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Type: HR, Report if not a HR topic
I completely agree with Harish's reply.....he has put it very well....thanks Harish!
Hi Dharni, I perfectly understand your position as we spoke about this during our conversation too. In your case, you would have to convince your management over a period of time in terms of the benefits they would derive by investing on employees. By investment, I do not necessarily mean money. It can be in terms of behavior, motivation, pep talk, employee engagement activities.
You might want to do a sanity check on WHY your management is not responsive to employee engagement ? maybe they think it involves expenses. You would need to come out with innovative methods to show them that the measures you want in place for employee engagement do not require expenditure. Once they are satisfied on that count, am sure they would let you do what you want to, though they might not be sold out on the idea. But over a period of time, if they see the tangible benefits of these initiatives, am sure they would appreciate you and support you.
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For whome HR should work?
Type: HR, Report if not a HR topic
Posted 07-04-2009Reply
For whome HR should work?? For company?? For employee?? or for Management??
Hello Dharni, its an interesting question. But I am afraid, there is no definite answer to this question. If we evaluate the role of a HR professional, we find that it is to act as a bridge between all the three that you have mentioned. The point is to be able to give equal weightage to all the 3 stake holders. I would say broadly Employee, Management and the company, all three would be the internal clients of a HR. So the question of working ANY one of them should not arise. It would be unfair to the other two.
A HR professional should be able to manage multiple stake holders without being biased to the other stake holders, that is the challenge and the thrill of being in our profession. Many a time it happens that we fail to see the big picture and get embroiled in daily chores and start thinking in a partisan way, but that does not help. Our roles are complicated, because quite a few times our clients are at cross roads. But our role is to be the facilitator and Business Advisor and ensure that all three clients share the same vision of the company and work together for mutual benefit.
A HR professional should be able to manage multiple stake holders without being biased to the other stake holders, that is the challenge and the thrill of being in our profession. Many a time it happens that we fail to see the big picture and get embroiled in daily chores and start thinking in a partisan way, but that does not help. Our roles are complicated, because quite a few times our clients are at cross roads. But our role is to be the facilitator and Business Advisor and ensure that all three clients share the same vision of the company and work together for mutual benefit.
Hello Dharni, its an interesting question. But I am afraid, there is no definite answer to this ques... See Harish's complete reply
I completely agree with Harish's reply.....he has put it very well....thanks Harish!
Hello all,
Really its very diffiuclt to determine for whom Hr should work and how to balance all three . And whether we are honestly have balance all of them. I think ist not possible becoz at times it definetly depends on prime importance of the things.
So its at possible to justify with all three at a time.
But in my case I handle it on the basis of concern for that day and try to keep a pace and good balance not perfect balance indeed
Thanks
P.K.Mishra
Really its very diffiuclt to determine for whom Hr should work and how to balance all three . And whether we are honestly have balance all of them. I think ist not possible becoz at times it definetly depends on prime importance of the things.
So its at possible to justify with all three at a time.
But in my case I handle it on the basis of concern for that day and try to keep a pace and good balance not perfect balance indeed
Thanks
P.K.Mishra
Thank you Harish for your answer,
but in my case i am really in a postion where i fee... See Dharni's complete reply
but in my case i am really in a postion where i fee... See Dharni's complete reply
Hi Dharni, I perfectly understand your position as we spoke about this during our conversation too. In your case, you would have to convince your management over a period of time in terms of the benefits they would derive by investing on employees. By investment, I do not necessarily mean money. It can be in terms of behavior, motivation, pep talk, employee engagement activities.
You might want to do a sanity check on WHY your management is not responsive to employee engagement ? maybe they think it involves expenses. You would need to come out with innovative methods to show them that the measures you want in place for employee engagement do not require expenditure. Once they are satisfied on that count, am sure they would let you do what you want to, though they might not be sold out on the idea. But over a period of time, if they see the tangible benefits of these initiatives, am sure they would appreciate you and support you.
I strongly agree with my friends who have answered to the the topic.
Hr is delcate thread or u may say rubber band which is with the three agencies. The two corners Company and the Management but the employees are all around the rubber band. The HR rubberband is stretched a lot by these two corners.
This is the case which Dharni wants to high light and even PK also enlightening.
WELL AN HR HAS TO BE VERY ETHICAL AND STYLISH IN EMPLOYMENT FOR ALL METHODS OF HR FOR ATTAINING LESS STRETCH BY THE TWO CORNERS AND BE IN GOOD ELASTIC WITH THE EMPLOYEES.
So, New innovation ideas which one can employed but after due research and authenticated by the two corners. This again will result in frusturation.
So, ur capabilities, qualities and depth in knowledge can only prove you to be less elastic.
hence, Dharni, my request is to devlop Patience and go for stress relief exercises.
Use the open tools for the employee and management rules and rules set by the company.
Atlast ur also an worker, do not forget it.
Have research methodlogies.
Have regular meetings with all bosses and the group leaders of each department, how less it may be
Enter with all of ur difficulties and ask their suggestion to eradicate and also to impositions ordered.
Take the feed back and analyse.
Inform the two corners with the remedies whcih u have analysed.
after approval, imply it
U have to be in risk factors, so get ready to accept those.
Bye
Take care
Hr is delcate thread or u may say rubber band which is with the three agencies. The two corners Company and the Management but the employees are all around the rubber band. The HR rubberband is stretched a lot by these two corners.
This is the case which Dharni wants to high light and even PK also enlightening.
WELL AN HR HAS TO BE VERY ETHICAL AND STYLISH IN EMPLOYMENT FOR ALL METHODS OF HR FOR ATTAINING LESS STRETCH BY THE TWO CORNERS AND BE IN GOOD ELASTIC WITH THE EMPLOYEES.
So, New innovation ideas which one can employed but after due research and authenticated by the two corners. This again will result in frusturation.
So, ur capabilities, qualities and depth in knowledge can only prove you to be less elastic.
hence, Dharni, my request is to devlop Patience and go for stress relief exercises.
Use the open tools for the employee and management rules and rules set by the company.
Atlast ur also an worker, do not forget it.
Have research methodlogies.
Have regular meetings with all bosses and the group leaders of each department, how less it may be
Enter with all of ur difficulties and ask their suggestion to eradicate and also to impositions ordered.
Take the feed back and analyse.
Inform the two corners with the remedies whcih u have analysed.
after approval, imply it
U have to be in risk factors, so get ready to accept those.
Bye
Take care
Hi,..
Can you answer - whose favor does the Priest talk for during vows being exchanged at the Marriage Ceremony? The Bride or the Bridegroom?
The role of the HR is to ensure that the Employees work for the management without holding any regrets in mind - in being truthful in all decisions made, in not cheating the employer but be truly dedicated to the Management...
In the process of the employee trying to be good.... the HR must make sure that the employees' needs are nor rejected either. The HR must creat an atmosphere where the employee can work and perform as per above requirements / vows made during selection.
In the same process... Sometimes Management forgets the vows made by them - which HR has to remind them once in a while... ;-)
I just answered it in a lighter way..
But I can say that HR is like the lady of the house. HR is the bridge between these two ends - - - -
Management --------------- Bridge (HR) ----------- Employees
Can you answer - whose favor does the Priest talk for during vows being exchanged at the Marriage Ceremony? The Bride or the Bridegroom?
The role of the HR is to ensure that the Employees work for the management without holding any regrets in mind - in being truthful in all decisions made, in not cheating the employer but be truly dedicated to the Management...
In the process of the employee trying to be good.... the HR must make sure that the employees' needs are nor rejected either. The HR must creat an atmosphere where the employee can work and perform as per above requirements / vows made during selection.
In the same process... Sometimes Management forgets the vows made by them - which HR has to remind them once in a while... ;-)
I just answered it in a lighter way..
But I can say that HR is like the lady of the house. HR is the bridge between these two ends - - - -
Management --------------- Bridge (HR) ----------- Employees
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