hi all hr leaders,
Please share your thoughts on the following.
Lawyers are experts in labour laws- HR goes to lawyers in case of any dispute
Psychologists/Socialgists are experts in study of Individual/group dynamics- HR seeks thier advise for implementation of any policy
Are HR persons highly paid clerks?
If there is no system of company/organization, what skills do a HR person has by which he can survive?
After having an experience of roughly 9 years in this field, I am constantly getting above feeling. Exactly what HR deos? what skills we should have so that Industry is dependent on us and not we depnding on it?. I often feel that we are "jack of all and master of none"
regards
From India, Mumbai
9Please share your thoughts on the following.
Lawyers are experts in labour laws- HR goes to lawyers in case of any dispute
Psychologists/Socialgists are experts in study of Individual/group dynamics- HR seeks thier advise for implementation of any policy
Are HR persons highly paid clerks?
If there is no system of company/organization, what skills do a HR person has by which he can survive?
After having an experience of roughly 9 years in this field, I am constantly getting above feeling. Exactly what HR deos? what skills we should have so that Industry is dependent on us and not we depnding on it?. I often feel that we are "jack of all and master of none"
regards
From India, Mumbai
Dear Professional,
We could understand your agony. But its pathetic to see such a Senior HR facing this trouble, I thought it was only limited to Mid-level HR executives.
In some blog I read HR is a puppet in between Top Level Management and employees, in one way that is true :(
The most important quality of Human Resources Executive is to be patient in all situations. And keep upgrading your technical & personal skills time to time to excel in career.
Right from the budgeting, hiring, training, project allocation, appraisals, performance management, Policies development, implementation, claims processing, joining to exit formalities, leaves management, attendance, discussions, disputes in between employee & company, code of conduct, employee relations, etc, etc from A to Z a HR will facilitate the both the employees and the management for smooth work flow and transition.
It is seriously difficult for any office to be managed with out HR. Only constraint is, HR department is not a direct revenue generating department for the company, we are just providing our support for everyone to make things straight on both the ends time to time. This may be the reason why most of the companies treating a HR like a highly paid clerk.
Even when it comes to salary, hikes & promotions, a HR is always given less priority or last place, it is a bitter truth.
But please don't loose your self-confidence because of all these. Keep moving, definitely at some point you will get into a right opportunity for the skills and knowledge you have acquired. So move on and be happy.
From India
We could understand your agony. But its pathetic to see such a Senior HR facing this trouble, I thought it was only limited to Mid-level HR executives.
In some blog I read HR is a puppet in between Top Level Management and employees, in one way that is true :(
The most important quality of Human Resources Executive is to be patient in all situations. And keep upgrading your technical & personal skills time to time to excel in career.
Right from the budgeting, hiring, training, project allocation, appraisals, performance management, Policies development, implementation, claims processing, joining to exit formalities, leaves management, attendance, discussions, disputes in between employee & company, code of conduct, employee relations, etc, etc from A to Z a HR will facilitate the both the employees and the management for smooth work flow and transition.
It is seriously difficult for any office to be managed with out HR. Only constraint is, HR department is not a direct revenue generating department for the company, we are just providing our support for everyone to make things straight on both the ends time to time. This may be the reason why most of the companies treating a HR like a highly paid clerk.
Even when it comes to salary, hikes & promotions, a HR is always given less priority or last place, it is a bitter truth.
But please don't loose your self-confidence because of all these. Keep moving, definitely at some point you will get into a right opportunity for the skills and knowledge you have acquired. So move on and be happy.
From India
Dear Bhargavi,
Thanks for the comments you have posted.
My question is that why HR can not be created as a profession with saleble skills in the market i.e., domain only which can be understood by the professionals.
For example take CAs, Engineers. Thier skills are irreplaceble with other trades or functions. However, generally HR Functionaries can be replaced with other trades.
My question is why universities have created such courses which doenot has any domain expertise in one filed. Why still we continue to produce such students in the market?
regards
From India, Mumbai
Thanks for the comments you have posted.
My question is that why HR can not be created as a profession with saleble skills in the market i.e., domain only which can be understood by the professionals.
For example take CAs, Engineers. Thier skills are irreplaceble with other trades or functions. However, generally HR Functionaries can be replaced with other trades.
My question is why universities have created such courses which doenot has any domain expertise in one filed. Why still we continue to produce such students in the market?
regards
From India, Mumbai
Hi,
The non competency of the HR to modify themselves as to the industry they work in and the excuses one gives for not updating the knowledge, make the HR as a profession a dead profession.
There are a very few HR, who will strive hard to update the knowledge in regards to the laws that govern their industry. These are the basic laws, i have seen very senior people in HR saying that if the company is not sponsoring his education. The case is not so for CA or Law. They harp on their own knowledge and domain. We as HR have been incompetent in increasing our knowledge base. What stops us from exploring the laws. Studying them. At the most we need a lawyer for filing a case in the courts..... but how many HR have by their own tried to do so?
Why are we just happy with being good at people management. This quality can be in any good leader. Why are we not solution providers? Why do we not get ourselves involved in the day to day working of the company?
With all these negatives, yes HR will always be treated as a joker.
So my opinion is to increase our knowledge base and then rule. Be a solution provider than a solution seeker.
Regards,
Ashutosh Thakre
From India, Mumbai
The non competency of the HR to modify themselves as to the industry they work in and the excuses one gives for not updating the knowledge, make the HR as a profession a dead profession.
There are a very few HR, who will strive hard to update the knowledge in regards to the laws that govern their industry. These are the basic laws, i have seen very senior people in HR saying that if the company is not sponsoring his education. The case is not so for CA or Law. They harp on their own knowledge and domain. We as HR have been incompetent in increasing our knowledge base. What stops us from exploring the laws. Studying them. At the most we need a lawyer for filing a case in the courts..... but how many HR have by their own tried to do so?
Why are we just happy with being good at people management. This quality can be in any good leader. Why are we not solution providers? Why do we not get ourselves involved in the day to day working of the company?
With all these negatives, yes HR will always be treated as a joker.
So my opinion is to increase our knowledge base and then rule. Be a solution provider than a solution seeker.
Regards,
Ashutosh Thakre
From India, Mumbai
Dear Asutosh
Appreciate your comments.
My opinion is;
in order to be a practicing advocate, you should get registered in BAR which allows only you have legal degree.
CAs have association and C.accountancy can be practiced after achieving the certificiation
Meaning to grow it is not only required to increase/update your knowldge but also restrict others practicing such profession without valid certification.
However, as HR why can't we have such body which not only has statutory backing for gradation of HR Professionals on their competence and also can restrict other members to practice our profession.
regards
From India, Mumbai
Appreciate your comments.
My opinion is;
in order to be a practicing advocate, you should get registered in BAR which allows only you have legal degree.
CAs have association and C.accountancy can be practiced after achieving the certificiation
Meaning to grow it is not only required to increase/update your knowldge but also restrict others practicing such profession without valid certification.
However, as HR why can't we have such body which not only has statutory backing for gradation of HR Professionals on their competence and also can restrict other members to practice our profession.
regards
From India, Mumbai
The Problem with restricting other people from working in our profession is the only aspect that is People Management.
Lets agree any Good Manager or Memorable Manager has the People Management Skills, so what is that really sets us apart.
The Things that can set us apart:-
1. We give justifiable and agreeable salaries statements to the management.
2. We really have a industry background for which we work.
3. We have the spoken and written expertise for explaining any HR related problem
4. The HRD ministry should make a norm for passing the exams.
5. The career development should actually be a development and not just papers.
6. We know the way to get around things, then depending upon the production / department managers to do the things.
7. Learn the new laws, processes for better HR management.
Hope i am correct and we as a group can make this a moment to go forward.
Regards,
Ashutosh Thakre
From India, Mumbai
Lets agree any Good Manager or Memorable Manager has the People Management Skills, so what is that really sets us apart.
The Things that can set us apart:-
1. We give justifiable and agreeable salaries statements to the management.
2. We really have a industry background for which we work.
3. We have the spoken and written expertise for explaining any HR related problem
4. The HRD ministry should make a norm for passing the exams.
5. The career development should actually be a development and not just papers.
6. We know the way to get around things, then depending upon the production / department managers to do the things.
7. Learn the new laws, processes for better HR management.
Hope i am correct and we as a group can make this a moment to go forward.
Regards,
Ashutosh Thakre
From India, Mumbai
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