The HR function is largely misunderstood...A well run HR department will align it's core strategies (namely attracting, mobilizing, engaging, rewarding, and retaining talent) with BU strategy.
In this region, many HR departments are staffed with idol 'paper pushers' that are largely viewed as beauracratic hurdles and not business enablers.
This will evolve over time as more and more companies realize that they need to invest in the right people with proven track records in the most critical department of a company -- This will become even more paramount if the sponsorship law is amended to free up the labor market (although unlikely anytime soon). Companies will progress in this arena in time as they struggle to compete in the 'war for talent'.
If you look at the fortune 100 companies, the head of HR is generally the 2nd highest paid employee behind the CEO...In this region, it happens to be the CFO. That is why many employees here are somewhat jaded by the HR practitioners that they deal with as they are non-decision makers that are handcuffed by tightwads that view everything relating to people as a 'cost' rather than an 'investment'...
The HR function is largely misunderstood...A well run HR department will align it's core strategies (namely attracting, mobilizing, engaging, rewarding, and retaining talent) with BU strategy.
In this region, many HR departments are staffed with idol 'paper pushers' that are largely viewed as beauracratic hurdles and not business enablers.
This will evolve over time as more and more companies realize that they need to invest in the right people with proven track records in the most critical department of a company -- This will become even more paramount if the sponsorship law is amended to free up the labor market (although unlikely anytime soon). Companies will progress in this arena in time as they struggle to compete in the 'war for talent'.
If you look at the fortune 100 companies, the head of HR is generally the 2nd highest paid employee behind the CEO...In this region, it happens to be the CFO. That is why many employees here are somewhat jaded by the HR practitioners that they deal with as they are non-decision makers that are handcuffed by tightwads that view everything relating to people as a 'cost' rather than an 'investment'...