Lets continue from where we started in our last Article. Its essential to repeat this sentence before we discuss further "every career has to end at the top of Business Position or Self Employment or Enterprenuership"
Please note that the comparisons are made to show a clear co-relation with an external job Function to HR Function. However, There can be multiple permutations and combinations can be worked based on the inputs shared here. Readers are requested to take only inputs from here and utilise as they may deemfit for their further planning.
Finance to Total Rewards:
We always hear that since I am not good at numbers hence I chose HR. In our personal opinion every job requires you to work with numbers and HR Function is no exception. Starting from a Business Numbers to Manpower numbers to Measuring effectiveness on Recruitment to Performance measurement(numbers again) to the training effectivness and exit analysis. All these function are effective only when HR professionals work with numbers. However, in this post we would be restricted to the Total Rewards process. The following are the key attributes related to each other:
* Understanding the Finances - Understanding the Total Cost of People
* Planning & Budgetting Finance - HR budgeting
* Business Financial Accounting & Review - Human Resources Accounting & Review
* Measuring Financial Health - Measuring Performance & Total Reward health assessment
* Business Productivity Metrics - Performance Metrics for Business Productivity
* Financial Audit - HR Audit
There are many similarities where the Finance professionals can excel in such jobs. The challenge for success depends on the co-relation with People and the psychology in the organisational context.
Teaching to Competency Development:
Teaching is all about lerning, applying and sharing knowledge. Every teacher is a constant learner. What is required to be in a Competency Development function is an attitude to learn, experiment, Practice and Preach. The best teacher is the one who learns from his students as well. Competency Development function in Organisation is all about building that ability to understand, assimilate and help generate the Learning environment. The similarities and competencies support to switch to Competency Development Role:
- Understanding of Students : Understand the Employees
- Identification of Needs for the course : Identify the Needs for Business
- Integrating & Developing Course Content : Develop Competency frame work and content to cover
- Development of Teaching Methodology : Development of Training Methodology
- Teaching the Subject & Practicals : Creating the Learning environment through various means and help practice constantly
- Review the Learning : Feedback of Learning
- Measure the output : Measure the effectiveness in Business Terms (Return on the Investment now and for future)
- Constant Improvement with Research : Measure and Develop re-usable learning objects with improvement from market & competency study
* The most critical skill is the business like thinking is important for a Teaching professinal. A constant exploration of Business Environment and related the same to the day-to-day life would help achieve effectiveness on the job. We personally worked with someone who moved from Teaching to Leading corporations. So We wish the new entrants a great success in future.
Ofcourse, if the HR professionals need to build the capabilities and stay and grow in the career is to learn the skills from Finance & Teaching Professionals.
Husys can help you to integrate your competency with HR. For more details : www.husys.net/mhr.pdf
Featured Photographs : Sudhakar & Naresh @ Vibrant Gujarat. Husys Team support the TIE-ISB Connect @ Hyderabad
