Is your HR department really doing HR?
Sometime back, one of my junior colleagues resigned and joined another public sector company. She had eight years of experience before she resigned. She got a shock of her life when she was posted to a department which was no way connected to her previous experience.

With such long experience, she was selected for a fairly senior level. If you want to jump into a new career line, you can set aside any amount of experience. But it is different if you are thrown into a different line irrespective of what your experience is or what you liked, especially when your interview was based on your experience.

If there was no vacancy related to your experience, why were you called for the interview? Why were you selected? Why was it not indicated in the appointment letter about the shift in the posting? Is this the way of developing human resources? Is it developing or destroying?

She protested and argued. She met the manager of HR with out much use.

What is the role of HR in an organisation?

The objective of Human Resources is to maximize the returns on investment from the organization's human capital. It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner.

The role of HR is very limited in this company like most of the public sector companies. They have neither the skills nor authority to have a say in the recruitment of manpower. It is like this:

You call a HR person and give details of how many people you want and what their background should be. He consolidates the requirement from a few managers, give advertisement, pass on the received applications to the managers concerned, who scrutinise and give a list to be called for interview. The HR man sends the call letters and facilitates in conducting the interview. One HR person sits in the interview as a formality to ask one or two formal questions. He has no say in the selection process. The selected list will be given to HR to send appointment letters and for further administrative process.

Except conducting some HR related training programs, HR manager does not have any role in HR. Is it not a shame? When HR elsewhere around you is so inventive in effectively utilizing and managing the most valuable resource, that is people; your HR is reduced to some administrative job only?

Is your HR capable of what it is supposed to do? Do they themselves need HR training or overhaul or both?

If your top management is reducing HR to just a namesake set of people, you are wasting one of the very important resource.

Think and act fast before it is too late because ineffective HR causes inefficient use of people, leading to dissatisfied and unhappy employees. If you think you are happy with the existing powerless HR, you don't know what an effective HR can do: your organisation will rise much higher.

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