hi peter,
a good question to look after. HR is a subject which is not just conceptual or not just caluclation based. it is a combination of both..
hr is not a subject in marketing if use some strategy and u may get good results from that strategy even if it is not due to that strategy there may be any other reason can help it.... in hr there is not much external effects so strategies must be bang on target.....
two people can destroy the ccompany they are CEO or HR person.. so HR is one of the important internal factor which will help in growth.. i internal growth is there then only external growth is possible for marketing and finaince.....
it is no easy to understand people and get the best out of them.. very much diffcult jobb.....
hr is one subject which has to look on mutli faced goals and objectives. that is has to taken care welll.......
much more thoughts are there about h... if u wan i can continure more also about hrr...
From India, Vadodara
5a good question to look after. HR is a subject which is not just conceptual or not just caluclation based. it is a combination of both..
hr is not a subject in marketing if use some strategy and u may get good results from that strategy even if it is not due to that strategy there may be any other reason can help it.... in hr there is not much external effects so strategies must be bang on target.....
two people can destroy the ccompany they are CEO or HR person.. so HR is one of the important internal factor which will help in growth.. i internal growth is there then only external growth is possible for marketing and finaince.....
it is no easy to understand people and get the best out of them.. very much diffcult jobb.....
hr is one subject which has to look on mutli faced goals and objectives. that is has to taken care welll.......
much more thoughts are there about h... if u wan i can continure more also about hrr...
From India, Vadodara
There was
pre-stone age;
early stone age (used stones as they were found);
late stone age (worked the stones into having good cutting edges, etc.);
the bronze age;
the iron age;
the steel age;
the age of space exploration
and now we are in the dawn of age of information technology...
And what are the most important resources of all these ages ... of course the people....
It is since Steel Age that masss production and management of people came into existence and it is in this period that we have seen very fast growth, both in terms of economy as well as technology.... So HR has proven itself... Then is any further explanation required to understand the importance of Human Resources..
From India, Ahmadabad
pre-stone age;
early stone age (used stones as they were found);
late stone age (worked the stones into having good cutting edges, etc.);
the bronze age;
the iron age;
the steel age;
the age of space exploration
and now we are in the dawn of age of information technology...
And what are the most important resources of all these ages ... of course the people....
It is since Steel Age that masss production and management of people came into existence and it is in this period that we have seen very fast growth, both in terms of economy as well as technology.... So HR has proven itself... Then is any further explanation required to understand the importance of Human Resources..
From India, Ahmadabad
What goes around comes around...
People Practise has eveolved from Welfare to Personnel management to HRM to HCM.
Is changing the name of the practise a defining change?
My take (just stating the obvious) - Human Resource Management is used to encompass many different areas of HR including HCM, Personnel Management, Talent management, Development.
The names do not give facelift. HRM is sufficient. What HR will deliver to the organisation and how it conducts itself will give the facelift.
HR in the Board of the organisation/executive management will give the facelift.
On an average 40% of the organisation cost is people cost - HR taking ownership of this spend and making a conscious effort on innovative processes will give it a facelift.
WHAT YOU SEE IS WHAT YOU GET
How HR projects itselfs to employees, Management and executive board will give it a facelift. HR can be transactional and a paper pushing Job. HR can also be a strategic and Adrenalin pumping career.
Do you have metrics to present to the board on a daily basis? What is your cost to hire today?
Send reminders to employees who have not put in their appraisal in one click.
What % of appraisals is at the self appraisal stage and what at managers appraisal stage.
How much time do you spend on this?
On an average almost 60% of HR time goes in transactional activities. Does HR go about showing ROI on HR processes - the language spoken by the Finance department?
To me the above gives the facelift and HRM is all encompassing - Heart and Soul of the organisation
From India, Bangalore
People Practise has eveolved from Welfare to Personnel management to HRM to HCM.
Is changing the name of the practise a defining change?
My take (just stating the obvious) - Human Resource Management is used to encompass many different areas of HR including HCM, Personnel Management, Talent management, Development.
The names do not give facelift. HRM is sufficient. What HR will deliver to the organisation and how it conducts itself will give the facelift.
HR in the Board of the organisation/executive management will give the facelift.
On an average 40% of the organisation cost is people cost - HR taking ownership of this spend and making a conscious effort on innovative processes will give it a facelift.
WHAT YOU SEE IS WHAT YOU GET
How HR projects itselfs to employees, Management and executive board will give it a facelift. HR can be transactional and a paper pushing Job. HR can also be a strategic and Adrenalin pumping career.
Do you have metrics to present to the board on a daily basis? What is your cost to hire today?
Send reminders to employees who have not put in their appraisal in one click.
What % of appraisals is at the self appraisal stage and what at managers appraisal stage.
How much time do you spend on this?
On an average almost 60% of HR time goes in transactional activities. Does HR go about showing ROI on HR processes - the language spoken by the Finance department?
To me the above gives the facelift and HRM is all encompassing - Heart and Soul of the organisation
From India, Bangalore
HR people are not .well too bad........ Sometimes we have to put up with complaints and blasting off by the Staff of the organisation.....Well we are not boring.We do not really just serve internal customers (which are Staff) and do routine work but we also deal with external clients such as agencies etc... So I reckon your comment is totally not true for HR and its people. 8)
HR people are not boring!! we rock! we understand ppl, encourage ppl, pick the right people, create a excellent work environment thats the back bone of any organization
From United States, Oxford
From United States, Oxford
Well...Best thing about HR???...it surely depends on person to person... An Engineer can talk about best thing about Engineering... so can a Marketing guy,...According to me....the best thing about HR is that ... a company will not be function efffectively without an outstanding HR department. A business can have great Technical expertise....great marketing channels.... but what would a busines do ...if there are no skilled people. ...What would a business do if people kept leaving the compny, how would the business perform if people are not happy?? Its all about people.....And another best thing is that when you deal with so many people( people are illogical unlike computers) u learn about yourself....you earn tolerance...you get stronger at people skills.
From India, Mumbai
From India, Mumbai
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