Hi All,
Well the seniors & forum members who know me will understand why I am posting this topic :) but I actually needed to know the reason behind this trend that I have come across & may be other's may not have or the potential HR's may come across...
Off late I have been wondering is Recruitment synonymous to HR as per industry people or is the most important aspect of HR or the only scale to measure an HR's potential...? The reason I will tell you is that you come see any posting of a job for potential HR's (0to3years) the posting says needed HR Executive/ Recruiter or even if the add has HR Executive as the header the JD spoils it...
Further to add to my belief other day my HR manager & myself were discussing to fill in some positions where I expressed that I am not enjoying this part of job,to which his reply was that dear Recruitment is HR !though I shouldn't have taken it seriously considering that he is Technical background person but then I was left wondering ...."to be in the Industry you think one can excel at is it necessary to specialize in primarily in one section of it???"
Please let me know your opinion on this & if I am wrong do correct me..
Warm Regards
Geeti
From India, Bangalore
Well the seniors & forum members who know me will understand why I am posting this topic :) but I actually needed to know the reason behind this trend that I have come across & may be other's may not have or the potential HR's may come across...
Off late I have been wondering is Recruitment synonymous to HR as per industry people or is the most important aspect of HR or the only scale to measure an HR's potential...? The reason I will tell you is that you come see any posting of a job for potential HR's (0to3years) the posting says needed HR Executive/ Recruiter or even if the add has HR Executive as the header the JD spoils it...
Further to add to my belief other day my HR manager & myself were discussing to fill in some positions where I expressed that I am not enjoying this part of job,to which his reply was that dear Recruitment is HR !though I shouldn't have taken it seriously considering that he is Technical background person but then I was left wondering ...."to be in the Industry you think one can excel at is it necessary to specialize in primarily in one section of it???"
Please let me know your opinion on this & if I am wrong do correct me..
Warm Regards
Geeti
From India, Bangalore
Hi Geeti,
This problem is faced by many HR personnel.
Recruitment is not synonymous to HR, but yes, it is surely a very important function of HR.
Untill you won't recruit a good candidate, you won't be able to have other function of HR. If a good candidate is selected for a job, half the things are done, but I feel Manpwer planning is more valuable function then Recruting.
It is just the half knowledge in the area of HR that people start treating recruitment as HR. No, if we do this what will happen to all the other Major functions, you cannot neglect them:
Manpower planning,
Budgeting
Selection,
Induction
Performance Management
Training & Development- it is a seperate area altogether now, so much importance it has gained in the last few years.
Management development
Career Planning, and career development
Appraisals, OD, Change Management, OB, people management, retention, WLB etc.
There is a huge list, you can just recruit the person and forgets, the main workof HRM starts after the selection.
I would like other people to also contribute.
Cheers
Archna
From India, Delhi
113This problem is faced by many HR personnel.
Recruitment is not synonymous to HR, but yes, it is surely a very important function of HR.
Untill you won't recruit a good candidate, you won't be able to have other function of HR. If a good candidate is selected for a job, half the things are done, but I feel Manpwer planning is more valuable function then Recruting.
It is just the half knowledge in the area of HR that people start treating recruitment as HR. No, if we do this what will happen to all the other Major functions, you cannot neglect them:
Manpower planning,
Budgeting
Selection,
Induction
Performance Management
Training & Development- it is a seperate area altogether now, so much importance it has gained in the last few years.
Management development
Career Planning, and career development
Appraisals, OD, Change Management, OB, people management, retention, WLB etc.
There is a huge list, you can just recruit the person and forgets, the main workof HRM starts after the selection.
I would like other people to also contribute.
Cheers
Archna
From India, Delhi
Hi Archna,
Thanks for providing the details & having consensus with me on this.
I still want to know that do you also feel the way I am that currently the trend is HR = Recruitment...?
Warm Regards
Geeti
From India, Bangalore
Thanks for providing the details & having consensus with me on this.
I still want to know that do you also feel the way I am that currently the trend is HR = Recruitment...?
Warm Regards
Geeti
From India, Bangalore
Hi Geeti,
Nice to see you back in action.
As usual Archna is correct and there's no dispute at all. Recruitment is the primary function of HR from where all other functions like selection, development and separation emerge. At present, there is a misconception among so many that only Recruitment or Training & Development are treated as the only HR functions. A lot of fragmentation has taken place as result of which this kind of misconception has taken place. In another lead which is going around in forum I clearly stated that due to recruitment frenzy some organizations and HR personnel included have almost started ignoring the function of antecedent check and check of credentials properly as a result of which many candidates are getting employed without getting properly relieved from their erstwhile organizations resulting in dual employment which is against the terms and conditions of service or the standing orders.
HR as a whole has a lot to do other than a recruitment or a training provided you have the right kind of management coupled with congenial environment.
Thanks,
PRADEEP
From India, Hyderabad
Nice to see you back in action.
As usual Archna is correct and there's no dispute at all. Recruitment is the primary function of HR from where all other functions like selection, development and separation emerge. At present, there is a misconception among so many that only Recruitment or Training & Development are treated as the only HR functions. A lot of fragmentation has taken place as result of which this kind of misconception has taken place. In another lead which is going around in forum I clearly stated that due to recruitment frenzy some organizations and HR personnel included have almost started ignoring the function of antecedent check and check of credentials properly as a result of which many candidates are getting employed without getting properly relieved from their erstwhile organizations resulting in dual employment which is against the terms and conditions of service or the standing orders.
HR as a whole has a lot to do other than a recruitment or a training provided you have the right kind of management coupled with congenial environment.
Thanks,
PRADEEP
From India, Hyderabad
Hi Pradeep,
Thanks for the reply, yes I am getting back in action :)
Well I am in agreement with you on this that reference checks & credentils checks are not given importance in the hurry to recruit ; latest to support that would be the bulk sacking of employees at Wipro of employees even after working with the same for more than 2 years & so..
I faced this with my Org. as well 2 days back , we had a false acceptance by a candidate for one position & the same candidate mistakenly sent his resume for a different position 2 days back & the Resumes you see were completely different with same contact details. Intailly reference checks were a part of our recruitment process but again the hurry to recruit the candidates let to avoidance of the same....
After drifting from the main issue, I still haven't received the response from so many members in the forum working on same lines that is "Recruitment = HR in the current industry".
Warm Regards
Geeti
From India, Bangalore
Thanks for the reply, yes I am getting back in action :)
Well I am in agreement with you on this that reference checks & credentils checks are not given importance in the hurry to recruit ; latest to support that would be the bulk sacking of employees at Wipro of employees even after working with the same for more than 2 years & so..
I faced this with my Org. as well 2 days back , we had a false acceptance by a candidate for one position & the same candidate mistakenly sent his resume for a different position 2 days back & the Resumes you see were completely different with same contact details. Intailly reference checks were a part of our recruitment process but again the hurry to recruit the candidates let to avoidance of the same....
After drifting from the main issue, I still haven't received the response from so many members in the forum working on same lines that is "Recruitment = HR in the current industry".
Warm Regards
Geeti
From India, Bangalore
Dear Seniors, Your opinion & advices are needed kindly throw some light on this topic... Warm Regards Geeti
From India, Bangalore
From India, Bangalore
Hi Geeti,
I think Recruitment is definitely important profile of an HRbcoz once an HR understands the recruited profile, it also gets easier to understand further needs of the recruited person. Like his/her T & D needs etc. Basically, once the person is recruited by the HR there is already some kind of relation set between the candidate & the recruiter. So it already creates a comfortable situation. But at the same time recruitment alone will not solve all needs, it has to be properly supported with solving employee grievances, enhancing good & healthy working environment within the company, enhancing development activities. Bcoz if these issues are not addressed properly even the best of the candidate recruited will not reduce attrition in the company. So all facets of HR go hand in Hand.
Regards,
Pooja
From India, Pune
I think Recruitment is definitely important profile of an HRbcoz once an HR understands the recruited profile, it also gets easier to understand further needs of the recruited person. Like his/her T & D needs etc. Basically, once the person is recruited by the HR there is already some kind of relation set between the candidate & the recruiter. So it already creates a comfortable situation. But at the same time recruitment alone will not solve all needs, it has to be properly supported with solving employee grievances, enhancing good & healthy working environment within the company, enhancing development activities. Bcoz if these issues are not addressed properly even the best of the candidate recruited will not reduce attrition in the company. So all facets of HR go hand in Hand.
Regards,
Pooja
From India, Pune
Dear Ms. Geeti,
As per my knowledge goes, the reason behind why people consider recruitment as the main job for HR is because we are the people responsible each & every good / bad & the most important thing behind it is that all people except HR think that we have no work at all & we are being paid just to recruit people, make their salaries etc.
There is a need for change in this attitude & I sincerely feel that we HR people are able to solve many big problems but always lack in presenting ourselves & convince our importance.
If you feel I am wrong, please let me know.
Santosh Iyer
From India, Pune
As per my knowledge goes, the reason behind why people consider recruitment as the main job for HR is because we are the people responsible each & every good / bad & the most important thing behind it is that all people except HR think that we have no work at all & we are being paid just to recruit people, make their salaries etc.
There is a need for change in this attitude & I sincerely feel that we HR people are able to solve many big problems but always lack in presenting ourselves & convince our importance.
If you feel I am wrong, please let me know.
Santosh Iyer
From India, Pune
Some comments.
I agree with Archna and Pradeep that recruitment is not the only paramount responsibility for an HR Manager. It definitely is one of his prime responsibilities, considering that the only way an organisation can prosper and grow is through the strengths and capabilities of its people, and to recruit the right people is very important.
But just think a little. Why is recruitment becoming so important?
First of all, the younger generation have very little responsibilies towards their employers. The moment they get a better paying job, they walk out without a second thought, leaving the organisation at wit's end to get a replacement as fast as possible.
Why is this happening? Organisations are not paying enough attention to motivating and retaining the people they need. Motivation and job enrichment must be such that employees should WANT to stick around. Retention polciies like extended responsibilities, promotional prospects, self-development, training and development, non-quantifiable benefits like house and vehicle loans, etc. also play a critical role.
Recruitment itself is being done haphazardly. Not many HR Managers really have in depth discussions with functional heads to find out why people are leaving, nor do they analyse job descriptions and job content to check whether these are attractive enough to pull in candidates, nor do they spend sufficient time on the actual recruitment process to ensure that the right candidates are selected.
As Geeti pointed out, if you hurry recruitments, you make mistakes ... like not checking references, or facts provided.
And what HR Managers also fail to realise is the hidden cost of recruitments. When a vacancy occurs, HR Managers have to spend time, trouble and effort on * analysing and if necessary, redesigning job descriptions and job content * advertising/going to recruitment consultants * spending time on going through applications and testing their veracity (correctness) * interviewing those found suitable * negotiating terms and giving letters of appointment * waiting for them to actually join after serving out their notice periods (unless they are unemployed) * giving them induction training * waiting until they start producing.
And looking for a replacement if they suddenly decide to leave.
And during all this time, the functional heads are fuming, because their work is being held up!
So, a lot of indepth thought has to be given to these problems, and steps to rectify matters taken at the earlist, if matters are to improve.
What do you think?
Jeroo
From India, Mumbai
I agree with Archna and Pradeep that recruitment is not the only paramount responsibility for an HR Manager. It definitely is one of his prime responsibilities, considering that the only way an organisation can prosper and grow is through the strengths and capabilities of its people, and to recruit the right people is very important.
But just think a little. Why is recruitment becoming so important?
First of all, the younger generation have very little responsibilies towards their employers. The moment they get a better paying job, they walk out without a second thought, leaving the organisation at wit's end to get a replacement as fast as possible.
Why is this happening? Organisations are not paying enough attention to motivating and retaining the people they need. Motivation and job enrichment must be such that employees should WANT to stick around. Retention polciies like extended responsibilities, promotional prospects, self-development, training and development, non-quantifiable benefits like house and vehicle loans, etc. also play a critical role.
Recruitment itself is being done haphazardly. Not many HR Managers really have in depth discussions with functional heads to find out why people are leaving, nor do they analyse job descriptions and job content to check whether these are attractive enough to pull in candidates, nor do they spend sufficient time on the actual recruitment process to ensure that the right candidates are selected.
As Geeti pointed out, if you hurry recruitments, you make mistakes ... like not checking references, or facts provided.
And what HR Managers also fail to realise is the hidden cost of recruitments. When a vacancy occurs, HR Managers have to spend time, trouble and effort on * analysing and if necessary, redesigning job descriptions and job content * advertising/going to recruitment consultants * spending time on going through applications and testing their veracity (correctness) * interviewing those found suitable * negotiating terms and giving letters of appointment * waiting for them to actually join after serving out their notice periods (unless they are unemployed) * giving them induction training * waiting until they start producing.
And looking for a replacement if they suddenly decide to leave.
And during all this time, the functional heads are fuming, because their work is being held up!
So, a lot of indepth thought has to be given to these problems, and steps to rectify matters taken at the earlist, if matters are to improve.
What do you think?
Jeroo
From India, Mumbai
Hi
I do agree with Jerry and all the others
Even if the HR Manager makes all the innovations in the workplace it is ultimately the functional head who is the boss(the employee reports to the functional head)
And as we know people leave the managers not companies(as has been repeatedly pointed ot in the forum)
HR Managers are in a constant presuure from the Functional Heads to provide them manpower faster. So does the HR Manager have the time to check all the credentials of the new recruit. Basically it is just the technical background which is checked . None of the HR angles
And lastly to answer the question raised in the forum" Recruitment is not the only thing in HR". It is the perspective of your boss /HR Managers, as to how they look at HR?
I believe recruiting is part of HR but not HR in today's environment
regards
From India
I do agree with Jerry and all the others
Even if the HR Manager makes all the innovations in the workplace it is ultimately the functional head who is the boss(the employee reports to the functional head)
And as we know people leave the managers not companies(as has been repeatedly pointed ot in the forum)
HR Managers are in a constant presuure from the Functional Heads to provide them manpower faster. So does the HR Manager have the time to check all the credentials of the new recruit. Basically it is just the technical background which is checked . None of the HR angles
And lastly to answer the question raised in the forum" Recruitment is not the only thing in HR". It is the perspective of your boss /HR Managers, as to how they look at HR?
I believe recruiting is part of HR but not HR in today's environment
regards
From India
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