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Type: HR, Report if not a HR topic
Hi Nimali!
Your views are like a whiff of fresh air in this world where HR has become passe' but there are still many organizations which do practice progressive HR policies but they are very less due to many reasons. Most of the companies as rightly pointed out by you use HR as just a fancy department which deals with all kind of sundry jobs like housekeeping, security, payroll, discipline and blah blah which can be done by any professional and it doesn't require any expertise in HR.
I have seen many companies where HR is being used as a nominal department where routine or trivial matters get importance. The lack of support of top management who are more hell bent on earning profits at any cost without caring for the human resources use HR for all sundry jobs. Even if they care, that too is aimed at boosting their image or to create the necessary hype on HR in market for taking their business forward which is ultimately aimed at raking in profits. HR is being used as a Public Relation tool for many organizations and the importance of HR is recognized by some very professional organizations like Deloitte and others where true importance is given to HR. It is time that Government also should give enough support to HR and encourage it appropriately.
Thank you so much Nimali for bringing out all those bitter facts which are very correct and I completely agree with your views.
2310 Views
3 Replies
2310 Views 3 Replies+3
What ??? HR Professionals are drivers?
Type: HR, Report if not a HR topic
Posted 04-06-2010Reply
Dear All,
Here is new post. Please read on http://vinodtbidwaik.blogspot.com/2010/06/what-hr-professionals-are-drivers.html
Thanks & Regards,
Vinod Bidwaik
Dear Vinod,
No thanks for your post. Cos it is more valuable for me to say than just thank you. I love it. It shows the pure truth, the real dilemma in our profession and in the business world. In any country that truth may be same. I read an article about Malaysia and its’ development strategies. As per the article, Malaysia has linked government development policy with HR development. It is amazing but I think it is worked for them, but don’t know for what extend.
No country has taken a deep understanding about the true value of HRM, what is HRD and what is Administration. There are great companies. true. They have practiced either employee aimed HRD or customer oriented HRD. But end of the day they focus the sustainability and the growth of the business through high profits. (no matter it is HRD, business development or customer care development)
As I very clearly know, 99.9% small scale organizations doesn’t have a proper Human Resources Management path way. There are lots of labour cases in these companies. Because they don’t have the appropriate knowledge in labour law, employment conditions and employee relations. No need to say about employee motivation and development. (they don’t have even heard the words)
Most of the middle scale companies practice HR. They recruit HR Managers. But the sad reality is 75 % of these managers are not real HR Managers. They have the shining Designation only. They don’t practice HRM. They practice only administration. A vehicle maintaining and pay roll administration manager is called as Head of HR in these companies. Middle scale companies only want recruitments, pay roll, attendance monitoring, handling employee relations ( specially discipline and terminations) Other than that no space for employee competency improvement or business connected HRM.
As indicated in the post, consultants can only move with the surface of the HRM. How can they connect to the human lives who are in the business and who are in the out of the business. (Internal & external customers) Can they create a link between worst top management decisions and employees same between unfair employee motives and business sustainability?
This is a true dilemma, but there should be a way out from the cage HR has been captured. We know the reality, the truth and the upcoming future of our professions. What have we done to change it? It is not the understanding a problem is best, but resolving it is great. How many HR professionals in this site? We all daily see / suffer from this tragedy. What can we do to overcome from it individually and as a professional team?
Can we create HR models which are not other consultancies?
Is it enough completing MBA to become the all-rounder which most organizations today seek?
Have we ever evaluated, what HR consultants have but we don’t have and what we have HR consultants don’t have?
What makes us valuable?
Have we gone out from the ordinary frame of HR ever? Have we created a human resource bridge to every key manager’s HR need?
Have we approach the top management with the best solution / direction they really need to know when they are in a critical situation? No matter they value our contribution, but the most important thing is the approach.
Have we ever linked HRD with the organizational core business avenues, core values and core needs?
Unfortunately we are not in an easy job. We have to fight for the organizational survival and same time for our selves’ survival. So why don’t we look at ourselves in the mirror? When a woman goes to a beautician, her face is scanned to find all the black and white heads. Why don’t we go to the mirror and look at our inner capabilities and organizational needs?
And finally, why don’t we get together and raise a voice that, the core human related and business success related science we have in our hands.
Nothing is impossible in this world. We can turn HRD to its real path way.
Who stand up first to support or to resist?
Nimali
No thanks for your post. Cos it is more valuable for me to say than just thank you. I love it. It shows the pure truth, the real dilemma in our profession and in the business world. In any country that truth may be same. I read an article about Malaysia and its’ development strategies. As per the article, Malaysia has linked government development policy with HR development. It is amazing but I think it is worked for them, but don’t know for what extend.
No country has taken a deep understanding about the true value of HRM, what is HRD and what is Administration. There are great companies. true. They have practiced either employee aimed HRD or customer oriented HRD. But end of the day they focus the sustainability and the growth of the business through high profits. (no matter it is HRD, business development or customer care development)
As I very clearly know, 99.9% small scale organizations doesn’t have a proper Human Resources Management path way. There are lots of labour cases in these companies. Because they don’t have the appropriate knowledge in labour law, employment conditions and employee relations. No need to say about employee motivation and development. (they don’t have even heard the words)
Most of the middle scale companies practice HR. They recruit HR Managers. But the sad reality is 75 % of these managers are not real HR Managers. They have the shining Designation only. They don’t practice HRM. They practice only administration. A vehicle maintaining and pay roll administration manager is called as Head of HR in these companies. Middle scale companies only want recruitments, pay roll, attendance monitoring, handling employee relations ( specially discipline and terminations) Other than that no space for employee competency improvement or business connected HRM.
As indicated in the post, consultants can only move with the surface of the HRM. How can they connect to the human lives who are in the business and who are in the out of the business. (Internal & external customers) Can they create a link between worst top management decisions and employees same between unfair employee motives and business sustainability?
This is a true dilemma, but there should be a way out from the cage HR has been captured. We know the reality, the truth and the upcoming future of our professions. What have we done to change it? It is not the understanding a problem is best, but resolving it is great. How many HR professionals in this site? We all daily see / suffer from this tragedy. What can we do to overcome from it individually and as a professional team?
Can we create HR models which are not other consultancies?
Is it enough completing MBA to become the all-rounder which most organizations today seek?
Have we ever evaluated, what HR consultants have but we don’t have and what we have HR consultants don’t have?
What makes us valuable?
Have we gone out from the ordinary frame of HR ever? Have we created a human resource bridge to every key manager’s HR need?
Have we approach the top management with the best solution / direction they really need to know when they are in a critical situation? No matter they value our contribution, but the most important thing is the approach.
Have we ever linked HRD with the organizational core business avenues, core values and core needs?
Unfortunately we are not in an easy job. We have to fight for the organizational survival and same time for our selves’ survival. So why don’t we look at ourselves in the mirror? When a woman goes to a beautician, her face is scanned to find all the black and white heads. Why don’t we go to the mirror and look at our inner capabilities and organizational needs?
And finally, why don’t we get together and raise a voice that, the core human related and business success related science we have in our hands.
Nothing is impossible in this world. We can turn HRD to its real path way.
Who stand up first to support or to resist?
Nimali
Dear Vinod,
No thanks for your post. Cos it is more valuable for me to say than just ... See Nimali's complete reply
No thanks for your post. Cos it is more valuable for me to say than just ... See Nimali's complete reply
Hi Nimali!
Your views are like a whiff of fresh air in this world where HR has become passe' but there are still many organizations which do practice progressive HR policies but they are very less due to many reasons. Most of the companies as rightly pointed out by you use HR as just a fancy department which deals with all kind of sundry jobs like housekeeping, security, payroll, discipline and blah blah which can be done by any professional and it doesn't require any expertise in HR.
I have seen many companies where HR is being used as a nominal department where routine or trivial matters get importance. The lack of support of top management who are more hell bent on earning profits at any cost without caring for the human resources use HR for all sundry jobs. Even if they care, that too is aimed at boosting their image or to create the necessary hype on HR in market for taking their business forward which is ultimately aimed at raking in profits. HR is being used as a Public Relation tool for many organizations and the importance of HR is recognized by some very professional organizations like Deloitte and others where true importance is given to HR. It is time that Government also should give enough support to HR and encourage it appropriately.
Thank you so much Nimali for bringing out all those bitter facts which are very correct and I completely agree with your views.
Dear Nimali,
I fully agree with you that HR Managers are just fancy designations and are not seen as actual change agent or they can add any value.
In many small & medium level companies HR are considered as significant cost. Earlier HR's jobs was more of adminitrative in nature but it is constantly evovling but irony is the top management is least interested to even understand the worth of HR in any company.
Thought process is still unchanged in many organisation which is really demotivating and makes an HR playing defensive and just carring out the fixed guidlines as job responsibilities.
thanks
Rashee
I fully agree with you that HR Managers are just fancy designations and are not seen as actual change agent or they can add any value.
In many small & medium level companies HR are considered as significant cost. Earlier HR's jobs was more of adminitrative in nature but it is constantly evovling but irony is the top management is least interested to even understand the worth of HR in any company.
Thought process is still unchanged in many organisation which is really demotivating and makes an HR playing defensive and just carring out the fixed guidlines as job responsibilities.
thanks
Rashee
+3
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