My common HR

In running today's business, the human resource department has been seen as one important key factor in the success of every business. Some focus on judgement and taste, some on attitude, and they train for skill, some for experience and results, but some do that for a particular reason. In running a successful business, HR personnel's have focused more on reasons rather than results. It is quick and easy to understand the general principles of human resources, only quite easy if you are concerned about people management and relationship.
But do these HR personnel's focus on people really or do they focus on particular reasons? I have come to realize that some HR persons are like horses, which require management, but do they manage the people they employ for the organisations? Who are these talented persons they select and reject and how do they manage them? Too many organisations believe people are interchangeable, but they forget that gifted people never are. It's like changing the drums to become a violin.

In doing great work, it means you were born to do it. Some of my ordinary HR, don't think they were born to be it. At Alphabeta consulting, HR management is more about disorganization and misinformation, HR leadership is about neglecting and diminishing. In my quality HR, he/she is one who fires me for the right reasons, because in that, they do not make my life miserable, the people who sees me doing the wrong things and don't say a word are the ones who make my life miserable. What it takes to do a HR job done isn't something that has to be learned, it comes from within. In grabbing the best abilities for the right roles,  sometimes HR personnel's are biased, and they focus more on traditional methods. Where are you from? Oh, I come from there. Are you a christian, oh I am a christian. Do you like football, Oh, I am an Arsenal fan, and there the job is given. Or sometimes, your surname rings a bell, if given this job, how can you involve the person into becoming a stakeholder in our organisation? How does this person enable a job well done? How can a HR personnel measure the life of an individual and an organisation? Can this really be measured? If it can, then it can be managed. How can we measure the qualities of an HR personnel that give our lives and careers a meaning? How can we measure integrity? What value do we put on trust, and passion, cooperation, dedication and spirit? The HR personnel that ignores these intangible abilities/qualities in one are those who will never build a workforce in their organization. For me, investment in Human resources is that which is capable of gathering different ideas and implementing such ideas for goals to be achieved. Recruiting should never be outsourced, everyone at the organisation should be different in the same way.