Human Resource Management
Thailand and Asia Hotel Consultant
Blog for Hoteliers and Hotel Owners in Thailand and Asia
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Some Human Resource Management (HRM)’s problems.
Posted on March 3, 2010 by Mai-BS (Thailand)
Many organizations that I work for in the past, or even the ones at present, either in a role of consultant, trainer or employee, every corner of the company often fills with employee’s complaints.
For example heavy work load, favoritism, nepotism, managers’ bad behavior, un-knowledgeable manager, shortage of man power, or other various general management problem. From much conversation I have with people, it is found that most employees in most organizations expect the HR manager or HR department to solve the above mentioned problem. Sometimes, it is sad and almost unfair, that the HR manager is expected to do it all alone.
In the very past, the HR manager did more of an administrative job of simply hiring and firing. But, with the growing society at present, every organization needs someone to look after the overall well being and the well-being of employees. The HR manager must be brave to say right or wrong and how and who should tackle problems. It is what I call “societal developmental expectation” towards the HR manager’s role. And, the name itself as an “HR manager” or People Manager; is kind of obvious for that particular person as an HR manager to accommodate such duties.
In many environments, “Growth” comes with “Greed” and that result to conflicts, inequalities, favoritism, nepotism – I would say the overall organizational and people problem. Thus, the HR manager is expected to create peace, to build team spirit within the organization, to instill company mission to employees, to develop competencies of employees, in concept, to bring all employees to achieve company
Blog for Hoteliers and Hotel Owners in Thailand and Asia
Skip to content * Mai-BS Homepage * About Mai-BS (Thailand) * Admin
← Top 10 mistakes when opening a hotel
Recruitment and Selection; A good system to study AND A bad style to avoid! →
Some Human Resource Management (HRM)’s problems.
Posted on March 3, 2010 by Mai-BS (Thailand)
Many organizations that I work for in the past, or even the ones at present, either in a role of consultant, trainer or employee, every corner of the company often fills with employee’s complaints.
For example heavy work load, favoritism, nepotism, managers’ bad behavior, un-knowledgeable manager, shortage of man power, or other various general management problem. From much conversation I have with people, it is found that most employees in most organizations expect the HR manager or HR department to solve the above mentioned problem. Sometimes, it is sad and almost unfair, that the HR manager is expected to do it all alone.
In the very past, the HR manager did more of an administrative job of simply hiring and firing. But, with the growing society at present, every organization needs someone to look after the overall well being and the well-being of employees. The HR manager must be brave to say right or wrong and how and who should tackle problems. It is what I call “societal developmental expectation” towards the HR manager’s role. And, the name itself as an “HR manager” or People Manager; is kind of obvious for that particular person as an HR manager to accommodate such duties.
In many environments, “Growth” comes with “Greed” and that result to conflicts, inequalities, favoritism, nepotism – I would say the overall organizational and people problem. Thus, the HR manager is expected to create peace, to build team spirit within the organization, to instill company mission to employees, to develop competencies of employees, in concept, to bring all employees to achieve company