SV Nathan : Director | U.S. India Talent : Do Simple things exceedingly well !!!!

SV Nathan

SV Nathan 

"I did not start out to be a HR professional. I came into it by accident than design. Part of me is that credo that I hold – if I don’t get what I like, I like what I get, make the most of it and don’t ever complain about it. I do what I can, more of what I can, and the best of what I can and a tad more. Life is simple and I came from a humble background and so, feel wondrous about the things happening around. Life is beautiful.

My personal mission is to help people find their edge and strength, and help them realize their potential. Personally I look at ‘Do simple things exceedingly well’ and the big things will take care of themselves."

HR Career  Blog :

We are making an attempt to bring inputs from some of the best HR professionals  across the country. 

We are asking : "What made you to be a successful HR Professional? & What's your personal Mission?"

Watch-out for more people on this blog post in the future. 

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As HR Vs HR Enterprenuer

Dear Team

I started my First Professional journey at work in 1991 and the second phase of  life as an "HR Entrepreneur" since 2002. Overall Half of my life is spent for HR profession in India. I have been lucky to have got the best of People practices in best of the companies where I worked to gain a range of experience. Also an experience used now for my business as entrepreneur.

Today I decided to write my experiences of two worlds in this blog posting. I am sure the people who were on both sides of such experience agree/disagree on many points mentioned here. But definitely it can work for people who are on the job and willing to explore/experiment the entrepreneur route.

Here I go:

Areas	As HR	As HR Entrepreneur
Career Choice	·        Career is more related to earning money for the qualification acquired. ·        Growth in designation/ladder is more focused. ·        More influenced by social advice & personal circumstances. ·       Entrepreneurial outlook in a few cases. Tends towards entrepreneurial decision during mid career life.	·        Driven by passion and allows no social or personal influences can have a negative impact. ·        Seen as opportunity for utilization of skill and knowledge and creation of wealth as opposed to earning money. ·       May go against the family choice in many cases. Family outlook is towards a risk free life.
Business	·        Constant opportunity exists for a sustainable career & personal growth (irrespective of business sector).	·        Spans length and breadth of area of specialization to build customer portfolio.
Competition	·        Studied for an understanding perspective. Information may be picked up from the line function in most cases.	·        Understood with intent focus on every competitor activity (as it may impact the enterprise).
Vision & Mission	·        Supports people to follow Vision & Mission.	·        Builds Vision & Mission ·        Inspires to follow
Hiring	·        Competency Based. ·        Organizational Norms based.	·        More by gut feeling and foresight. ·        High risk takers.
Setting Targets	·        Dependent on tasks assigned.	·        Purely business outcome based
Budgets	·        Expenses Focused ·        Initiatives are more KRA based with a ‘have to do’ kind of attitude to complete the performance parameter preparation.	·        Prepared hugely around internal / external economic situation.   ·        Purely business outcome based.
Bonding	·        Building support for & among teams to identify and execute initiatives.	·        Looks to build long-term relations to improve business sustainability.
Finance	·        A function to deal with.	·        A function one can’t live without.
Marketing	·        A function of business.	·        Business means marketing.
PR & Networking	·        Personal Choice focused. ·        Not linked to growth.	·        Business Lifeline ·        No PR/Networking = no growth.
Future	·        Will continue as long as she has a pathway for future jobs/assignments.	·        Every activity focus: “What you sow is what you reap.” ·        Organisation’s growth never ends.
Office Relationships	·        Perceived Office Politics.	·        Based on one’s perceived decision making ability.
Associates with	·        Self & Related Teams.	·        Nobody and/or Universal

*These are purely my views and sharing in good spirit. You are free to agree and disagree based on your experiences. Thank you.

Encourage you to write your experiences in this blog post.

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What do Current Young HR Professionals (Experience between 0-4 years) look for?

Results of Poll run at https://www.facebook.com/groups/HRCareers/ (Data as on 1.5.2013)
What do you think Current Young HR Professionals (Experience between 0-4 years) look for?

Key Points for Review:

1. Majority of 58% of people posted that they look for generalist exposure to HR. An ability to perform Generalist jobs in the HR Function.
2. While the lowest with 6% of people mentioned an extreme learning experience in their jobs.
3. Focus on money expressed by 16% of people and any job/specialization should be okay with them.

The Reasons may be as follows (More interpretation can be done in Discussions/Comments): 

• Beginning of the career always focuses more on acquiring diverse knowledge and while experimenting on various tasks/jobs.
• While low focus on Extreme learning experience can be attributed to the opportunities to learn at that stage of career.
• 10% of specialized exposure voting can be more attributed the desire to work in Recruitment, Training, Employee Engagement and other specialized function in large organizations.

Key Inputs/Take-away:

• HR is such a vast subject and requires quite focus in the Initial stages.
• An Effort to build a career in HR gives the desired momentum for growth
• Growth always begins from Hands on Experience to strategic thinking opportunity in HR
• The more diversified in function and industry would be a great plus for building better HR career
• Building capabilities at each stage important : Like-in  Recruitment Function (Can you Interview better in identifying competencies), Employee Retention (Do you understand the psychology in relation to business), Training ( can you stand up and Train & manage a group’s learning) etc.,
• Focus on Building career on the basis of “Human Management /HR function is in Every Industry”.  Building HR experience around an Industry/Function may not be a better solution for growth in long-term to play a strategic roles.
• Ultimately, remember you need to grow to a stage to manage a business than just function.

We Welcome your comments/suggestions/inputs to enhance the reading experience of our future readers...

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Why HR Professionals Hardly seen on Other-than HR Networking Forums !!!

Today (Sunday-9th Dec 2012) : I  attended a forum on Public Speaking in Hyderabad. I met few :  business owner, doctor, engineering student, govt. employee, Teacher, CA, Marketing Professional, Hotelier and many others...  had a great time in learning from their experiences.... 

9.12.12 - Hyderabad - Keen Learners

While, driving home I was thinking myself that I did not meet any HR professional. This is not the first time I have encountered this question. While attending many forums across India and other countries I seldom meet any HR professional in "Non-HR Forums".  

I was trying to get an answer and thinking  "Is it that HR professionals Are - 

• Well Read and Informed that they don't have a need to attend beyond HR forums (Even many HR Forums  attracts less numbers)
• Think that they have enough interactions during their course of job that they do not see a need for interaction.
• Too busy that they can't spend any more time
• Balancing Life after Work
• Thinking the world ends by  meeting or networking with people who are their official employees or few other HR professionals..

Let me stop here and explore further. With my limited exposure of 21 years in HR profession & business also an average of 2 network events attend every month over last 21 years, let me write somethings to find reasons (not definitely an answer). 

Networking :  While world is moving to network based Business Relationships, Hiring, Learning and everything in business... I see very less done by the HR professionals to foster this aspect in their own profession. I am sure in my wildest guess the HR Fraternity is minority compared to many professions as on today... 

We can make a difference : Considering approximately 4 crore establishments (Large+MSME) in India and < .5% of them have HR Department - The number May be at 1-1.75 lacs of professionals (both organised & un-organised HR departments). The opportunity is with an average of 10-20 external interactions other than your own company, it would make a lot of difference in building the profession and keeping it close to the Business.  

My urge to the budding professionals from B-Schools and also the HR job holders in any Organised & un-organised HR Department :  If you want to make career in HR and you wanted it to be known... its time to focus on networking with, other than HR professionals and make your mark with multiple professional groups and individuals. This not only gives you a learning exposure to be successful but also a great understanding of "Business on the Otherside". 

This would not stamp you as an "Event Manager" but "Eventful Business Manager"....

Please do share your thoughts and feedback on my note to improve and bring different perspectives... So We learn more than what is know....

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HR Function Management Support for SME's (Your HR Department is Here): 100 HR Ideas for better Business : 6-10 : Inductio...

HR Function Management Support for SME's (Your HR Department is Here): 100 HR Ideas for better Business : 6-10 : Inductio...: Wish you all a very Happy Diwali !!!!  Also wishing Naresh Babu Deevi (Co-author of this blog) a very happy birthday !!! Here are the ne...

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The Future Challenges of HR Careers !!

HR Careers are getting excited with the change in Business Scenario.  With more and more young population joining the workforce over next decade, the challenges of managing them becomes the priority of HR professionals. So what is going to be different if you want to be the HR Professionals of Future: 

A Turbulent Challenge ahead for HR

• Knowledge of Universe : I mean, to know about the world and everything that happens in the world becomes relevant for your business and people. If you are not updated about the latest Information, you soon become the obsolete HR professional to manage the future workforce.  The new workforce knows information on their finger tips and at all times. 

Making Business HR Sense  

• Knowing the Trends: Tracking of the latest trends in managing the Human Resources across the globe not just within the country of operation. The challenge is to relate and use the best of the breed HR practices adapted and customized to your area of function. 

• Competency to Transition: The ability to integrate the older workforce to the new workforce is the key. The change that happens with each of the category is a challenge for the HR professionals. Building the connectivity of Knowledge & Wisdom to the energy of future is the key challenge. 

Husys  - Since 2002

About Husys:

Husys - HR Function Management Company( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Inducting, Performance Measurement, Policies, Employee Bonding and Development. We truly live our vision : "Synergizing Human Potential for Business & Society".

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