Dear friends,
Can anyone explain as to why CiteHR is far more actice than its counterparts - CiteOperations, CiteFinanace and CiteSales?
Why is there so much of discussions, exchange of ideas, postings of information, knowledge sharing happening in CiteHR?
Does this mean -
1. There are many HR professsionals, who are willing to share their knowledge than other professionals?
Or,
2.HR professionals have plenty of time to chat in the website, whereas other professionals are really busy with their work?
Or,
3.There are many new HR exceutives, who have entered the HR profession without having sufficient knowledge and ask fundamental questions through citehr? (Whereas other professionals do not have this need because they possess sufficient basic knowledge about their profession. For example, accounts executives might have done CA or ICWA and therefore do not have questions over basics?)
Or,
4.There is no single nationwide course or professional accredition body for HR and so the HR knowledge is not available in consolidated form, scattered across?
Or,
5.HR professionals have more issues than others, and the issues being people issues are often sensitive. So, there is no templated solution available for handling the issues. Hence the discussions.
Or,
6.HR is evolving as a great profession in India. HR professionals are into a great networking. HR people are more serious than others in making their companies competitive; they feel the need for excellence in organizational performance, its competence etc. So, they are quite active in knowing what is happening around. They want to know the benchmarks and implement the best people management practices in their workplaces.
Which of the above is true?
Can you please react and respond?
Jeev.
From India, Bangalore
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6Can anyone explain as to why CiteHR is far more actice than its counterparts - CiteOperations, CiteFinanace and CiteSales?
Why is there so much of discussions, exchange of ideas, postings of information, knowledge sharing happening in CiteHR?
Does this mean -
1. There are many HR professsionals, who are willing to share their knowledge than other professionals?
Or,
2.HR professionals have plenty of time to chat in the website, whereas other professionals are really busy with their work?
Or,
3.There are many new HR exceutives, who have entered the HR profession without having sufficient knowledge and ask fundamental questions through citehr? (Whereas other professionals do not have this need because they possess sufficient basic knowledge about their profession. For example, accounts executives might have done CA or ICWA and therefore do not have questions over basics?)
Or,
4.There is no single nationwide course or professional accredition body for HR and so the HR knowledge is not available in consolidated form, scattered across?
Or,
5.HR professionals have more issues than others, and the issues being people issues are often sensitive. So, there is no templated solution available for handling the issues. Hence the discussions.
Or,
6.HR is evolving as a great profession in India. HR professionals are into a great networking. HR people are more serious than others in making their companies competitive; they feel the need for excellence in organizational performance, its competence etc. So, they are quite active in knowing what is happening around. They want to know the benchmarks and implement the best people management practices in their workplaces.
Which of the above is true?
Can you please react and respond?
Jeev.
From India, Bangalore
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Hi,
In my opinion, the following are the reasons why citehr is very very active compared to its other co-sites : -
"HR professionals have plenty of time to chat in the website, whereas other professionals are really busy with their work."
"There are many new HR exceutives, who have entered the HR profession without having sufficient knowledge and ask fundamental questions through citehr."
To put it in a nutshell, HR excecutives have more time to be chatting on the net, they have less work than other executives in sales, prodcution etc., there are many HR executives who do not know basics of HRM, so they ask fundamental questions expecting some tips from someone. They want tips from others for managing their company's human resource.
Also, many HR professional want to show they are experts. So, they freely share the hard work (PPTs. PDFs., Manuals etc.) of others without any hesitation and think as though it is their original contribution.
Many times we can find someone asking -
'How to start HR department in my company? I have been recently appointed to start HR dept.'
This is very strange. How that company has appointed that person for starting HR dept., God knows.
Giri
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In my opinion, the following are the reasons why citehr is very very active compared to its other co-sites : -
"HR professionals have plenty of time to chat in the website, whereas other professionals are really busy with their work."
"There are many new HR exceutives, who have entered the HR profession without having sufficient knowledge and ask fundamental questions through citehr."
To put it in a nutshell, HR excecutives have more time to be chatting on the net, they have less work than other executives in sales, prodcution etc., there are many HR executives who do not know basics of HRM, so they ask fundamental questions expecting some tips from someone. They want tips from others for managing their company's human resource.
Also, many HR professional want to show they are experts. So, they freely share the hard work (PPTs. PDFs., Manuals etc.) of others without any hesitation and think as though it is their original contribution.
Many times we can find someone asking -
'How to start HR department in my company? I have been recently appointed to start HR dept.'
This is very strange. How that company has appointed that person for starting HR dept., God knows.
Giri
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Hi All
Its really true that HR professionals carry less burden as compared to the others.
2. We are a team here.We are here to help each other,and find out a solution.The cite is designed for this purpose only..We are not here to discourage the new enterants.
(I would like to site the example of a child,he need our help at each step......dn't we guide them
3. HR,even though always criticized is the most powerful in the organization.Every one wants to be in touch with them,,,There are many People on this forum who are not HR Professionals,but then also they are the part of all the discussions carried on.
4. The purpose of this cite is only and only Exchange of Ideas,so that one can have an open view of the happenings around,What else does one feel can be discussed on this forum
5. When ever a fresher asks a Question why is it always a part of criticism,eg...as in above mail ,,,,We as HR have no right to hurt anyone's feelings ,The person never says that Everyone has to reply,,,Its always our choice to reply to any post...Then Why to crticize the person on his/her specific post.
6.If we are able to repond to a mail and even the person is fully satisfied with the reply then also it benefits both the parties.The respoder gets to Know his efficieny
WHAT ELSE DO WE REQUIRE??
DONT WE SOLVE THE PROBLEMS IN OUR OWN COMPANY.??
Then why not help people who are exactly in the same place as we are???
:?: :?:
From India, Calcutta
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Its really true that HR professionals carry less burden as compared to the others.
2. We are a team here.We are here to help each other,and find out a solution.The cite is designed for this purpose only..We are not here to discourage the new enterants.
(I would like to site the example of a child,he need our help at each step......dn't we guide them
3. HR,even though always criticized is the most powerful in the organization.Every one wants to be in touch with them,,,There are many People on this forum who are not HR Professionals,but then also they are the part of all the discussions carried on.
4. The purpose of this cite is only and only Exchange of Ideas,so that one can have an open view of the happenings around,What else does one feel can be discussed on this forum
5. When ever a fresher asks a Question why is it always a part of criticism,eg...as in above mail ,,,,We as HR have no right to hurt anyone's feelings ,The person never says that Everyone has to reply,,,Its always our choice to reply to any post...Then Why to crticize the person on his/her specific post.
6.If we are able to repond to a mail and even the person is fully satisfied with the reply then also it benefits both the parties.The respoder gets to Know his efficieny
WHAT ELSE DO WE REQUIRE??
DONT WE SOLVE THE PROBLEMS IN OUR OWN COMPANY.??
Then why not help people who are exactly in the same place as we are???
:?: :?:
From India, Calcutta
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Hi,
All the points are very true expect point number 2 because the HR manager of 21 st century are also very busy like other professionals.
"LEARNING IS LIKE EATING FOOD. IT IS NOT HOWMUCH YOU CAN EAT THAT MATTERS, WHAT COUNTS IS HOW MUCH YOU CAN DIGEST." :oops: :oops:
Sweta
From India, Raipur
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All the points are very true expect point number 2 because the HR manager of 21 st century are also very busy like other professionals.
"LEARNING IS LIKE EATING FOOD. IT IS NOT HOWMUCH YOU CAN EAT THAT MATTERS, WHAT COUNTS IS HOW MUCH YOU CAN DIGEST." :oops: :oops:
Sweta
From India, Raipur
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Hi all,
Swetha is really apt, work cannot be more or less it depends on the way we carry it out.
other reason could be that HR requires more communication and sharing the knowledge, creativity and initiative is something which strives HR professtionals, coming to other areas like finance, production and manufacturing concerns they have standard ways of implementing the tasks so probably less scope of clarifications.
Regards
Srilatha
From India, Hyderabad
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Swetha is really apt, work cannot be more or less it depends on the way we carry it out.
other reason could be that HR requires more communication and sharing the knowledge, creativity and initiative is something which strives HR professtionals, coming to other areas like finance, production and manufacturing concerns they have standard ways of implementing the tasks so probably less scope of clarifications.
Regards
Srilatha
From India, Hyderabad
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"Technology" is another sector which has many vibrant communities online. It's not because they have "time in hand" but because the problems faced are very dynamic in nature.
Operations and Sales require specific skills and training material - so their knowledge requirements need carefully crafted material which can help them learn how to maintain and grow in their fields. This is where companies like Salesforce and industry-specific information service providers come in - they provide important and relevant data that has been carefully crafted or collected. CiteSales and CiteOps are intended to be repositories of information and pointers to help create those structures.
Finance also requires a very specific skill set and learning of the rules - there are a few good online communities that provide information and updates on the various legal requirements.
From India, Gurgaon
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Operations and Sales require specific skills and training material - so their knowledge requirements need carefully crafted material which can help them learn how to maintain and grow in their fields. This is where companies like Salesforce and industry-specific information service providers come in - they provide important and relevant data that has been carefully crafted or collected. CiteSales and CiteOps are intended to be repositories of information and pointers to help create those structures.
Finance also requires a very specific skill set and learning of the rules - there are a few good online communities that provide information and updates on the various legal requirements.
From India, Gurgaon
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Dear friends,
The thread was posted on 06-Apr-2007. The Chief Administrator of this forum has revived the thread after nine years, five months, and a day. Why is Citehr popular in the citeman network? Setting this central point aside, the noteworthy fact is the validity or cogency of the thread even after nine years. Has nothing changed in these nine years about Citehr, or has nothing changed about the HR function itself?
Citehr attracts a larger number of threads. The reasons for this are varied. The first reason is the sedentary job of HR professionals. In contrast, sales professionals are always on the move in the field. Production or operations may not be on the move, but they are always busy on the shop floor.
The second point is about the command over English. The quality of English of some members of this forum is egregious. Nevertheless, they can still be considered as figures among ciphers. For those from Production or Operations, their knowledge of English is still poor. They are plain figures, and this exactly inhibits them from contributing to discussions.
Thirdly, the queries about Citehr are not necessarily about HR. Some belong to the erstwhile era of personnel management. Furthermore, a few queries are asked by non-HR professionals, mostly about notice periods, on-the-spot dismissal, etc. These are queries related to the HR field but asked by non-HR professionals. Their queries help the forum in increasing the count of queries.
Fourthly, it is about the liberal view of the Administrators of Citehr. Many queries are non-HR related. They could be related to data entry projects, buying or selling something. One gentleman has been posting news items for years without contributing to any discussion. Those who are old-timers like me might remember how this forum was filled with download masters. One member had a strong obsession with downloading from websites and uploading here. This liberal attitude of the Administrators helped increase the number of posts, but the benefits or losses of transforming Citehr into a super melange are intangible.
Fifthly, it is about the homogeneity of the HR function. Many HR activities transcend industrial differentiation. In contrast, consider salespersons. B2C sales are different from B2B sales, and both are different from concept sales. Selling services is yet another category. The challenges of a Production Manager in the steel industry and garment industry are completely different. Finding solutions to their problems is quite difficult. Finance professionals are known to be introverted. Their role is not people-oriented like HR. Therefore, expecting them to ask queries on Citefin is an exaggerated expectation.
Last but not least, there are service providers who have been using this forum solely to promote their businesses. They have taken advantage of the liberal attitude of the forum's promoters to the core. Additionally, a few others benefit from the forum to promote their blogs.
Whether it is about the size of the country's population or a virtual forum, it is not quantity but quality that matters. Compared with earlier years, today this forum is far more moderated. There is nothing wrong if quantity is controlled to enhance quality. Besides appreciations, if some bonus points are awarded to those who enhance the quality, it will enliven the essence of the forum.
Thanks,
Dinesh Divekar
From India, Bangalore
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The thread was posted on 06-Apr-2007. The Chief Administrator of this forum has revived the thread after nine years, five months, and a day. Why is Citehr popular in the citeman network? Setting this central point aside, the noteworthy fact is the validity or cogency of the thread even after nine years. Has nothing changed in these nine years about Citehr, or has nothing changed about the HR function itself?
Citehr attracts a larger number of threads. The reasons for this are varied. The first reason is the sedentary job of HR professionals. In contrast, sales professionals are always on the move in the field. Production or operations may not be on the move, but they are always busy on the shop floor.
The second point is about the command over English. The quality of English of some members of this forum is egregious. Nevertheless, they can still be considered as figures among ciphers. For those from Production or Operations, their knowledge of English is still poor. They are plain figures, and this exactly inhibits them from contributing to discussions.
Thirdly, the queries about Citehr are not necessarily about HR. Some belong to the erstwhile era of personnel management. Furthermore, a few queries are asked by non-HR professionals, mostly about notice periods, on-the-spot dismissal, etc. These are queries related to the HR field but asked by non-HR professionals. Their queries help the forum in increasing the count of queries.
Fourthly, it is about the liberal view of the Administrators of Citehr. Many queries are non-HR related. They could be related to data entry projects, buying or selling something. One gentleman has been posting news items for years without contributing to any discussion. Those who are old-timers like me might remember how this forum was filled with download masters. One member had a strong obsession with downloading from websites and uploading here. This liberal attitude of the Administrators helped increase the number of posts, but the benefits or losses of transforming Citehr into a super melange are intangible.
Fifthly, it is about the homogeneity of the HR function. Many HR activities transcend industrial differentiation. In contrast, consider salespersons. B2C sales are different from B2B sales, and both are different from concept sales. Selling services is yet another category. The challenges of a Production Manager in the steel industry and garment industry are completely different. Finding solutions to their problems is quite difficult. Finance professionals are known to be introverted. Their role is not people-oriented like HR. Therefore, expecting them to ask queries on Citefin is an exaggerated expectation.
Last but not least, there are service providers who have been using this forum solely to promote their businesses. They have taken advantage of the liberal attitude of the forum's promoters to the core. Additionally, a few others benefit from the forum to promote their blogs.
Whether it is about the size of the country's population or a virtual forum, it is not quantity but quality that matters. Compared with earlier years, today this forum is far more moderated. There is nothing wrong if quantity is controlled to enhance quality. Besides appreciations, if some bonus points are awarded to those who enhance the quality, it will enliven the essence of the forum.
Thanks,
Dinesh Divekar
From India, Bangalore
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