every one, doing his/her own work we take a short time for doing help any body.having asked this type question dont waist time of any reader,
From India, Calcutta
18From India, Calcutta
Hey
This is what is known as "critical"
You see - such a small thing - with no details or appearance of the generator of this thread - becomes critical ;-)
In daily life too - small issues take the priority of being considered as critical!
From India, Madras
This is what is known as "critical"
You see - such a small thing - with no details or appearance of the generator of this thread - becomes critical ;-)
In daily life too - small issues take the priority of being considered as critical!
From India, Madras
Critical......... What? Policies are there to clear off the critical situations in HR. May be you are not sure of Policies. Regards Ashwin
From India, Secunderabad
From India, Secunderabad
This thread actually made me refer to Dictionaries for exact meaning. I found two of them, one is "Mahatwapurn" and the other is "Nazuk Stithi" . For example, "That was a Critical (Mehatwapurn) decision." And, "His condition is Critical (Nazuk)".
Now going by these to meanings, I reckon in HR, or for that matter in any Dept., all issues are Critical"Mahatwapurn" and if they are dealt with a casual approach, then they become Critical a "Nazuk Stithi"
:)
Prashant
From India, Delhi
Now going by these to meanings, I reckon in HR, or for that matter in any Dept., all issues are Critical"Mahatwapurn" and if they are dealt with a casual approach, then they become Critical a "Nazuk Stithi"
:)
Prashant
From India, Delhi
Hi All, Lets start with the most common issue- Attrition Regards Sumit Sharma Deputy Manager- HR Employee Relations & Grievance Redressal
From India, New Delhi
From India, New Delhi
Hi, The question Janvi has put up across the forum is itself a critical, thats why few of them are not in a position to describe the answer, and HR professionals are always solving critical issues otherwise no anyone will give recognistion to HR. If we make a path for any issues/problems it would be describe in three ways, 1. Urgent , 2. Important and 3. Critical. By way of an example one can differentiate these three points : A person has mate with major accident at Highway and bleedings are going on very fast, leg and hands are broken, due to head injury they feel unconcious, when doctor exmine the case they found that the person is suffering from High Blood Sugar and Heart problems.The way doctoe will make priority for threatment will describe the 3 points.Now here HR is a doctor and they will make their way to take action on any issues.Hope i am able to describe the point. RegardsArun
From India, Delhi
From India, Delhi
where is Jaanvi, by the way? Hello, Jaanvi? No response, no comment, no nothing? are you there?
From India, Delhi
From India, Delhi
many issues in HR that are
payment to the employees (salary,incentives,allowance like petrol&mobile)
F&F(full and final settlement)
evaluation of job done by employees
absenteeism
team development and management
training to employees
record maintenance like MIS data s(wrong data s)
From India, Kodaikanal
payment to the employees (salary,incentives,allowance like petrol&mobile)
F&F(full and final settlement)
evaluation of job done by employees
absenteeism
team development and management
training to employees
record maintenance like MIS data s(wrong data s)
From India, Kodaikanal
Probably, jhanavi are you referring here to differences in Employer and employee? You will have to be very specific in identifying the critical issue here, every situation has a different approach.
From India, Mumbai
From India, Mumbai
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Critical HR issues.pdf
Current HR Issues and Skills Required for Future HR Managers (2).doc