Sometimes HR has no work because of following reasons:
1. No recruitment's happening and hence no question of induction and joining formalities.
2. Busy only during payroll which lasts for less than a week.
3. HR policies, Personnel Files, Organization Chart, Job Profiles, Employee MIS etc already in place.
4. No Appraisals happening for long time.
There are many reasons which keeps HR idle unless a company goes for major expansion and changes. I would like to know whether you have faced such a situation and how did you handled it?
Many people think HR is unwanted and this perception has not changed even today.
In such a scenario how to prove HR's worth?
From India, Mumbai
471. No recruitment's happening and hence no question of induction and joining formalities.
2. Busy only during payroll which lasts for less than a week.
3. HR policies, Personnel Files, Organization Chart, Job Profiles, Employee MIS etc already in place.
4. No Appraisals happening for long time.
There are many reasons which keeps HR idle unless a company goes for major expansion and changes. I would like to know whether you have faced such a situation and how did you handled it?
Many people think HR is unwanted and this perception has not changed even today.
In such a scenario how to prove HR's worth?
From India, Mumbai
I know that in large organizations a HR is always busy but in small companies sometimes HR remains idle and to keep him busy he is given many admin activities. Is it really necessary?
From India, Mumbai
From India, Mumbai
Hi Mandy, What type of industry do you work with and your experience as well as the company size/your team size? This would help us in giving a better comment.
From India, Bangalore
From India, Bangalore
Dear Mandy,
Any reason why the appraisals are not scheduled ? Does it follow the yearly cycle, hence need to wait ?
What about Talent Management ? Why is HR not a part of managing the employees and leadership development ?
If your firm is too business oriented, where all the decisions are made by the business heads, here's what I would suggest. Research on the HR initiatives in your competitor's and other firms in your sector. Collecting the insights would help you see, how many ways can you make the talent management better in your firm.
Other than this, have you tried the employee feed-forward method ? I read this and really liked the concept .
Here's him taking about it How to implement Feed forward
Feed forward -PDF
There are many more concepts that can be explored to find the best fit for your organisation.
From India, Mumbai
Any reason why the appraisals are not scheduled ? Does it follow the yearly cycle, hence need to wait ?
What about Talent Management ? Why is HR not a part of managing the employees and leadership development ?
If your firm is too business oriented, where all the decisions are made by the business heads, here's what I would suggest. Research on the HR initiatives in your competitor's and other firms in your sector. Collecting the insights would help you see, how many ways can you make the talent management better in your firm.
Other than this, have you tried the employee feed-forward method ? I read this and really liked the concept .
Here's him taking about it How to implement Feed forward
Feed forward -PDF
There are many more concepts that can be explored to find the best fit for your organisation.
From India, Mumbai
Dear Mandy,
I would suggest you to make use of HR Metrics so as to prove the contribution of HR to the company.
You need to take up activities which will impact business for example Increase the employee engagement which will improve the overall productivity of workforce.Then you can prove to your management that through increase in employee engagement x% productivity has increased of the workforce.
Have a vision, mission and strategy for the HR department aligned with the corporate startegy this will not only add value to the HR function in your company as also they will start seeing HR as a contributor to the business.Like by developing and impelemting Individual deveopment plan HR has reduced attrition by x%.
Having a proper HR startegy will not only increase credibility of HR yet will also add value to it.
You have to underastnd that you have to impact the profite of the company like by recruiting innovative people, providing competency based training to the average performers the perofrmance of the wprkforce has gone up by x%.
Please remember that the days when HR was doing transactions have gone now We all need to take up tranformational HR activities as suggested above.
Hope this helps.
From India, Mumbai
I would suggest you to make use of HR Metrics so as to prove the contribution of HR to the company.
You need to take up activities which will impact business for example Increase the employee engagement which will improve the overall productivity of workforce.Then you can prove to your management that through increase in employee engagement x% productivity has increased of the workforce.
Have a vision, mission and strategy for the HR department aligned with the corporate startegy this will not only add value to the HR function in your company as also they will start seeing HR as a contributor to the business.Like by developing and impelemting Individual deveopment plan HR has reduced attrition by x%.
Having a proper HR startegy will not only increase credibility of HR yet will also add value to it.
You have to underastnd that you have to impact the profite of the company like by recruiting innovative people, providing competency based training to the average performers the perofrmance of the wprkforce has gone up by x%.
Please remember that the days when HR was doing transactions have gone now We all need to take up tranformational HR activities as suggested above.
Hope this helps.
From India, Mumbai
Hi Mandy,
I am really depressed by this comment and question. Every function has their own objectives. We are in the organization to make you life smooth. For Ex. If you die, who will process your saving further. I mean HR is responsible to give PF amount, Pension Amount, etc to your family.
There are lot many thing which we do but generally employees don't know.
Garima Singh
From India, Belgaum
I am really depressed by this comment and question. Every function has their own objectives. We are in the organization to make you life smooth. For Ex. If you die, who will process your saving further. I mean HR is responsible to give PF amount, Pension Amount, etc to your family.
There are lot many thing which we do but generally employees don't know.
Garima Singh
From India, Belgaum
Just because you are not in- taking any food does not make your liver useless, hope the people understand the value of original organs of the body compared to the implantation! and ask the people who have lost their gallbladder when it comes to their digestive process, though subtle still crucial....... in the same way, company being a body shan't loose one of its important organs!! The quality of the work rendered by the HR compared to its replacement has to be evaluated, i may only say that your company probably do not know how to uitlise the HR department for its best............
Well, your company needs to know the history where introduction of HR being considered as the huge revolution in the corporate world.....
From India, Bangalore
Well, your company needs to know the history where introduction of HR being considered as the huge revolution in the corporate world.....
From India, Bangalore
Hi Mandy,
Value of HR,can be understood in its own word - Human resource.Unlike other resources ,especially natural resources, like water, air etc,Human resource is Natural and important,It becomes valuable when trained and seasoned hr person polishes this resource and present it to organisation for retrieving the best out of it. Human resource is a sensitive too,and need lots of care and courage to handle it.Management of organisations understand this value today and hence there you find hr departments made for this purpose.
What we read in theory is only one side of the hr Function that supports implementation and alignment procedure that is required for organisation to run its show.The other side is the realistic way, a practical approach in handling human resource and making understand the managements the value of Hr and How important are the people for the organisation.
Thanks
Bijay
From India, Vadodara
Value of HR,can be understood in its own word - Human resource.Unlike other resources ,especially natural resources, like water, air etc,Human resource is Natural and important,It becomes valuable when trained and seasoned hr person polishes this resource and present it to organisation for retrieving the best out of it. Human resource is a sensitive too,and need lots of care and courage to handle it.Management of organisations understand this value today and hence there you find hr departments made for this purpose.
What we read in theory is only one side of the hr Function that supports implementation and alignment procedure that is required for organisation to run its show.The other side is the realistic way, a practical approach in handling human resource and making understand the managements the value of Hr and How important are the people for the organisation.
Thanks
Bijay
From India, Vadodara
Hello,
There appears a weak concept of HR.
If the organization is small and you have to deal with just a few numbers of people it is quite possible:
1) That the Owners/seniors are either uninitiated in assigning a "role" to HR OR
2) That the owners/seniors are aware of HR role but have not developed the role for a small organization.
I say this because HR function has three fundamental components viz: Personnel Administration that would take care of the Time Office-attendance, leave payroll, compliance and record keeping. Then you have Industrial Relations that includes representative interactive relationships that is to say Union Management Relations to cover Collective Bargaining, Disciplinary Actions etc and finally the HR that is expected to cover all non conflict prone areas of the functions that are expected to build the organization through good systems and procedures, Recruitment, Appraisals, Training Needs and means and methods to establish "Value & ethics" sanctified by the organization.
It is possible that in relatively small organization there may not be scope to do all that is described above and more but in such a case the HR function usually gets an add on called "Administration" If with the add on also there is nothing much to do, the function on many occasions is assigned to Finance/Accounts.
If we know your situation better and more elaborately the advice could be more focused!
Regards
samvedan
July 17, 2013
--------------------
From India, Pune
There appears a weak concept of HR.
If the organization is small and you have to deal with just a few numbers of people it is quite possible:
1) That the Owners/seniors are either uninitiated in assigning a "role" to HR OR
2) That the owners/seniors are aware of HR role but have not developed the role for a small organization.
I say this because HR function has three fundamental components viz: Personnel Administration that would take care of the Time Office-attendance, leave payroll, compliance and record keeping. Then you have Industrial Relations that includes representative interactive relationships that is to say Union Management Relations to cover Collective Bargaining, Disciplinary Actions etc and finally the HR that is expected to cover all non conflict prone areas of the functions that are expected to build the organization through good systems and procedures, Recruitment, Appraisals, Training Needs and means and methods to establish "Value & ethics" sanctified by the organization.
It is possible that in relatively small organization there may not be scope to do all that is described above and more but in such a case the HR function usually gets an add on called "Administration" If with the add on also there is nothing much to do, the function on many occasions is assigned to Finance/Accounts.
If we know your situation better and more elaborately the advice could be more focused!
Regards
samvedan
July 17, 2013
--------------------
From India, Pune
Hi Mandy,
Am not an HR personnel neither am i aspiring to, but i think I've a HR bent of mind i.e. doing Value Addition to my organization. Since Human Resources as the name says, is to simplify employees life (@ work). Vishal Dudhate is absolutely right on his words. Following are my suggestions:
1. Share your view on such portals/forum - Congratulations - you already done it !!
2. Before you begin implementing anything keep in mind you need to 'continue' the activity/initiative you started even with the workload anytime in future. In other words, your initiative should not be impulsive i.e. due to current lack of work. Also keep in mind, whatever initiative you take now is a value addition in your CV - applies to your own appraisal.
3. Keep your eyes and ears open to register & document all the issues faced by everybody. These issues can be regarding IT, admin, HR or any other team. Compile them and from your perspective (as an HR) brainstorm how you can ease people off their issues.
4. One of the most HEAVY suggestion would be to work on "employee attrition rate" and in turn 'Monetary' recognition of employees efforts. As per my knowledge or rather a common sense - appreciation in mail / verbal lives for 2-3 mins but not long lasting. You can show mgmt that employee attrition and hence recruitment costs us 'business money'.
5. Last but not the least - Do not keep expectation but keep on delivering results. It all starts with you feeling worth it. Because our 'not feeling worth' reflects into our work and hence Self-Esteem.
From India, Mumbai
Am not an HR personnel neither am i aspiring to, but i think I've a HR bent of mind i.e. doing Value Addition to my organization. Since Human Resources as the name says, is to simplify employees life (@ work). Vishal Dudhate is absolutely right on his words. Following are my suggestions:
1. Share your view on such portals/forum - Congratulations - you already done it !!
2. Before you begin implementing anything keep in mind you need to 'continue' the activity/initiative you started even with the workload anytime in future. In other words, your initiative should not be impulsive i.e. due to current lack of work. Also keep in mind, whatever initiative you take now is a value addition in your CV - applies to your own appraisal.
3. Keep your eyes and ears open to register & document all the issues faced by everybody. These issues can be regarding IT, admin, HR or any other team. Compile them and from your perspective (as an HR) brainstorm how you can ease people off their issues.
4. One of the most HEAVY suggestion would be to work on "employee attrition rate" and in turn 'Monetary' recognition of employees efforts. As per my knowledge or rather a common sense - appreciation in mail / verbal lives for 2-3 mins but not long lasting. You can show mgmt that employee attrition and hence recruitment costs us 'business money'.
5. Last but not the least - Do not keep expectation but keep on delivering results. It all starts with you feeling worth it. Because our 'not feeling worth' reflects into our work and hence Self-Esteem.
From India, Mumbai
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