Hi I am Mary Angeline Ramos, i need answers to my question this is for study purpose.
What would happen if there is no HR(Human Resource) in a certain company?
- 3+ months ago by alres_ram
- human, company, human resources, humans, human resource, resource
Not having human resources may allow you to interface directly with employees anytime an employment issue arises. You may find these communications rewarding, as might your staff. Conversely, these daily interactions may require a chunk of time that you as business owner or manager simply don't have. Not having HR personnel on staff can result in a downturn in morale if employees feel they have no one they can talk to about work-related issues.
If there's no HR in a certain company well its hard to produced a good employees and , in a lot of companies HR is actually undersized. They say the optimum ratio is 1 HR person to 100 employees, but sometimes due to extensive local bureaucracy that is not enough. You can’t really see what HR people do because they have so many things to do that they have no time to presents reports of their work to the people. Here are just a few ideas of what HR does in each area. Most of the times there is one specialist covering more than one area which makes it really difficult, challenging and necessary for them to be always open to specialize in something new.
Hr also can do either Recruitment of people ,,,Payroll people ,,,Training people ,,Administration people,,Communication people that's why,,HR is so important in the company,,,,withou them...the company will suffer big problem...
By not implementing human resources, you can save a large sum of money. Money spent on human resources management and costs associated with human resources. The money spent may be justified if you run a large business that consists of hundreds of employees, but if your company sits on the other side of the spectrum and consists of only a few employees, those costs are difficult to justify. Small companies typically don't see the amount of revenue that larger companies do, and small businesses often exist on thin profit margins, so extra expenses can make a significant negative impact on small businesses.
Then someone else in the company would be responsible for the tasks that usual fall to HR - recruitment, payroll etc.
Its common in very small businesses not to have an HR person (if you employ only a few people with little turnover, a full time HR-only person isn't really going to be necessary)
We all know that the primary purpose of Human Resources is to select, hre and to train employess that will give great contribution to the organization r company in order to achieve its goal, without HR the company might not be able to run its organization well and cannot achieve its goals.
A benefit of being the owner or manager of a small business is the hands-on aspect in every facet of the business. If you have no employees other than yourself, not having HR makes perfect sense. If you have one or more employees, you will need to personally handle the interviewing, hiring and firing, and must process of all the paperwork associated with these functions. Not hiring HR personnel to assist you in taking care of these important aspects of business could negatively impact your daily workflow.
I personally think there would be a biased way for hiring and firing people. I also think there would be lack of expertise in designing jobs and putting the best fit person for the job. Lastly, I think if there would be disputes inside the company, there would be no one who's fair enough to settle it as the HR is the mediator of the company.
As your small business grows and you continue to add employees and possibly even additional locations, it becomes increasingly difficult to micromanage each aspect of your business. By adding a human resources department, you won't need to be as directly involved in time-consuming tasks such as recruiting, benefits administration and developing and implementing personnel policies and procedures. Instead, you can focus more on big-picture items such as increasing revenues and gaining market share.
When the decision to build a human resources information systems department is made, examine the options carefully and be aware of technology and human resources trends for a small business. Small businesses have unique needs based on company goals for growth, or a plan to remain small with access to technology without the hefty costs. The term "human resources information systems" (HRIS) often is used interchangeably with human resources management system (HRMS) and human resources information technology (HRIT). Any of these terms is used to describe the computer and information technology a company utilizes to automate human resources functions and employment actions.
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Great answer. 100% Agree