Dear Seniors,
Greetings for the day,
Please give me suitable reply,as to why any company,organization must have the Human-Resource Department,as well why to recruit Hr-professional as the Hr Department activity can be handled by any Engineer.
Regards
Daniel
From India, Chakan
2Greetings for the day,
Please give me suitable reply,as to why any company,organization must have the Human-Resource Department,as well why to recruit Hr-professional as the Hr Department activity can be handled by any Engineer.
Regards
Daniel
From India, Chakan
Dear Daniel,
I think it is a constructive subjective question. Every organisation is a combination of people and systems to run it harmoniously to achieve its overall objective. When the achievement of organisation's over all objective is complex with the presence of multiplicity of systems and multitude of people, departmentalisation comes into play. Departmentalisation is just harmonious division of labour involving the application of specialised skills or knowledge focussing on a particular aspect or activity among the many. The basic functions of the Human Resource Management are (1) recruitment (2) safety (3) employee relations (4) compensation and benefits (5) compliance and (6) training and development. Not only an engineer, anyone with good people skills or interpersonal skills can effectively interact with the group he belongs to. But it does not mean that he would be equally effective in all HR functions. It depends upon the size of the organisation and the scale of its operations.
From India, Salem
I think it is a constructive subjective question. Every organisation is a combination of people and systems to run it harmoniously to achieve its overall objective. When the achievement of organisation's over all objective is complex with the presence of multiplicity of systems and multitude of people, departmentalisation comes into play. Departmentalisation is just harmonious division of labour involving the application of specialised skills or knowledge focussing on a particular aspect or activity among the many. The basic functions of the Human Resource Management are (1) recruitment (2) safety (3) employee relations (4) compensation and benefits (5) compliance and (6) training and development. Not only an engineer, anyone with good people skills or interpersonal skills can effectively interact with the group he belongs to. But it does not mean that he would be equally effective in all HR functions. It depends upon the size of the organisation and the scale of its operations.
From India, Salem
In short-specialisation is an objective which needs to be achieved for best result.
Some HR functions are specialised and you require subject specific knowledge-legal compliances etc.
Engineers should focus on production,design etc.
So need to hire HR people comes up.
it is not that an engineer or accountant cannot do HR job well,but in my mind an engineer or accountant should focus on his speciality first.
From India, Pune
Some HR functions are specialised and you require subject specific knowledge-legal compliances etc.
Engineers should focus on production,design etc.
So need to hire HR people comes up.
it is not that an engineer or accountant cannot do HR job well,but in my mind an engineer or accountant should focus on his speciality first.
From India, Pune
HR is not merely a clerical or recruitment job. Its as simple as having marketing, finance, technical, production dept. Man, Machine, Material and money are 4m of any product or service company / industry.
Material handled by purchase and stores dept. money handled by finance dept. machine handled by production dept. man will be handled by hr dept. Do remember handling Human is the most risky one than any other resources.
From India, Chennai
Material handled by purchase and stores dept. money handled by finance dept. machine handled by production dept. man will be handled by hr dept. Do remember handling Human is the most risky one than any other resources.
From India, Chennai
Hello Daniel,
Every organization requires a set of functional as well as behavioral competencies in order to realize its business goals. For some organizations, the need for functional competencies might far outweigh the behavioral ones at that point of time in their growth cycle, e.g. startups. So they might decide to do away with the HR Department entirely as the most of the strategic and tactical nature of work is done by the founder members themselves and whatever transactional nature of work (eg. payroll administration, contractual hiring) is left, can easily be taken up by line managers or it could be outsourced.
However, as the same organizations grow in size and scale of operations, it only makes sense to have a dedicated department to ensure people employed are displaying the essential behaviours as desired by the organization. (e.g-> for a retail chain it could be customer responsiveness, for a consulting firm it could be problem solving intent). In other words, the HR department makes sure that individual capabilities are put to best use for meeting current and future business needs.
Attaining cohesiveness of culture and capability building in the organization are two important objectives from a long term perspective on which the organization falter if all the HR work is taken up by line managers due to increased short term result oriented approach.
Besides this, there are some highly specialized functions of HR ( e.g. employment law, compensation management) for which you would must need a dedicated HR professional.
Hope the above reasons might be of some help.
From India, Mumbai
Every organization requires a set of functional as well as behavioral competencies in order to realize its business goals. For some organizations, the need for functional competencies might far outweigh the behavioral ones at that point of time in their growth cycle, e.g. startups. So they might decide to do away with the HR Department entirely as the most of the strategic and tactical nature of work is done by the founder members themselves and whatever transactional nature of work (eg. payroll administration, contractual hiring) is left, can easily be taken up by line managers or it could be outsourced.
However, as the same organizations grow in size and scale of operations, it only makes sense to have a dedicated department to ensure people employed are displaying the essential behaviours as desired by the organization. (e.g-> for a retail chain it could be customer responsiveness, for a consulting firm it could be problem solving intent). In other words, the HR department makes sure that individual capabilities are put to best use for meeting current and future business needs.
Attaining cohesiveness of culture and capability building in the organization are two important objectives from a long term perspective on which the organization falter if all the HR work is taken up by line managers due to increased short term result oriented approach.
Besides this, there are some highly specialized functions of HR ( e.g. employment law, compensation management) for which you would must need a dedicated HR professional.
Hope the above reasons might be of some help.
From India, Mumbai
Its good question Mr.Daniel. If you are a HR professional, then you have to introspect within you and see what is the value addition you are doing to the organization to justify the existence of HR function.
If you are not an HR professional then, to have a HR function separately or not depends on the size of the organization particularly in terms of number of people engaged. People management is a very vast subject and a mutli-facetted function; recruitment is just a small portion of it. We have seen engineers, who have taken interest in this field and have become HR professionals and consultants. Effectiveness and success of the 3 M's much depends on the very vital resource MEN. They make or break the organization.
bgramesh, hosur
From India, Vellore
If you are not an HR professional then, to have a HR function separately or not depends on the size of the organization particularly in terms of number of people engaged. People management is a very vast subject and a mutli-facetted function; recruitment is just a small portion of it. We have seen engineers, who have taken interest in this field and have become HR professionals and consultants. Effectiveness and success of the 3 M's much depends on the very vital resource MEN. They make or break the organization.
bgramesh, hosur
From India, Vellore
The question of having an HR function is related to the size of the organization and the extent of the occupancy of other disciplines present in the organization.Moreover, there are some highly specialized functions like designing of job,designing competency,evaluation of jobs, income tax related issues,labour law compliances,designing compensation packages for maximum employee effectiveness,psychology and sociology of work settings, job content, and emolument, hiring of best fit to the work and values of organization.Designing retention strategies for talent etc.,.....like wise there are numerous other tasks which an HR professional has to deal with and most important of all the result is to be given in a squeezed time because it is expensive for an organization to "wait".
I think this suffices the need of having an HR function to be handled by a specialized HR professional.
From India, New Delhi
I think this suffices the need of having an HR function to be handled by a specialized HR professional.
From India, New Delhi
HR job is not only conducting interview and appointment of new persons in company( as generally assumed) , but it is a small part of the whole other responsibilities and functionalities that one has to to in this profile. HR in any company or sector is the KEY link between management and employee. All decisions related to employees are linked with this profile. A strong or effective HR will be the key factor in progress and success of any industry. Specialization is required at certain level depending on industry but the basic requirement remains same. HR as a general, has same job responsibilities across globe and industry or sector. It is not limited to any one company. All HR professionals are expected to perform certain duties that fall under their KRA. Their job responsibilities include :-
a) Recruitment :-The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions.
b) Compensation and Benefits :- The most important and responsible KRA. HR functions include setting compensation structures and evaluating competitive pay practices.
c) Employee Relations:- The main reason for an HR department in any organisation is to maintain a healthy relationship between employee and management. It is the duty of HR to ensure communicate within both.
d) Safety :- Workplace safety is an important factor. employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety
e) Compliance :- Compliance with labor and employment laws applicable to the organisation is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability.
f) Training and Development:- Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture.
An HR understand and assesses the need for an employee training for growth of employee and company.
Companies now have specialized person for each of these duties, based on the number of employees and size of organization.
From India, Delhi
a) Recruitment :-The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions.
b) Compensation and Benefits :- The most important and responsible KRA. HR functions include setting compensation structures and evaluating competitive pay practices.
c) Employee Relations:- The main reason for an HR department in any organisation is to maintain a healthy relationship between employee and management. It is the duty of HR to ensure communicate within both.
d) Safety :- Workplace safety is an important factor. employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety
e) Compliance :- Compliance with labor and employment laws applicable to the organisation is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability.
f) Training and Development:- Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture.
An HR understand and assesses the need for an employee training for growth of employee and company.
Companies now have specialized person for each of these duties, based on the number of employees and size of organization.
From India, Delhi
Dear hrtians,
Greetings for the days,
Response to the QUESTION Why do we need Hr-Department still not convinced to the answers received as the given are the same old fashioned answers of 1970-80, what is the current trend as well well the question was asked to me in my Interview wherein the same answer was given by me.
The Interviewer was not satisfied and expected something new to be answered.
Please Seniors and professional HR do respond to the same in classy.
Regards
Daniel
From India, Chakan
Greetings for the days,
Response to the QUESTION Why do we need Hr-Department still not convinced to the answers received as the given are the same old fashioned answers of 1970-80, what is the current trend as well well the question was asked to me in my Interview wherein the same answer was given by me.
The Interviewer was not satisfied and expected something new to be answered.
Please Seniors and professional HR do respond to the same in classy.
Regards
Daniel
From India, Chakan
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