Any wonder what the acronym HR means in India --"Human Resource," "Human Recruitment," "Human Relations" or what an employee recently coined "Humiliation Resource."
Any discussion on organizations is perhaps incomplete without pondering on its HR practices and HR health. Inspite a booming economy Indian companies have always grappled with HR issues that never seem to end. For many the high attrition rates are a direct indicator of any organizations HR health. After all its the HR Deptt. that is responsible for the fundamental "organizational culture." And the system appears to be worsening by the day.
For experts high attrition rate symbolizes a heathy economy. Enormous opportunities, they say, are driving the youth to seek fatter salary packages. Companies, on the other hand, see attrition as the organization's inability to match the industry-standard salary packages. In essence both these perspectives are flawed at the very core.
The current issues of employee-retention is a fabulous creation of shabby HR practices -- a creation of ill-bred and half-baked HR professionals, most of whom owe their knowledge to C-grade run-of-the-mill institutes strewn across India. For most HR activity relates only to "Recruitments".
Rising attrition rates is a direct reflection of the HR incompetency. HR Departments, for one, are now endowed with the skills, competency and knowledge to map individual needs and organizational goals -- a prerequisite while recruiting resources. Today very few Indian HR professionals appreciate the immense potential of on-demand training and e-learning. For them these are jargons that typically signify nothing. No wonder that HR Departments in Indian companies (barring a few well-structured companies) has now come to be seen as a very low-end and low-dignity assignment in the management spectrum.
MAP YOUR ORGANIZATION'S HR HEALTH ...
To clearly understand how the HR is setting back your organization try answering the following questions:
1. Has your HR Department ever asked you to submit your training needs?
2. Did you ever meet a matured HR professional in your current company who has offered you matured and sensible personal advice?
3. Can your HR department put a box soliciting annonymous letters about the issues that concern employees?
4. How many HR professionals within your organization are employee-friendly?
5. Do you think that the HR department in your organization are spies of the senior management and cannot be trusted with personal information.
6. How many HR professionals in Indian companies have a good understanding of the company's line of business?
7. Can you approach your HR Deptt. in case any conflicting situation with your immediate superior?