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Is HR required?

 
Joe Harry
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Guys,

I just want some of your opinion. A medium sized company where there is not constant recruitment, is there a necessity for a HR personnel?? Paying him hefty amounts would be given to a technical person. How many support my views?
 
badari gururaj
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I think its a misconception that HR ==> Recruitment. No. recruitment is only a part of what HR does. No matter how small/big the company is, you do need a set of people dedicated to look after the people side of the business.
Its an entirely different thing what happens in your individual company and how good/bad is the HR.

Regards
Badari
 
Svend Rost
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Hi,

no, a HR department is not a requirement for a medium size company. We dont have one - all HR duties are handled by the dept. managers.

/Svend Rost
 
Joe Harry
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Originally posted by Svend Rost:
Hi,

no, a HR department is not a requirement for a medium size company. We dont have one - all HR duties are handled by the dept. managers.

/Svend Rost


100% I agree with you. I know a company where the employee strength is just over 50 and there is one HR personnel who earns more than 80K Indian salary and if I were to be the boss of that company, then I'd rather get 2 tech guys for 40k and speed up my productivity.
 
Ulf Dittmer
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A company may not need persons that perform solely HR duties, but those duties need to be taken care of regardless. So if no dedicated person exists, others (like department managers, who may well be paid more than HR folks) will need to do them. It's an organizational choice whether or not to have people dedicated to these tasks. Not having them doesn't make the cost of HR go away, so it's not clear that additional people could be hired. Furthermore, what HR folks do depends a great deal on the company and the country in question, so comparisons between companies (even of the same size) are not necessarily valid.
 
Jignesh Patel
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Originally posted by Jothi Shankar Kumar Sankararaj:


I know a company where the employee strength is just over 50 and there is one HR personnel who earns more than 80K Indian salary and if I were to be the boss of that company, then I'd rather get 2 tech guys for 40k and speed up my productivity.


For over a 50 people company you have to have HR for processing their payrolls, keeping track of their performance apprisals, maintaining their day to day need like water, notebooks, desktop cleaner, keeping track of bills(i.e. electricity, rent etc. etc.), if required solving personal workplace problems etc. etc.
 
Greg Charles
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<bitterly-cynical>
The major function of any HR department is creating reasons for the existence of an HR department. Therefore, the extent to which it's required depends on how well it's performing its function.
</bitterly-cynical>
 
Mark Herschberg
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Originally posted by Jignesh Patel:

For over a 50 people company you have to have HR for processing their payrolls, keeping track of their performance apprisals, maintaining their day to day need like water, notebooks, desktop cleaner, keeping track of bills(i.e. electricity, rent etc. etc.), if required solving personal workplace problems etc. etc.


Just to be clear, in most US companies....

processing their payrolls - outsourced
keeping track of their performance apprisals - direct manager (if any is done at all-at most US companies none are done
maintaining their day to day need like water, notebooks, desktop cleaner, - office manager, facilities and at small companies typically a secretary
keeping track of bills - CFO, finance / accounting department

Solving workplace problems one thing that can't be outsourced. While those who outsource much of HR can get HR policies prepackaged, dealing with problems must be done in house.

In most small companies (20-200 people) there may be 0-10 HR depending on what the company does and it's needs and basic operations like payroll have likely been outsourced. (Technically, I haven't been employed by some of the companies on my resume, rather I've been an employee of ADP and others who did the payroll.)


--Mark
 
Tim Holloway
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Also add:

Manage Benefits.

Ensure (uniform) employee compliance with external and external codes of conduct.

Ensure corporate compliance with internal and external personnel-related issues (for example, OSHA).

In the US, external constraints become more and more rigorous as the size of the company grows. Eventually, most will reach a point where they decide it's more cost-effective to employ HR specialists than to draft whoever's handy at the moment.

Eventually, as the corporation grows, this tends to lead to a grim, humorless group with a penchant for heavy-handed "political correctness" (that is, protecting the company from Hostile Work Environment lawsuits) and utterly clueless as to what would make a technical person a useful hire for that company. Or, if you prefer, in order to even get a resume past the automated filters, you have to load it with fashionable buzzwords and suitable tokens to indicate that you can run their hiring maze like a good little rat.

Disclaimer: When presented with a maze, my first instinct is to look for a way to climb over the walls, so my viewpoint is a little jaundiced - in a long and evil IT career, I've never been hired through an HR department.
 
Dhiraj Raut
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I always had a curiosity regarding the HR pay scale. Can anybody throw some light, approximately what is the average salary package HR get in an IT Service Firms?
 
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