What does HR need to do differently?

Re: What does HR need to do differently?

Implementation of tools is very important as it is an important part of HR

Re: What does HR need to do differently?

Management Training;42928 wrote: Not surprisingly, HR executives indicate that HR staff are spending the bulk of their time delivering HR services and processing transactions - and that what they want to be doing is partnering with the business to deliver results.

For this transformation to occur, HR executives believe - and we concur - that three things must happen:

* HR staff must upgrade their skills and competencies;
* Companies must invest in process redesign and enabling technology to streamline, consolidate, automate and/or eliminate HR work that is not required by the business;
* Senior managers must demonstrate their belief in the value of people in their organisations - by investing in the HR function to deliver the programs, tools, and information that the business needs to better manage its workforce.

What is it that you expected and aren't getting from the HR function?

Re: What does HR need to do differently?

Hello
Okay, so you have managed to hold your nerves in control and brave the questions of the HR. You are now at the end of your interview session. What next? The answer is, there are a few more steps to go. For instance, the HR person may ask you if you have anything to ask of him/her. How do you respond to that? It is quite likely that you are stressed out and nothing comes to your mind. This article deals with this situation and gives you a few intelligent questions that you may ask.

The Rationale

First of all let us try to understand why the HR person puts you in such a situation. Is he/she simply being nice to you or is there more to it? One possible reason is that the company wants to project an image of transparency. The company wants you to know that it encourages two-way communication between the top management and the subordinates, an atmosphere where everyone can ask relevant questions and expect to get answers. In other words, the company respects the employee’s need to know about matters that affect him, no matter where he is in the hierarchy.

Next, and more important, this situation checks your presence of mind and ability to form intelligent questions. So far you have been simply answering questions asked of you. How do you behave when you are in a position to ask questions? What kind of questions do you ask? It also shows how serious you are about the company and the job.

Re: What does HR need to do differently?

Hello Friends......

The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork.

When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising.

Thanks

Re: What does HR need to do differently?

Hi, it is most important for HR to ensure that employee grievances are taken care of because if these are ignored, an employee is lost forever.

Jack Wilson

Re: What does HR need to do differently?

Not surprisingly, HR executives indicate that HR staff are spending the bulk of their time delivering HR services and processing transactions - and that what they want to be doing is partnering with the business to deliver results.
For this transformation to occur, HR executives believe - and we concur - that three things must happen:

* HR staff must upgrade their skills and competencies;
* Companies must invest in process redesign and enabling technology to streamline, consolidate, automate and/or eliminate HR work that is not required by the business;
* Senior managers must demonstrate their belief in the value of people in their organisations - by investing in the HR function to deliver the programs, tools, and information that the business needs to better manage its workforce.