Human Resources Department – Choosing the right side at right time !!!
Sometimes being an HR tests your decision making abilities and it happens more often if you work for an organisation with unstructured HRD.
The need for having an HR department in any company is well known. It is there to understand each and every requirement of the present & prospective employees in order to retain the best talent in the organisation. HRD also presents to the management the picture of the right position of the productivity from its staff & reasons for performance or non-performance of any employee, team and department.
But all this becomes very difficult when management takes the decisions & the HRD just acts as the coordinator and mediator between departments & the management. HRD only by being a coordinator can bring the points in front of management but can not take any decisions to solve the issues & meet the demands. Sometimes the management may also ignore them as unnecessary issues & demands. This is because the management often lacks the ability to think from the human point of view. In such situations they tend to neglect the simplest and basic needs (as mentioned in Maslaw’s Theory) of the employees.
The HRD in any company holds the responsibility of keeping the employees well informed and satisfied with the company’s policies. They are also responsible for retaining the employees in the company. But when the HRD is not at all involved in the decision making process then these policies and plans lack the human touch and real time problems faced during their implementation & hence just these policies just prove to be nothing more than just paper plans.
As HR we need to keep a very strong balance between management and employees but it becomes highly impossible if your management lacks the human side of it. In such scenario’s HRD plays a vital part in convincing the management from human point of view and the need of providing added benefits & facilities to the employees. HRD here needs to work out on the cost cutting/ value addition/ revenue generation/ profit which this new benefit / facility will bring to the company rather than showing them the employee satisfaction stories. It can also be linked with how the productivity can improve from employees if they are kept happy. Always remember that employee job satisfaction holds less value to the management as far as the profits and sales are taken in account. They are mainly concerned about numbers. But we do have to keep educating them about the attrition level, the benefits extended by the competitors to the employees and how retaining good employees can help an organisation grow in terms of the numbers (which they are mainly interested in). You often need to tell them about how people are uninterested in joining your company or interested in leaving, if that’s the case, and why?
Being a HR representative is tough task to handle as you have to take care of the human resource of the company without thinking emotionally and practically as well. You need to be balanced in your thinking and decision making. But someone who can stand for the employee’s & management’s benefit at the right time is accepted by both of them. The key is choosing the right approach, which can be mix of emotional & practical or any one of them, for any of the sides (Management & Employees) at the right time.
Sometimes being an HR tests your decision making abilities and it happens more often if you work for an organisation with unstructured HRD.
The need for having an HR department in any company is well known. It is there to understand each and every requirement of the present & prospective employees in order to retain the best talent in the organisation. HRD also presents to the management the picture of the right position of the productivity from its staff & reasons for performance or non-performance of any employee, team and department.
But all this becomes very difficult when management takes the decisions & the HRD just acts as the coordinator and mediator between departments & the management. HRD only by being a coordinator can bring the points in front of management but can not take any decisions to solve the issues & meet the demands. Sometimes the management may also ignore them as unnecessary issues & demands. This is because the management often lacks the ability to think from the human point of view. In such situations they tend to neglect the simplest and basic needs (as mentioned in Maslaw’s Theory) of the employees.
The HRD in any company holds the responsibility of keeping the employees well informed and satisfied with the company’s policies. They are also responsible for retaining the employees in the company. But when the HRD is not at all involved in the decision making process then these policies and plans lack the human touch and real time problems faced during their implementation & hence just these policies just prove to be nothing more than just paper plans.
As HR we need to keep a very strong balance between management and employees but it becomes highly impossible if your management lacks the human side of it. In such scenario’s HRD plays a vital part in convincing the management from human point of view and the need of providing added benefits & facilities to the employees. HRD here needs to work out on the cost cutting/ value addition/ revenue generation/ profit which this new benefit / facility will bring to the company rather than showing them the employee satisfaction stories. It can also be linked with how the productivity can improve from employees if they are kept happy. Always remember that employee job satisfaction holds less value to the management as far as the profits and sales are taken in account. They are mainly concerned about numbers. But we do have to keep educating them about the attrition level, the benefits extended by the competitors to the employees and how retaining good employees can help an organisation grow in terms of the numbers (which they are mainly interested in). You often need to tell them about how people are uninterested in joining your company or interested in leaving, if that’s the case, and why?
Being a HR representative is tough task to handle as you have to take care of the human resource of the company without thinking emotionally and practically as well. You need to be balanced in your thinking and decision making. But someone who can stand for the employee’s & management’s benefit at the right time is accepted by both of them. The key is choosing the right approach, which can be mix of emotional & practical or any one of them, for any of the sides (Management & Employees) at the right time.