Dear friends,
Can anyone explain as to why CiteHR is far more actice than its counterparts - CiteOperations, CiteFinanace and CiteSales?
Why is there so much of discussions, exchange of ideas, postings of information, knowledge sharing happening in CiteHR?
Does this mean -
1. There are many HR professsionals, who are willing to share their knowledge than other professionals?
Or,
2.HR professionals have plenty of time to chat in the website, whereas other professionals are really busy with their work?
Or,
3.There are many new HR exceutives, who have entered the HR profession without having sufficient knowledge and ask fundamental questions through citehr? (Whereas other professionals do not have this need because they possess sufficient basic knowledge about their profession. For example, accounts executives might have done CA or ICWA and therefore do not have questions over basics?)
Or,
4.There is no single nationwide course or professional accredition body for HR and so the HR knowledge is not available in consolidated form, scattered across?
Or,
5.HR professionals have more issues than others, and the issues being people issues are often sensitive. So, there is no templated solution available for handling the issues. Hence the discussions.
Or,
6.HR is evolving as a great profession in India. HR professionals are into a great networking. HR people are more serious than others in making their companies competitive; they feel the need for excellence in organizational performance, its competence etc. So, they are quite active in knowing what is happening around. They want to know the benchmarks and implement the best people management practices in their workplaces.
Which of the above is true?
Can you please react and respond?
Jeev.
From India, Bangalore
6Can anyone explain as to why CiteHR is far more actice than its counterparts - CiteOperations, CiteFinanace and CiteSales?
Why is there so much of discussions, exchange of ideas, postings of information, knowledge sharing happening in CiteHR?
Does this mean -
1. There are many HR professsionals, who are willing to share their knowledge than other professionals?
Or,
2.HR professionals have plenty of time to chat in the website, whereas other professionals are really busy with their work?
Or,
3.There are many new HR exceutives, who have entered the HR profession without having sufficient knowledge and ask fundamental questions through citehr? (Whereas other professionals do not have this need because they possess sufficient basic knowledge about their profession. For example, accounts executives might have done CA or ICWA and therefore do not have questions over basics?)
Or,
4.There is no single nationwide course or professional accredition body for HR and so the HR knowledge is not available in consolidated form, scattered across?
Or,
5.HR professionals have more issues than others, and the issues being people issues are often sensitive. So, there is no templated solution available for handling the issues. Hence the discussions.
Or,
6.HR is evolving as a great profession in India. HR professionals are into a great networking. HR people are more serious than others in making their companies competitive; they feel the need for excellence in organizational performance, its competence etc. So, they are quite active in knowing what is happening around. They want to know the benchmarks and implement the best people management practices in their workplaces.
Which of the above is true?
Can you please react and respond?
Jeev.
From India, Bangalore
Hi,
In my opinion, the following are the reasons why citehr is very very active compared to its other co-sites : -
"HR professionals have plenty of time to chat in the website, whereas other professionals are really busy with their work."
"There are many new HR exceutives, who have entered the HR profession without having sufficient knowledge and ask fundamental questions through citehr."
To put it in a nutshell, HR excecutives have more time to be chatting on the net, they have less work than other executives in sales, prodcution etc., there are many HR executives who do not know basics of HRM, so they ask fundamental questions expecting some tips from someone. They want tips from others for managing their company's human resource.
Also, many HR professional want to show they are experts. So, they freely share the hard work (PPTs. PDFs., Manuals etc.) of others without any hesitation and think as though it is their original contribution.
Many times we can find someone asking -
'How to start HR department in my company? I have been recently appointed to start HR dept.'
This is very strange. How that company has appointed that person for starting HR dept., God knows.
Giri
In my opinion, the following are the reasons why citehr is very very active compared to its other co-sites : -
"HR professionals have plenty of time to chat in the website, whereas other professionals are really busy with their work."
"There are many new HR exceutives, who have entered the HR profession without having sufficient knowledge and ask fundamental questions through citehr."
To put it in a nutshell, HR excecutives have more time to be chatting on the net, they have less work than other executives in sales, prodcution etc., there are many HR executives who do not know basics of HRM, so they ask fundamental questions expecting some tips from someone. They want tips from others for managing their company's human resource.
Also, many HR professional want to show they are experts. So, they freely share the hard work (PPTs. PDFs., Manuals etc.) of others without any hesitation and think as though it is their original contribution.
Many times we can find someone asking -
'How to start HR department in my company? I have been recently appointed to start HR dept.'
This is very strange. How that company has appointed that person for starting HR dept., God knows.
Giri
Hi All
Its really true that HR professionals carry less burden as compared to the others.
2. We are a team here.We are here to help each other,and find out a solution.The cite is designed for this purpose only..We are not here to discourage the new enterants.
(I would like to site the example of a child,he need our help at each step......dn't we guide them
3. HR,even though always criticized is the most powerful in the organization.Every one wants to be in touch with them,,,There are many People on this forum who are not HR Professionals,but then also they are the part of all the discussions carried on.
4. The purpose of this cite is only and only Exchange of Ideas,so that one can have an open view of the happenings around,What else does one feel can be discussed on this forum
5. When ever a fresher asks a Question why is it always a part of criticism,eg...as in above mail ,,,,We as HR have no right to hurt anyone's feelings ,The person never says that Everyone has to reply,,,Its always our choice to reply to any post...Then Why to crticize the person on his/her specific post.
6.If we are able to repond to a mail and even the person is fully satisfied with the reply then also it benefits both the parties.The respoder gets to Know his efficieny
WHAT ELSE DO WE REQUIRE??
DONT WE SOLVE THE PROBLEMS IN OUR OWN COMPANY.??
Then why not help people who are exactly in the same place as we are???
:?: :?:
From India, Calcutta
Its really true that HR professionals carry less burden as compared to the others.
2. We are a team here.We are here to help each other,and find out a solution.The cite is designed for this purpose only..We are not here to discourage the new enterants.
(I would like to site the example of a child,he need our help at each step......dn't we guide them
3. HR,even though always criticized is the most powerful in the organization.Every one wants to be in touch with them,,,There are many People on this forum who are not HR Professionals,but then also they are the part of all the discussions carried on.
4. The purpose of this cite is only and only Exchange of Ideas,so that one can have an open view of the happenings around,What else does one feel can be discussed on this forum
5. When ever a fresher asks a Question why is it always a part of criticism,eg...as in above mail ,,,,We as HR have no right to hurt anyone's feelings ,The person never says that Everyone has to reply,,,Its always our choice to reply to any post...Then Why to crticize the person on his/her specific post.
6.If we are able to repond to a mail and even the person is fully satisfied with the reply then also it benefits both the parties.The respoder gets to Know his efficieny
WHAT ELSE DO WE REQUIRE??
DONT WE SOLVE THE PROBLEMS IN OUR OWN COMPANY.??
Then why not help people who are exactly in the same place as we are???
:?: :?:
From India, Calcutta
Hi,
All the points are very true expect point number 2 because the HR manager of 21 st century are also very busy like other professionals.
"LEARNING IS LIKE EATING FOOD. IT IS NOT HOWMUCH YOU CAN EAT THAT MATTERS, WHAT COUNTS IS HOW MUCH YOU CAN DIGEST." :oops: :oops:
Sweta
From India, Raipur
All the points are very true expect point number 2 because the HR manager of 21 st century are also very busy like other professionals.
"LEARNING IS LIKE EATING FOOD. IT IS NOT HOWMUCH YOU CAN EAT THAT MATTERS, WHAT COUNTS IS HOW MUCH YOU CAN DIGEST." :oops: :oops:
Sweta
From India, Raipur
Hi all,
Swetha is really apt, work cannot be more or less it depends on the way we carry it out.
other reason could be that HR requires more communication and sharing the knowledge, creativity and initiative is something which strives HR professtionals, coming to other areas like finance, production and manufacturing concerns they have standard ways of implementing the tasks so probably less scope of clarifications.
Regards
Srilatha
From India, Hyderabad
Swetha is really apt, work cannot be more or less it depends on the way we carry it out.
other reason could be that HR requires more communication and sharing the knowledge, creativity and initiative is something which strives HR professtionals, coming to other areas like finance, production and manufacturing concerns they have standard ways of implementing the tasks so probably less scope of clarifications.
Regards
Srilatha
From India, Hyderabad
"Technology" is another sector which has many vibrant communities online. It's not because they have "time in hand" but because the problems faced are very dynamic in nature.
Operations and Sales require specific skills and training material - so their knowledge requirements need carefully crafted material which can help them learn how to maintain and grow in their fields. Which is where companies like Salesforce and industry specific information service providers come in - who provide important and relevant data which has been carefully crafted or collected. CiteSales and CiteOps are intended to be a repositories of information and pointers to help create those structures.
Finance also requires a very specific skill-set and learning of the rules - there are a few good online communities who provide information and updates on the various legal requirements.
From India, Gurgaon
Operations and Sales require specific skills and training material - so their knowledge requirements need carefully crafted material which can help them learn how to maintain and grow in their fields. Which is where companies like Salesforce and industry specific information service providers come in - who provide important and relevant data which has been carefully crafted or collected. CiteSales and CiteOps are intended to be a repositories of information and pointers to help create those structures.
Finance also requires a very specific skill-set and learning of the rules - there are a few good online communities who provide information and updates on the various legal requirements.
From India, Gurgaon
Dear friends,
The thread was posted on 06-Apr-2007. Chief Administrator of this forum has revived the thread after nine years, five months and a day. Why Citehr is popular in citeman network? Keeping this central point aside, the noteworthy fact is validness or cogency of the thread even after nine years. Has nothing changed in these nine years about citehr or nothing changed about HR function itself?
Citehr attracts more number of threads. The reasons for this are varied. The very first reason is sedentary job of HR professionals. In contrast, sales professionals are always on the move in the field. Production or operations may not be on the move but they are always busy on the shop floor.
The second thing is about the command over English. Quality of the English of some of the members of this forum is egregious. Nevertheless, still they can be called as figures among ciphers. Those who are from Production or Operations, their knowledge of English is still poor. They are plain figures and this exactly inhibits them contributing into some discussion.
Thirdly, the queries asked about Citehr are not necessarily about HR. These belong to the erstwhile era of personnel management. Going further, few queries are asked by non-HR professionals. Mostly these are about notice period, on spot dismissal etc. These are the queries that related to the HR field but asked by non-HR professionals. Their queries help the forum in augmenting the count of the queries.
Fourthly, it is about liberal view of the Administrators of citehr. Many of the queries are non-HR. It could be related to data entry projects, buy or sale of something. One gentleman has been posting news items for the years together. Hardly has he contributed anything in any discussion. Those who are old timers like me, might remember that how this forum was awash with the download masters. One of the members had very strong obsession of downloading something from some website and uploading it over here. This continued for the years together. This liberal attitude of the Administrators helped to increase the number of posts. But the benefits or losses of converting citehr into super melange are intangible.
Fifthly, about the homogeneousness of the HR function. Many HR activities transcend the industrial differentiation. In contrast, take the case of salespersons. B2C sale is different from B2C sale and both are different from concept sale. Selling services is still different. Challenges of Production Manager in steel industry and garment industry are completely different. Getting solutions to their problems is quite difficult. Finance professional are known to be introvert as such. Theirs is not people function alike HR. Therefore, expecting them to ask query on Citefin is exaggerated expectation.
Last but not the least, there are service providers who have been using this forum only to promote their business. They have taken benefit of the liberal attitude of the promoters of this forum to the core. Still other few, take benefit of this forum to promote their blog.
Be it about the size of the population of the country or to some virtual forum, it is not quantity but quality matters. Compared with earlier years, today this forum is far more moderated. Nothing wrong if the quantity is controlled to increase the quality. Apart from appreciations, if some bonus points are given to those who increased the quality, it will enliven the quintessence of the forum.
Thanks,
Dinesh Divekar
From India, Bangalore
The thread was posted on 06-Apr-2007. Chief Administrator of this forum has revived the thread after nine years, five months and a day. Why Citehr is popular in citeman network? Keeping this central point aside, the noteworthy fact is validness or cogency of the thread even after nine years. Has nothing changed in these nine years about citehr or nothing changed about HR function itself?
Citehr attracts more number of threads. The reasons for this are varied. The very first reason is sedentary job of HR professionals. In contrast, sales professionals are always on the move in the field. Production or operations may not be on the move but they are always busy on the shop floor.
The second thing is about the command over English. Quality of the English of some of the members of this forum is egregious. Nevertheless, still they can be called as figures among ciphers. Those who are from Production or Operations, their knowledge of English is still poor. They are plain figures and this exactly inhibits them contributing into some discussion.
Thirdly, the queries asked about Citehr are not necessarily about HR. These belong to the erstwhile era of personnel management. Going further, few queries are asked by non-HR professionals. Mostly these are about notice period, on spot dismissal etc. These are the queries that related to the HR field but asked by non-HR professionals. Their queries help the forum in augmenting the count of the queries.
Fourthly, it is about liberal view of the Administrators of citehr. Many of the queries are non-HR. It could be related to data entry projects, buy or sale of something. One gentleman has been posting news items for the years together. Hardly has he contributed anything in any discussion. Those who are old timers like me, might remember that how this forum was awash with the download masters. One of the members had very strong obsession of downloading something from some website and uploading it over here. This continued for the years together. This liberal attitude of the Administrators helped to increase the number of posts. But the benefits or losses of converting citehr into super melange are intangible.
Fifthly, about the homogeneousness of the HR function. Many HR activities transcend the industrial differentiation. In contrast, take the case of salespersons. B2C sale is different from B2C sale and both are different from concept sale. Selling services is still different. Challenges of Production Manager in steel industry and garment industry are completely different. Getting solutions to their problems is quite difficult. Finance professional are known to be introvert as such. Theirs is not people function alike HR. Therefore, expecting them to ask query on Citefin is exaggerated expectation.
Last but not the least, there are service providers who have been using this forum only to promote their business. They have taken benefit of the liberal attitude of the promoters of this forum to the core. Still other few, take benefit of this forum to promote their blog.
Be it about the size of the population of the country or to some virtual forum, it is not quantity but quality matters. Compared with earlier years, today this forum is far more moderated. Nothing wrong if the quantity is controlled to increase the quality. Apart from appreciations, if some bonus points are given to those who increased the quality, it will enliven the quintessence of the forum.
Thanks,
Dinesh Divekar
From India, Bangalore
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