Hello S. Sarkar,
Regarding your lines - "HR Dept. is not involved in this field (neither identifying training need, nor coordination for training). Our Technical Teams do this on their own without giving the HR Personnel any information about the training program" - most likely, the technical teams have been operating like this from the beginning. So obviously, they find no incentive to change the style/modus operandi now.
Your line of action/plan of action should be to focus on the incentives they could accrue if HR were to begin handling the TNA, then coordination, and so on. No one (whether technical or otherwise) would hesitate to take support from others unless (1) politics/ethics - like Shantanu/GroupHR mentioned or (2) ego hang-ups are involved. That's human nature.
I suggest you begin to talk and discuss with the technical guys involved in the training activity - more for your understanding to begin with. Once you have all the inputs, including the activity flow, you are sure to identify areas where you could contribute and, more importantly, where you could reduce the techies' load regarding training. You can then discuss with them that you will be glad to help in certain areas, so they can focus on what they are good at: the actual technical parts of the training sessions.
The same plan of action can be applied to virtually any field - First, get to know what it's all about and how you can contribute. Then, see where others can benefit by offloading some work to you/HR and express such points to the concerned individuals.
Hope you get the point.
All the Best.
Regards,
TS
From India, Hyderabad
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1700Regarding your lines - "HR Dept. is not involved in this field (neither identifying training need, nor coordination for training). Our Technical Teams do this on their own without giving the HR Personnel any information about the training program" - most likely, the technical teams have been operating like this from the beginning. So obviously, they find no incentive to change the style/modus operandi now.
Your line of action/plan of action should be to focus on the incentives they could accrue if HR were to begin handling the TNA, then coordination, and so on. No one (whether technical or otherwise) would hesitate to take support from others unless (1) politics/ethics - like Shantanu/GroupHR mentioned or (2) ego hang-ups are involved. That's human nature.
I suggest you begin to talk and discuss with the technical guys involved in the training activity - more for your understanding to begin with. Once you have all the inputs, including the activity flow, you are sure to identify areas where you could contribute and, more importantly, where you could reduce the techies' load regarding training. You can then discuss with them that you will be glad to help in certain areas, so they can focus on what they are good at: the actual technical parts of the training sessions.
The same plan of action can be applied to virtually any field - First, get to know what it's all about and how you can contribute. Then, see where others can benefit by offloading some work to you/HR and express such points to the concerned individuals.
Hope you get the point.
All the Best.
Regards,
TS
From India, Hyderabad
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My designation is Manager - HR & Admin. I am the only HR personnel in my organization. However, there are 2 admin executives who work under my supervision. My KR is as follows:-
HR related responsibilities:
- Implementation/updation of HR policy and procedures.
- Workforce planning and handling the entire recruitment process.
- Joining formalities, induction, and orientation.
- Maintaining personnel records.
- Keeping track of attendance and the leave management system.
- Responsible for compensation and benefits.
- Responsibility for employee performance reviews and appraisals.
- Taking action on matters related to organization culture and discipline, performance management, employee retention, and morale.
- Coordinating with accounts, marketing, and technical teams.
- Ensuring statutory compliances for employees like PF, ESI, etc.
- Grievance redressal.
- Conducting exit interviews and other relieving formalities.
Admin related responsibilities:
- Managing admin staff.
- Managing housekeeping and pantry.
- Responsibility for office aesthetics.
- Security management.
- Inventory management for stationery and admin-related items.
- Fire-fighting equipment management.
- Managing the travel desk, including booking flight tickets, hotel reservations, car rentals, etc.
- Correspondence with various embassies, banks, and other government departments on a need basis.
- Coordinating for ISO 9001:2008 conformity and maintenance of records.
From India, New Delhi
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HR related responsibilities:
- Implementation/updation of HR policy and procedures.
- Workforce planning and handling the entire recruitment process.
- Joining formalities, induction, and orientation.
- Maintaining personnel records.
- Keeping track of attendance and the leave management system.
- Responsible for compensation and benefits.
- Responsibility for employee performance reviews and appraisals.
- Taking action on matters related to organization culture and discipline, performance management, employee retention, and morale.
- Coordinating with accounts, marketing, and technical teams.
- Ensuring statutory compliances for employees like PF, ESI, etc.
- Grievance redressal.
- Conducting exit interviews and other relieving formalities.
Admin related responsibilities:
- Managing admin staff.
- Managing housekeeping and pantry.
- Responsibility for office aesthetics.
- Security management.
- Inventory management for stationery and admin-related items.
- Fire-fighting equipment management.
- Managing the travel desk, including booking flight tickets, hotel reservations, car rentals, etc.
- Correspondence with various embassies, banks, and other government departments on a need basis.
- Coordinating for ISO 9001:2008 conformity and maintenance of records.
From India, New Delhi
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Dear HR professional,
I have been working with a consulting company, which is a fast-growing company. We are a team of 8 members, and I am the one responsible for handling HR functions. I need to manage big clients and acquire new ones. However, I lack experience in these areas. Can you please suggest how I can initiate conversations with potential clients?
Thanks and Regards,
Bhavya
From India, Hyderabad
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I have been working with a consulting company, which is a fast-growing company. We are a team of 8 members, and I am the one responsible for handling HR functions. I need to manage big clients and acquire new ones. However, I lack experience in these areas. Can you please suggest how I can initiate conversations with potential clients?
Thanks and Regards,
Bhavya
From India, Hyderabad
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