Dear Bipin,
There is no harm because if company have senior finance person ,he/she can understand the policy & cost effect or better prospective for a company.
I agree with Mr. Rashmi,she explained in better way.
best Regards
Sajid
From India, Delhi
46There is no harm because if company have senior finance person ,he/she can understand the policy & cost effect or better prospective for a company.
I agree with Mr. Rashmi,she explained in better way.
best Regards
Sajid
From India, Delhi
Simple idea of leave is that employee should utilize them, HR restricts approval of leaves to employees stating reason of work loss, bipin, take situation of a any company, there are lots of people, and each one has his own problems so a person may take sometimes leave above quota and make it LOP or a person may take leave exactly as per quota,, and so on,, but if a policy is made as per finance person, the employees will be forced or they themselves will be motivated to take leaves and give rest to their body and minds, which is a good option, and they will try to spend their leaves or get it encashed at end of the year,
and if there is no limit then there will be pressure from HR, and HR will never sanction casual leaves, HR will tell employee why you want to take leave, let it be encashed,
and i feel leaves are best encashed at end of the year, because dear why keep anything pending with the company,, finish it year after year,, so even if finance person makes decision of encashing after one year, it wont do much harm wot say ?
From India, Pune
and if there is no limit then there will be pressure from HR, and HR will never sanction casual leaves, HR will tell employee why you want to take leave, let it be encashed,
and i feel leaves are best encashed at end of the year, because dear why keep anything pending with the company,, finish it year after year,, so even if finance person makes decision of encashing after one year, it wont do much harm wot say ?
From India, Pune
Here you came Ravi, See HR person is driving a poor employee to encash his leave ( forcing) ........ were as he is not helping the employee but he is looking it from financial aspect.
I don't agree with your point that HR will never Sanction Leaves- This is the right of an employee, there are law and orders.
Dear HR Friends please correct me if am wrong....
From India, Calicut
I don't agree with your point that HR will never Sanction Leaves- This is the right of an employee, there are law and orders.
Dear HR Friends please correct me if am wrong....
From India, Calicut
Dear Mr. Sajid,
I do agree with you, but the problem is that a Finance person see every thing through financial aspect. How to make profit for the business even though squeezing the employees. He don't care much about an employee.
From India, Calicut
I do agree with you, but the problem is that a Finance person see every thing through financial aspect. How to make profit for the business even though squeezing the employees. He don't care much about an employee.
From India, Calicut
No. HR has as distinct and strategic a contribution to make to organisational excellence and growth as marketing, engineering, finance, ICT. By having HR report to Finance you reduce the critical human component of the business to a numbers game.
From South Africa, Christiana
From South Africa, Christiana
HR reporting to finance would be a mismatch of sorts where there would not be too many benefits to be gained. Normally if one talk about recruitment the process should be a) requisition raised by the dept b) approval from HR in terms of budgeted head count and c) approval from finance from the P&L perspective (do u have money to pay them). A negation in either b or c would send the loop back to a. Here you have your checks but no reporting.
From India, Hyderabad
From India, Hyderabad
Ravi ...you again strtd ur negative thinking to people come here and share the knwoldge gr8......see both are important but how u can ignore the HR ......?and how finance is more better than HR?? see finance people can run the compnay without HR also no doubt..but whyHR needs in a comp..HRcan make a big gaps btw them..suppose your vision is to being 1000 crores turnover comp within one year...and current turnover is 800 crore.to fill these 200 crores gaps u need a HR man..HR roles in comp is very diff...peple shuld think abt ths..HR is not only the making policy and implementing only ....hr IS PLAYING THE BIG ROLE...WHICH PEOPLE MUST UNDERSTAND ...I kno you are having sap knowldge but ..how much it wil be effective for your company ..it can not defied by a finace person..it canbe by a hr only...to use of your knwoldge...to enhance the skill of Ravi and use effecitiley for the organoisational growth.....it can not be done by afinance people..coz they dont kno the abcd of HR...Finance persona wil think abt the finance perspective but a hR will not .......if a proffesional HR is not there in comp.,finance person can also hire a person but not effective as HR will...and there wil be capability gaps .....they wil not able to coonect the capability effectively in respect of organizational goal...they can not traineds the person effectively...our business stands coz of emp/Finance/Goal so our frst priority shuld be define the goal of individuials.which finance person can not do effectively.....see HR is not there for the compnies growth only ,now a days HR is helping a lot in Individulas career also......by giving training and all.....hope u understand this....
From India, Pune
From India, Pune
Hi,
No Point in reporting to finance or accounts person from HR its absurd. There may be coordination with HR and account/Finance for legal matters, budgeting(Salary), etc.
Will finance/accounts guy report to HR?
Obiviously NO......
Both are different functions in an organisation
From India, Chennai
No Point in reporting to finance or accounts person from HR its absurd. There may be coordination with HR and account/Finance for legal matters, budgeting(Salary), etc.
Will finance/accounts guy report to HR?
Obiviously NO......
Both are different functions in an organisation
From India, Chennai
Dear Friends,
The question is not reporting but more important thing is that whether the HOD is people oriented or not. Normally and in general the finance people will look in to all aspects with P&L but some of the areas the people related matters need to be looked in larger interests of the company.
For example when you have started a new company where all the machinery is under warranty and AMCs, recruitment of Maintenance incharge may be an additional burden in the perception of Accounts department or in general but as a HR guy you should visulize in a different perception ie., preventive is better than cure, we feel that a person should take care / monitor / coordinate etc., are more important and these aspects will prevent a major breakdowns so that the down time will be reduced / productivity time will be taken care., if you start thinking and articulating there may be N number of exmaples can be identified.
Payment of salary on or before of 7days from the cut-off date is legally permissable but depositing the salaries on the last working day shows the financial healthiness of the company, comfortability of employees, increased satisfaction levels & securedness of the employees and increased motivation levels of the employees. But if you see in the perception of the Accounts they may think diferently, both of useful and correct in their own areas.
Finally it is not whom the HR is reporting but whether the person is people oriented, knowledgeble & a good leader or not is the more important.
In one Global company, part of their job rotation, the HR portfolio is entrusted to a person who worked as a Manufacturing Head (out side ) for more than a decade but he is accepted by large number of employees and he proved as a good people oriented person.
My conclusion is that whether the HR is reporting to Manufacturing / Accounts / Corporate affiars head or not but whom you are reporting (ie., the qualities of the person whom you are reporting )
Regards - kameswarao
From India, Hyderabad
The question is not reporting but more important thing is that whether the HOD is people oriented or not. Normally and in general the finance people will look in to all aspects with P&L but some of the areas the people related matters need to be looked in larger interests of the company.
For example when you have started a new company where all the machinery is under warranty and AMCs, recruitment of Maintenance incharge may be an additional burden in the perception of Accounts department or in general but as a HR guy you should visulize in a different perception ie., preventive is better than cure, we feel that a person should take care / monitor / coordinate etc., are more important and these aspects will prevent a major breakdowns so that the down time will be reduced / productivity time will be taken care., if you start thinking and articulating there may be N number of exmaples can be identified.
Payment of salary on or before of 7days from the cut-off date is legally permissable but depositing the salaries on the last working day shows the financial healthiness of the company, comfortability of employees, increased satisfaction levels & securedness of the employees and increased motivation levels of the employees. But if you see in the perception of the Accounts they may think diferently, both of useful and correct in their own areas.
Finally it is not whom the HR is reporting but whether the person is people oriented, knowledgeble & a good leader or not is the more important.
In one Global company, part of their job rotation, the HR portfolio is entrusted to a person who worked as a Manufacturing Head (out side ) for more than a decade but he is accepted by large number of employees and he proved as a good people oriented person.
My conclusion is that whether the HR is reporting to Manufacturing / Accounts / Corporate affiars head or not but whom you are reporting (ie., the qualities of the person whom you are reporting )
Regards - kameswarao
From India, Hyderabad
A reporting realtionship may not serve the purpose.
Because finance people will only try to "cut costs" and reduce incetives.
Whereas HR people will try to get employees their benefits.
So a co-ordinating relationship is fine. Reoorting makes finance peopel have an upper hand on deciding if the incentives should be paid or not.
On the lighter side - how abt finance reporting to HR, so that HR would know abt the actual expenses of the company, and decide employee benefits/ incentives based on what is possible..and also keep a contingency reserve as reqd by the Management? ;-)
From India, Madras
Because finance people will only try to "cut costs" and reduce incetives.
Whereas HR people will try to get employees their benefits.
So a co-ordinating relationship is fine. Reoorting makes finance peopel have an upper hand on deciding if the incentives should be paid or not.
On the lighter side - how abt finance reporting to HR, so that HR would know abt the actual expenses of the company, and decide employee benefits/ incentives based on what is possible..and also keep a contingency reserve as reqd by the Management? ;-)
From India, Madras
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