Hello, i am currently encountering a question on what actually drawback organizations to undertake human resource planning, given human resource management is so useful to organizations. So would u please provide some of the reasons for me?? other than HR activities are seen as "cost-center" and complicated to implement in some organizations' points of view?
THANKS!!
From Australia, Melbourne
THANKS!!
From Australia, Melbourne
Dear
Thats a very nice question. Theory says Human Resource Mangement is vital to the performance and development of the organization, but in reality organizations usually avoids to perform HR activities like organizational development , Training and Development.
In my opinion, there is a link between size of the organization and the practice of HR management.Although till i dont have any empirical evidence for that but according to my research , this is one of the reason.why this happens, because of lack of stretigic point of view of the management of small organizastions.They fail to see human resources as their most valuable assests.So they usually consider it as a complete waist of money.
And i will provide u more reason for this....
take care..
Yasir Bin Tariq
HR Coordinator
Peace Foundation
From Pakistan, Islamabad
Thats a very nice question. Theory says Human Resource Mangement is vital to the performance and development of the organization, but in reality organizations usually avoids to perform HR activities like organizational development , Training and Development.
In my opinion, there is a link between size of the organization and the practice of HR management.Although till i dont have any empirical evidence for that but according to my research , this is one of the reason.why this happens, because of lack of stretigic point of view of the management of small organizastions.They fail to see human resources as their most valuable assests.So they usually consider it as a complete waist of money.
And i will provide u more reason for this....
take care..
Yasir Bin Tariq
HR Coordinator
Peace Foundation
From Pakistan, Islamabad
Hi,
In continuation to Yasir's comments...people always have a tendency to move on to the Big players in the Industry and the Brand name associated therein...hence small organizations are reluctant to invest more in HRM .... also the budget constraint and lack of strategic approach(as earlier said by Yasir) .. However, in the larger organizations.. HR practices and policies are well in place(atleast made to appear so) ..amidst all these we still hv some organizations that look into good people practices..be it due to the tight competition in creating a brand name or to become leaders in the market...(or wtsoever the reasons are) ..or we'd not have PCMM ...etc coming into picture.
Regards,
Jyoti
From India, Bangalore
In continuation to Yasir's comments...people always have a tendency to move on to the Big players in the Industry and the Brand name associated therein...hence small organizations are reluctant to invest more in HRM .... also the budget constraint and lack of strategic approach(as earlier said by Yasir) .. However, in the larger organizations.. HR practices and policies are well in place(atleast made to appear so) ..amidst all these we still hv some organizations that look into good people practices..be it due to the tight competition in creating a brand name or to become leaders in the market...(or wtsoever the reasons are) ..or we'd not have PCMM ...etc coming into picture.
Regards,
Jyoti
From India, Bangalore
Hi!
For organisations to group their activities into 'cost centre' and 'revenue/profit centre' is inappropriate. Withouf the support and involvement of activities covering HR and accounts it would be impossible to manage a profit/revenue centre.
Enlighted orgnisations are beginning to drop the practice of classifying their units/departments as cost or revenue centre.
Regards.
Arul John Peter
From Singapore, Singapore
1For organisations to group their activities into 'cost centre' and 'revenue/profit centre' is inappropriate. Withouf the support and involvement of activities covering HR and accounts it would be impossible to manage a profit/revenue centre.
Enlighted orgnisations are beginning to drop the practice of classifying their units/departments as cost or revenue centre.
Regards.
Arul John Peter
From Singapore, Singapore
Dear All,
Irrespective of the views shared by my professional colleagues.....i can only state that HR Department is an INVESTMENT CENTRE......which will bring out the fruits for ever and ever and ever.......it is no more a COST/PROFIT centre.........(L)earning.........through Earning & Earning through Learning is HRD's punch line.
Shankar Anappindi
91 - 40 - 09849 669966
HR Executive
KARVY Group
From India, Visakhapatnam
Irrespective of the views shared by my professional colleagues.....i can only state that HR Department is an INVESTMENT CENTRE......which will bring out the fruits for ever and ever and ever.......it is no more a COST/PROFIT centre.........(L)earning.........through Earning & Earning through Learning is HRD's punch line.
Shankar Anappindi
91 - 40 - 09849 669966
HR Executive
KARVY Group
From India, Visakhapatnam
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
HR Resonance Activities.doc
Strategic-hr-ma nagement2_422.p df