Dear friends,

How many CEOs come from the human resources department? I don't find many if not NIL. What could be the reason??? Does the company believe in HRs can't come in with a business perspective and aren't willing to change??? Can someone debate on this with their own views... plz

Hrushikesh

No doubt,till some time back,HR was considered an  unnecessary branch/dept,an addition to company costs...but that was before.  With the emerging markets,changing and booming economy and last but not the  least,a realisation dawning on most people(especially the top bracket in a  co.),things afterall are changing for the better...One reason,or rather  sentiment quoted most often,challenging the credibility or importance of  HR,is the fact that unlike other functions,the fruit of labour of HR cannot  be seen immediately,or in a tangible form.It takes a while to realise the  deep impact good HR policies,good recruitments,systematic HR processes can  have on the overall functioning of the company.But when they do start  showing results,everyone takes notice. 

 Sure not too many HR gurus have made it to the  boardroom,or to the CEO level,but then,HR which was looked down on as "soft  stuff"...is fast becoming increasingly interesting to those at top(yes  CEO/COO etc included),who are realising that not just attracting,but  retaining talent is probably high on priority list now,with HR coming to  rescue...  On this hopeful note,we can just wait for some more time to  pass by,when HR will have its rightful place up there,if not now already...

rajesh roy

Dear All,

I agree with rajesh that there is marked improvement in HR image over the years. But I feel that we should not just wait and see whther the HR scenario changes for the better. We should use forums like this group to share the methods to highlight the importance of HR. The best way I feel is by quantifying the achivements of HR. Since the powers that be understand only figures and success is recognised only through figures. Unlike other professions, quantification of HR achivements is quite difficult. What we need is surveys conducted prior to after interventions. Will like to know whether any organisation does some study in quantifying HR value additions.

Regards

Priyanka

No doubt that Hr is gaining its ground now,but till recently-its importance was not realised.The corporates used to feel that HR functions can be handled by any dept or even by a single person(HODs/CEOs),for that a seperate dept is not required.even now Admin and HR are considered as same by many companies!!

So no doubt the phase is changin,but we just cant wait for the revolution to take place and then reap the benefits,we should stand up 4 ourself & try from our side to initiate the change,which we can do -"By Letting our work prove our worth and
importance of the field we are working in"

No doubt the change will not take place suddenly,it will be gradual but atleast we would be happy by putting in our contribution in this change for good.

Dear Friends,

There are few CEO's who had been into HR field & now they are at C level:-

Mr. K Ramachandran, Philips India
Mr. Mahendra Swarup, Indiatimes.com
Mr. Raman Madhok, JISCO
Dr. Anil Khandelwal, Bank of Baroda
Mr. Sujit Baksi, HCL E Serve

There are few more names, please click on the following link:-
http://economictimes.indiatimes.com/articleshow/29680561.cms

HR has to come out from people oriented approach & follow the business oriented approach to become a CEO. HR has to be as smart as sales guy in terms of giving a presentation about the company for business purpose. HR has to make the feel its presence in balance sheet of the company.

In a one of the recent HR seminar at Mumbai, there were 4 CEO's on panel discussion. One HR Professionals ask question to one of the CEO that why HR Professionals compensation is not equal to CEO, if HR has to handle CEO level responsibilities? The answer came from CEO that there is difference between responsibilities & consequences. If anything goes wrong with the company, CEO will be in the lock up (for example: Ebay's Indian arm Bazee.com case), if company close down, of course CEO is the responsible for the same but CEO has less options to join some other company & there will be lot of question on CEO's competency, skills & knowledge. At the same time, HR guy will have lot of options to get the job in the industry & HR guy will frankly say that company not doing well/closed down.

HR has to not only understand the responsibilities of CEO level but also avoid the consequences which can put company into trouble. As per the industry source , it is Finance/Mkg./Engg. functional HOD are being considered for CEO position. In a last 5-10 years, most of CFO became CEO.

Outsourcing also play very important role if HR wants to act, think & play like CEO. Most of the day to day work (payroll, leaves, help desk etc.) should be outsource so that focus can be on strategy level & processes but we as HR professionals consider outsourcing as a threats then opportunities.

To end with, HR is moving out slowly - slowly from day to day activities but still miles to go ahead!!!!!!!!!!

Just my thoughts & opinion!!!!!!!!

Nath