern Strategic Approaches to HRM/HRD
3. Approaches to Talent Development
4. Focus on Attaining Optimum Results
5. Decision Making
These sections are now reviewed.
1: CONCEPT OF TALENT
According to the dictionary, talent is defined as:
1. Any natural ability or power and natural endowment.
2. A superior, apparently natural ability in the arts, sciences, learning, or any other field.
3. People collectively, or a person with talent to encourage young talent.
2: CONVENTIONAL AND MODERN STRATEGIC APPROACHES
Conventional Approach
The conventional approach to HR revolves around three main aspects:
1. MOVE IN: Getting selected for the job.
2. MOVE AROUND: Obtaining training, rendering service, undertaking operations.
3. MOVE OUT: Resigning, termination/dismissal, or disassociation from the organization.
Specific activities related to each aspect include:
A) MOVE IN
This involves recruitment.
B) MOVE AROUND
Activities include training, development, transfers, retention, promotions, assessments, job security, orientation, and related matters.
C) MOVE OUT
This includes attrition, resignations, severances, health & disability issues, and deaths.
New Expanded Role of HR
The new expanded role of HR consists of two parts representing a modern strategic approach. The first part focuses on General Aspects, including a comprehensive understanding of vision, culture, ethics, values, and brands. The second part emphasizes Specific Aspects, such as Human Capital Management, Business Focus, autonomous employees through empowerment.
3: APPROACHES TO TALENT DEVELOPMENT
Various approaches to talent development are as follows:
1. Talent development should cover knowledge, skills, and attitude.
2. Emphasis on intellectual, physical, moral, spiritual, and social development.
3. Functional areas of development include strategic focus, management controls, and operational controls.
4. A checklist for talent management includes leadership development, aligning individuals with suitable roles, recruitment efficiency, ensuring stability, knowledge transfer, completing management teams, addressing poor performance, accountability, and performance management.
5. Talent development also requires developing thinking frontiers and focusing on personal characteristics, feelings, and interrelationships.
4: FOCUS ON ATTAINING OPTIMUM RESULTS
Focus on attaining optimum results includes:
1. Increasing profits by enhancing the bottom line.
2. Improving productivity by focusing on money, men, material, and machines.
3. Achieving steady and sustainable growth.
4. Providing leadership on individual and institutional levels.
5. Ensuring market penetration.
5: DECISION MAKING
Talent development is crucial for effective decision-making. The administrative man model by Herbert Simon, a Nobel Prize winner, outlines five key points for decision-making:
1. Focus on operational direction.
2. Recognize a limited number of decision criteria.
3. Propose only a limited number of alternatives.
4. Be aware of a few consequences.
5. Formulate and simplify methods to select a satisfactory solution.
CONCLUSION
It is essential to prioritize talent development, align logistics, and implement steps to ensure a continuous supply of talent for enterprises and society. This approach not only helps enterprises achieve maximum results but also enhances the country's reputation globally. Let us be determined and embrace Talent Development as a way of life.
From India, New Delhi
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I can understand your situation. Your boss might have had some situational and strategic meetings prior to talking to you or your team, and as an outcome of that meeting, he has been experiencing residual effects of the same that he shared with you. I personally feel that he never meant to use the language/wording he did.
I am detailing the information mentioned below for you.
Take things in a positive stride as this is part of the job. Just like in a family where there are various interactions - some good, some bad, and some average, the solution lies in open communication. The way a family communicates is how you should communicate. There is no difference between a family and an organization; the only minor difference is that in an organization, you may not know everyone personally. The better part is that you do not have pre-programmed experiences or hard-programmed intuitions.
In any case, take it positively and use it as a learning experience to react and learn from every situation. Keep the communication channels open, discuss the issues, and work on creating solutions.
Do talk to your boss to clarify your understanding of your role, your key result areas (KRAs), and based on that, outline a plan for future actions and achievable results.
DEVELOPING TALENT FOR HRM
INTRODUCTION
If we believe in God, every human being is gifted with talent regardless of their place of birth. The challenge is to develop this talent and enable individuals to contribute in a meaningful way to society.
This piece is divided into the following sections:
1. Concept of Talent
2. Conventional and Modern Strategic Approaches to HRM/HRD
3. Approaches to Talent Development
4. Focus on Attaining Optimum Results
5. Decision Making
These sections are now reviewed.
1: CONCEPT OF TALENT
According to the dictionary, talent is defined as:
1. Any natural ability or power and natural endowment.
2. A superior, apparently natural ability in the arts, sciences, learning, or any other field.
3. People collectively, or a person with talent to encourage young talent.
2: CONVENTIONAL AND MODERN STRATEGIC APPROACHES
Conventional Approach
The conventional approach to HR revolves around three main aspects:
1. MOVE IN: Getting selected for the job.
2. MOVE AROUND: Obtaining training, rendering service, undertaking operations.
3. MOVE OUT: Resigning, termination/dismissal, or disassociation from the organization.
Specific activities related to each aspect include:
A) MOVE IN
This involves recruitment.
B) MOVE AROUND
Activities include training, development, transfers, retention, promotions, assessments, job security, orientation, and related matters.
C) MOVE OUT
This includes attrition, resignations, severances, health & disability issues, and deaths.
New Expanded Role of HR
The new expanded role of HR consists of two parts representing a modern strategic approach. The first part focuses on General Aspects, including a comprehensive understanding of vision, culture, ethics, values, and brands. The second part emphasizes Specific Aspects, such as Human Capital Management, Business Focus, autonomous employees through empowerment.
3: APPROACHES TO TALENT DEVELOPMENT
Various approaches to talent development are as follows:
1. Talent development should cover knowledge, skills, and attitude.
2. Emphasis on intellectual, physical, moral, spiritual, and social development.
3. Functional areas of development include strategic focus, management controls, and operational controls.
4. A checklist for talent management includes leadership development, aligning individuals with suitable roles, recruitment efficiency, ensuring stability, knowledge transfer, completing management teams, addressing poor performance, accountability, and performance management.
5. Talent development also requires developing thinking frontiers and focusing on personal characteristics, feelings, and interrelationships.
4: FOCUS ON ATTAINING OPTIMUM RESULTS
Focus on attaining optimum results includes:
1. Increasing profits by enhancing the bottom line.
2. Improving productivity by focusing on money, men, material, and machines.
3. Achieving steady and sustainable growth.
4. Providing leadership on individual and institutional levels.
5. Ensuring market penetration.
5: DECISION MAKING
Talent development is crucial for effective decision-making. The administrative man model by Herbert Simon, a Nobel Prize winner, outlines five key points for decision-making:
1. Focus on operational direction.
2. Recognize a limited number of decision criteria.
3. Propose only a limited number of alternatives.
4. Be aware of a few consequences.
5. Formulate and simplify methods to select a satisfactory solution.
CONCLUSION
It is essential to prioritize talent development, align logistics, and implement steps to ensure a continuous supply of talent for enterprises and society. This approach not only helps enterprises achieve maximum results but also enhances the country's reputation globally. Let us be determined and embrace Talent Development as a way of life.
From India, New Delhi
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Dear Soumya,
First of all, be cool and discuss with your Departmental Head regarding KRAs for you. Then, you decide KRAs for your assistant and groom him in such a way that the department's work should not be hindered. The HR Department is the backbone of the company as it deals with:
1. Recruitment
2. Retaining Employees
3. Salary designing to minimize tax payment and increase savings
4. PF-related activities
5. ESIC-related activities
6. Employee exits from the organization
7. Conducting seminars and stress relief activities for employees
8. Leave updates
9. Attendance recording
10. Maintaining good relationships with employers and employees
And much more than what is mentioned above. However, the most important aspect of being a successful HR Manager is to always keep your eyes and ears open and make appropriate decisions.
All the best,
Prakash Baliga
From India, Bangalore
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First of all, be cool and discuss with your Departmental Head regarding KRAs for you. Then, you decide KRAs for your assistant and groom him in such a way that the department's work should not be hindered. The HR Department is the backbone of the company as it deals with:
1. Recruitment
2. Retaining Employees
3. Salary designing to minimize tax payment and increase savings
4. PF-related activities
5. ESIC-related activities
6. Employee exits from the organization
7. Conducting seminars and stress relief activities for employees
8. Leave updates
9. Attendance recording
10. Maintaining good relationships with employers and employees
And much more than what is mentioned above. However, the most important aspect of being a successful HR Manager is to always keep your eyes and ears open and make appropriate decisions.
All the best,
Prakash Baliga
From India, Bangalore
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Hi Sowmya,
What I feel is that your so-called boss either doesn't know the workflow of the HR department or is not willing for you to remain in the system anymore. Anyhow, if you are confident, then look for a job where you have professionals working with you. Best of luck.
Amit K. Pandey
From India, New Delhi
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What I feel is that your so-called boss either doesn't know the workflow of the HR department or is not willing for you to remain in the system anymore. Anyhow, if you are confident, then look for a job where you have professionals working with you. Best of luck.
Amit K. Pandey
From India, New Delhi
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