Hi, As far as reporting is concerned HR should informed to finance department. Keep finance department in loop.
From India, Mumbai
From India, Mumbai
If any one feels this system is followed only in small organizations and not in POLLICY DRIVEN Big organizations.. and there is no chance accurance of such incidents in big organizations......I would say no...... either you are working in corporate office or in Head Office. Or never got the chance to see or work beyond guidelines.
Earlier in this thread I have mentioned the facts that happened in my previous organization which is called the leader in its field, known to millions across globe.
so here in this thread we can only discuss. but can any one here in this form who is General Manager HR or above this rank show any light on this. If one of the branches of your Organization is headed by a VP finance and he is governing HR of that branch and if this is decided by the BOD itself.
would you be in a position to change this system of HR reporting to Finance?
The first thing you would want to know might be "Why is it required? "
Then your guidelines would be we should be strong enough to face and handle this. Administratively you ought to report the branch head.
if you have an alternative kindly let us all know.
From India,
3Earlier in this thread I have mentioned the facts that happened in my previous organization which is called the leader in its field, known to millions across globe.
so here in this thread we can only discuss. but can any one here in this form who is General Manager HR or above this rank show any light on this. If one of the branches of your Organization is headed by a VP finance and he is governing HR of that branch and if this is decided by the BOD itself.
would you be in a position to change this system of HR reporting to Finance?
The first thing you would want to know might be "Why is it required? "
Then your guidelines would be we should be strong enough to face and handle this. Administratively you ought to report the branch head.
if you have an alternative kindly let us all know.
From India,
Hi,
I would like to post my views here, either ways(Small or Big) Company's this wont work, because their area of expertise and competency is entirely different, as said everyone are inter related and depend on each other but it doesnt meant that we (HR) should report to finance professionals,instead to improve the operation efficency small companies can ask HR 's to report to their MD or CEO, but it wouldnt be fair as Finance professionals are no way have a clue about the HR Industry and Trendz.
They can work with numbers but not with people..........they can run a company by asking the Hr's to report to the Finance professionals but I am Damp sure they cannot win or shine in this competitve environment.
From India, Madras
I would like to post my views here, either ways(Small or Big) Company's this wont work, because their area of expertise and competency is entirely different, as said everyone are inter related and depend on each other but it doesnt meant that we (HR) should report to finance professionals,instead to improve the operation efficency small companies can ask HR 's to report to their MD or CEO, but it wouldnt be fair as Finance professionals are no way have a clue about the HR Industry and Trendz.
They can work with numbers but not with people..........they can run a company by asking the Hr's to report to the Finance professionals but I am Damp sure they cannot win or shine in this competitve environment.
From India, Madras
Why HR report to Finance...this should not be happened in any way. Both lines work separately and there is no similarity however they need to work closely by cooperating each other. But in my view HR should not report to Finance. Finance people do accounting of all the data and provide financial results of the Company and HR does all manpower planning, performance appraisal and salary advice of all employees including Finance. HR should work independently....there is no way HR reporting to Finance.
From India, Delhi
From India, Delhi
WHO HR SHOULD REPORT TO
People normally perceive, even many of HR fraternity, Role of HR as support function which includes recruitment, processing salary, maintaining leave and attendance, increment etc. and therefore every deptt./function thinks that it can handle HR. But this is not HR this is just an adminstrative aspect of HR. Whereas HR plays strategic role. It has to be a change agent. Every body can interview, prepare salary and mark attendance. Even house wives they interview AYAs while keeping them as maid, pay their salary but this is not HR. HR is bringing about a cultural change-cahnge in the mind set of people- from an individaul to a productive professional, changing them to become an asset, aligning the change with the changing world.
If we understand this facet of HR then we will understand the stautus of HR fraternity and reporting is just a tool.
Regards,
Shabbir
From India, New Delhi
People normally perceive, even many of HR fraternity, Role of HR as support function which includes recruitment, processing salary, maintaining leave and attendance, increment etc. and therefore every deptt./function thinks that it can handle HR. But this is not HR this is just an adminstrative aspect of HR. Whereas HR plays strategic role. It has to be a change agent. Every body can interview, prepare salary and mark attendance. Even house wives they interview AYAs while keeping them as maid, pay their salary but this is not HR. HR is bringing about a cultural change-cahnge in the mind set of people- from an individaul to a productive professional, changing them to become an asset, aligning the change with the changing world.
If we understand this facet of HR then we will understand the stautus of HR fraternity and reporting is just a tool.
Regards,
Shabbir
From India, New Delhi
Strictly no. Hr is staff and rest all are line. Thus ergonomically staff can never report to line. Simple
From India, Mumbai
From India, Mumbai
:idea: Instead of the wheelspin of this debate I suggest you all read <link outdated-removed> ( Search On Cite | Search On Google ) by Dave Ulrich and Wayne Brockbank, published in 2005 by Harvard Business School Press.
Until you understand the strategic importance of HR, and that it has nothing to do with the people-orientedness of the HOD or the ability to interpret policy you will continue having this inane debate.
From South Africa, Christiana
Until you understand the strategic importance of HR, and that it has nothing to do with the people-orientedness of the HOD or the ability to interpret policy you will continue having this inane debate.
From South Africa, Christiana
Bipin,
Why will u frame the policy to cash in leave within the time that u are employed with the company? if u were not cashing in you would have taken the leave in a given year.So why not cash in when you due?
From Ghana, Accra
Why will u frame the policy to cash in leave within the time that u are employed with the company? if u were not cashing in you would have taken the leave in a given year.So why not cash in when you due?
From Ghana, Accra
All,
HR reporting to Finance is currently being done in organisations with a view to reduce manpower and save on the staff costs. I have seen certain companies who have imlemented this synergy and have failed miserably leading to employee dissatisfaction and IR issues. There are various laws and legislations, disciplinary proceedings ...... in addition to the regular functions which need to be enforced and in such circumstances the support of the top brass is required for HR.
HR would be responsible right from the employee joining to the separation wherein a lot of activities are involved , which are not possible without the support of the Company's head or the senior Mgmt team.
In fact as HR deals with various category of associates and is involved in monitoring the performances of the individuals as well as the company, it is all the more better that finance reports to an HR head who is well conversant with the basics of accounting.
HR reporting to Finance is currently being done in organisations with a view to reduce manpower and save on the staff costs. I have seen certain companies who have imlemented this synergy and have failed miserably leading to employee dissatisfaction and IR issues. There are various laws and legislations, disciplinary proceedings ...... in addition to the regular functions which need to be enforced and in such circumstances the support of the top brass is required for HR.
HR would be responsible right from the employee joining to the separation wherein a lot of activities are involved , which are not possible without the support of the Company's head or the senior Mgmt team.
In fact as HR deals with various category of associates and is involved in monitoring the performances of the individuals as well as the company, it is all the more better that finance reports to an HR head who is well conversant with the basics of accounting.
Hi i am pratap kamble
I work as HR Manager,and sits in A/c s dept.
I am working with company since 8 Months .
Here I coordinate with A/C Manager.
What I have found that a A/C Manger policy is to save penny but he is losing Rupess,by creating dissatisfaction among employees.
A/C Manger is more concrened about daily clearing of cheques,daily expenses ,daily cash.
and other finance things.
But he fails to think long term ,which leads to not enhancing profit making.
To Make profit we have to develop service or product ,efficiency ,productivity .
which does not happen by reducing cost but happens by developing manpower .
So He shouls Look cost as investment and not mere as cost.
I dont think any Fin people will understand this or able to practically work on this.
I am MBA Major in HR and Minor in FIN
And I belive that Cost shoud be looked as Investment and not as expensens .
What I personally belive that Fin people shoud not control cost ,but rationally coordinate with HR and develop Human resource,
I have observed that many times Fin people try to act like controller of all the cost and try to minimise cost ,Which i think shoud not be there role.
Because I think If we take care of People there definitely would be profit .
But If You take care of Money only at the cost of employee,I belive you cant prosper in this business enviorment.
So have a big heart Make INvestment and reap the benifits .
That is" Be happy and make others happy".
Regards
pratap kamble
From India, Pune
I work as HR Manager,and sits in A/c s dept.
I am working with company since 8 Months .
Here I coordinate with A/C Manager.
What I have found that a A/C Manger policy is to save penny but he is losing Rupess,by creating dissatisfaction among employees.
A/C Manger is more concrened about daily clearing of cheques,daily expenses ,daily cash.
and other finance things.
But he fails to think long term ,which leads to not enhancing profit making.
To Make profit we have to develop service or product ,efficiency ,productivity .
which does not happen by reducing cost but happens by developing manpower .
So He shouls Look cost as investment and not mere as cost.
I dont think any Fin people will understand this or able to practically work on this.
I am MBA Major in HR and Minor in FIN
And I belive that Cost shoud be looked as Investment and not as expensens .
What I personally belive that Fin people shoud not control cost ,but rationally coordinate with HR and develop Human resource,
I have observed that many times Fin people try to act like controller of all the cost and try to minimise cost ,Which i think shoud not be there role.
Because I think If we take care of People there definitely would be profit .
But If You take care of Money only at the cost of employee,I belive you cant prosper in this business enviorment.
So have a big heart Make INvestment and reap the benifits .
That is" Be happy and make others happy".
Regards
pratap kamble
From India, Pune
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