Hi Shefali
this is same happening for all HR people, just communicate a lot
to every one , mix up with all, solveing a problem of employer as well as employee side, means they will automatically realise that HR for not only a
by employer side they as well taking care of employee relating with small small thing leave, absentism, salary, employee communication.
From India, Mumbai
2this is same happening for all HR people, just communicate a lot
to every one , mix up with all, solveing a problem of employer as well as employee side, means they will automatically realise that HR for not only a
by employer side they as well taking care of employee relating with small small thing leave, absentism, salary, employee communication.
From India, Mumbai
Hello Shefali,
In early days it was their!!!! But since last 10 years situation is changed. Now management has accepted that HR Department is also a equaly important .
You have to create a positive immage. Be a supportive department. Meet other people daily. ASk them about their issues.Try to resolve it. WISH your staff members on their special day. You will get respect from them.
All the Best
Bimal Desai
Ahmedabad
From India, Mumbai
In early days it was their!!!! But since last 10 years situation is changed. Now management has accepted that HR Department is also a equaly important .
You have to create a positive immage. Be a supportive department. Meet other people daily. ASk them about their issues.Try to resolve it. WISH your staff members on their special day. You will get respect from them.
All the Best
Bimal Desai
Ahmedabad
From India, Mumbai
The issue is the effective use of communication. There is a difference between HRD and HRM. HRD is interested in flourishing the goals of the individual/group/organization. HRM is there to manage the resource, eg., cutting labor costs, benefits, and labor relations. The HRM manager is there to safegaurd the company from liability.
The main difference between HRD and HRM is the definition of feedback.
"Feedback is only feedback when the recipient asks for it. Anything other than that is considered criticism."
You have to know the reason for giving feedback. Will it help performance or improve employee relations? Will the recipient be able to use the feedback constructively or is it just a gripe session?
From United States, Phoenix
The main difference between HRD and HRM is the definition of feedback.
"Feedback is only feedback when the recipient asks for it. Anything other than that is considered criticism."
You have to know the reason for giving feedback. Will it help performance or improve employee relations? Will the recipient be able to use the feedback constructively or is it just a gripe session?
From United States, Phoenix
Dear Shefalii,
Be cool & be +ve, first of all take all brass line people in your ring, that u r the only hand can handle issues very smoothy way to get required positive results. Always be accessible to your boss. Chart out points what other departments are exercising to be in good books of your boss and brushup the same and take it into your account to stand in front line in the code of "AB" (Always Best)
Sagar
From India, Calcutta
Be cool & be +ve, first of all take all brass line people in your ring, that u r the only hand can handle issues very smoothy way to get required positive results. Always be accessible to your boss. Chart out points what other departments are exercising to be in good books of your boss and brushup the same and take it into your account to stand in front line in the code of "AB" (Always Best)
Sagar
From India, Calcutta
Hi Shefali,
1.As an HR we should be able to contribute to business rather than be a stumbling block. For this as mentioned by some member business knolwedge and processes is required. Work with them rather than be a 3rd party.
2. Create an employee brand image which says that policies and procedures are for their benefit and not for punishing employees. It so happens that HR professionals are so busy that they forget to explain the benefits of policies and procedures.
3. Serve other departments as your sales department serves your customers.
Ask ourselves the questions why are other departments respected? rather than asking why we are not respected?
Regards
Anu
From India, Bangalore
1.As an HR we should be able to contribute to business rather than be a stumbling block. For this as mentioned by some member business knolwedge and processes is required. Work with them rather than be a 3rd party.
2. Create an employee brand image which says that policies and procedures are for their benefit and not for punishing employees. It so happens that HR professionals are so busy that they forget to explain the benefits of policies and procedures.
3. Serve other departments as your sales department serves your customers.
Ask ourselves the questions why are other departments respected? rather than asking why we are not respected?
Regards
Anu
From India, Bangalore
Hi,
Thanks for the posts made earlier by everybody.
You must have the passion in your Field & your unique approach towards it, let people turn towards you.
you may feel the disrespect occasionally but the love we have in our proffession must be proved in some way. :p
Don't let others view or thoughts rule you.
Regards
Karthikeyan
From India, Bangalore
Thanks for the posts made earlier by everybody.
You must have the passion in your Field & your unique approach towards it, let people turn towards you.
you may feel the disrespect occasionally but the love we have in our proffession must be proved in some way. :p
Don't let others view or thoughts rule you.
Regards
Karthikeyan
From India, Bangalore
Most people view HR as an administrative job, not requiring a high degree of intelligence. While this is true that Transactional HR forms a major portion of the work done by most HR professionals, this is also to be noted and acknowledged that HR has a body of knowledge which is not less intellectually challenging than anyother function.
However, people from other functions fail to notice this because most of the terms and HR Specific words do not sound very esoteric. Everyone feels that he or she can speak about Recruitment, Training, Values, Performance Management etc. On the otherhand, other functions like Finance, Accounts, Production etc have terms which are not so easily understood by others. They, thus, enjoy the respect as an expert in a particular field.
I entered HR without any qualification in this field and learnt as I worked. To me if there is any field which involves the knowledge of Management in the true sense of the word, it is HR. I did not appreciate this when I worked as an Engineer. And I know it's difficult for other to understand this as well.
Anyways, we should not worry about comments from others and keep delivering the value that we are supposed to. Adding to the already existing knowledge of HR body is another thing besides acquiring researched, established theoretical knowledge that we may do continuously to enhance our self-esteem.
From India, Madras
However, people from other functions fail to notice this because most of the terms and HR Specific words do not sound very esoteric. Everyone feels that he or she can speak about Recruitment, Training, Values, Performance Management etc. On the otherhand, other functions like Finance, Accounts, Production etc have terms which are not so easily understood by others. They, thus, enjoy the respect as an expert in a particular field.
I entered HR without any qualification in this field and learnt as I worked. To me if there is any field which involves the knowledge of Management in the true sense of the word, it is HR. I did not appreciate this when I worked as an Engineer. And I know it's difficult for other to understand this as well.
Anyways, we should not worry about comments from others and keep delivering the value that we are supposed to. Adding to the already existing knowledge of HR body is another thing besides acquiring researched, established theoretical knowledge that we may do continuously to enhance our self-esteem.
From India, Madras
Dear Shefali,
Even i am facing the same problem in my current organization. No support from top management and no support and respect from bottom level. you know what my condition is like Amitabh bacchan in hiw movie Don. that employees understand that i am in favour of employer and employer feel that i am favouring employees. this really gives frustration. i am not enjoying working yar. i am confused. i am thinking that what to do? should i change the field.???
From India, Mumbai
Even i am facing the same problem in my current organization. No support from top management and no support and respect from bottom level. you know what my condition is like Amitabh bacchan in hiw movie Don. that employees understand that i am in favour of employer and employer feel that i am favouring employees. this really gives frustration. i am not enjoying working yar. i am confused. i am thinking that what to do? should i change the field.???
From India, Mumbai
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