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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HRD Missionary: Preparing 1000 HRD Missionaries by Prof.T.V Rao

HRD Missionary: Preparing 1000 HRD Missionaries: 1000 HRD Missionaries If I am restless about one thing in life that is the way HRD got diluted and the way HRD Managers have functioned...

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SME HR Journey in UK 2012

HR Function Management Support for SME's (Your HR Department is Here): SME Journey in UK 2012: GR @ The Iconic London Bridge I landed in London Heathrow at 9 pm on 19th September 2012 along with my Associate. We head strai...

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Opportunity for College Management / Placement Officers to help students in getting job they desire

Personal note to College Managements:

At the outset let me congratulate you all for helping the students gain confidence to be with Corporate. We would like to contribute in your efforts by way of creation of opportunities for these students.  As you are aware that we work with companies where we are the only HR connect for them.  As part of our relationship we help these companies who do not do campus or do not post on regular job sites to find alternative.  We have worked with more than 200 companies and the number is increasing day-by-day. 

To consolidate the efforts we are bringing all our employers (clients) on one platform for Hiring in future. We have created a special career site to help these students to get direct connect with these companies. This effort is free of cost at the end of student. 

I would request you to share the following link to students who are in the 1st and 2nd year to make sure that they are updated with what is happening with these employers. Let them register for free.  They would be able to access various internship options, job options in the future. 

Link ; www.jobhirejob.com   (spelled as in Hindi   Job hi re job )

Please feel free to circulate this to your known contacts as well.  Please feel free to contact  our Office for any help.

Thank you and have a great academic year ahead.

Warm Regards,

G R Reddy  |  Founder & Chief Facilitator | Husys Consulting Pvt. Ltd. Santacruz (E), Mumbai-400 098, Maharastra   |   India  www.husys.net, www.hrsme.blogspot.com; www.inhusys.com

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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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Consequences of Errors done by HR

In my earlier post Bharat requested me to write on "Consequences of Errors done by HR". This is something the HR professionals face and experience every day. We are Human and errors are common... However, In one word HR Errors can cause a consequence of "Business". I have experienced the cost of consequences as a job holder and worked for a company and more so impact while running a business. We do experience many such errors but we learn and ensure do not repeat the mistake.  More importantly look for any potential mistakes in every other action or activity that HR handles.

Here, is a simple experience : In one of my experience I received a letter to be signed for a an Offer to a prospective Hire prepared by one of my associate. The associate was well educated(MBA), technologically savvy and  doing job for many years by then.  I would not sign any letter unless I review/scan.  I asked the Associate to change the letter and bring it again as we have not promised what was mentioned in the letter.  The associate have gone through the letter and said it is perfect. I asked him to check and comeback. After 5 minutes he came back and said everything was okay.  Then I pointed that there is an excess of "0" zero in the salary figure.  The additional zero we could have not afforded for the job role and experience and impact on our company by that individual.  But it was impacting because of the letter drafted.  The salary offered was 1 Lac per annum and its mentioned as 10 lacs( Rs.100000 to Rs.1000000). In this case Technology was helping us to do our job better but the impact of what you feed is important.  That talks about the attention to the details by HR is very important. This error even if we have issued the letter still would have been rectified by going back and informing the New Hire about the error, however go through my next experience.....

2nd Experience : Here is a company who were growing more than 40% of annual rate of growth while the industry was growing at a rate of 30%+( 30+% is a sign of growth in the industry characterized as sun rising). The Management decided to hire a new CEO instead of the founder owners who have built this organisation. This entire process of decision making and implementation would have not been possible without the involvement of senior hr professionals. The new CEO was with great credentials from a very well known and successful Multinational conglomerates... Within one year of his take over, there has been many changes in the organisation... To name few - New Organisational structure, New and different hiring, New business models, change in product lines and many others. None of these seems to have worked in one year of time and the management were forced to take a decision to counsel the CEO (In this case definition of Counseling is helping him to take decision to leave) as it was impacting the whole existence of business. In this case HR worked hard to help in getting back to normalcy with the help of people again.

I have taken two different examples to illustrate the impact that the Business can have with HR.  I could write hundreds and thousands of examples but time is essence.  We discuss more in future as need arises or as our readers request for specific inputs. However, HR is the function more and more prominent as the businesses are becoming Knowledge based and People become only the Differentiators to compete in the Global Business scenario.

The Business of HR has become more Profit / Impact oriented than ever before and the Required Qualities/skills/competencies of HR are defined to next level every day...

Please read more on the qualities of HR in this blog.  Also for all People Differentiators experiences read : www.hrsme.blogspot.com

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Finance and Teaching Professionals @ HR Function

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

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Alternative Career as HR

We believe that every career has to end at the top of Business Position or Self Employment or Enterprenuership... As we move on to build a better career it is important to leverage on the skill and build multiplicity of Career to achieve the Top of Business position.

It is important in today's age of Career Competition and Business Competitiveness keeping you ahead of curve is leveraging on your strength and apply to opportunities you get in various fields.

I am listing some of the key skills from Business can be applied to HR Careers. In this Post shall focus on two of the business pririties : Sales & Customer Service to HR ( Talent Acquisition & Employee Relations ). Next Series would include : IT, Marketing & other related areas integrating to HR.


Sales - Talent Acquisition : A sales function helps in creating the value proposition of job to the person. Helps in clarifying the need to the actual work product in HR ( Talent Acqusition ). The following are the similarities of qualities:

- Customer Research & Identification : Sourcing
- Mapping Customer Needs : Mapping Job Description to the Candidate
- Client Relations : Candidate Relationship
- Cold Calling/Reaching out : Call for Screening / Reaching to hunt the Head
- Purpose & Relating : Helping in mapping requirement to person
- Product Featuring : Organizational Job, Values, Culture
- Advantages : Career Progression etc.,
- Benefit Sales : Salary & Career Advancement
- Number Driven : Hiring Numbers Driven

*Sales person need to understand the integration to the other functions of HR in this case... as the retention is key like repeat sales.






Customer Service ---- Employee Relations : The ability to understand the customer and serve them on-time every time is the key for the Employee Relations job. Professionals who understand the importance of Customers

- Customer Understanding & Products/Services : Understanding Business & Policies and procedures
- Customer is Priority : Employee Engagement is Priority
- Customer Help-Desk : HR Help-Desk
- CRM - HR Self Service / Applications for Human Synergies
- Customer Retention : Employee Retention
- Customer Bonding & Networking : Employee Engagement and Networking

*CS professionals need to build an understanding on the Internal Employee Behaviour against the Customer Behaviour. Also build constant learning the fine differences and balance.


So Next time a Sales & Customer Service professionals looking for a change... this could be a better option?

Ofcourse, if the HR professionals need to build the capabilities and stay and grow in the career is to learn the skills of Sales & CS professionals.

* A program like MissionHR(r) @ Husys would help bridge the gap and help growing people.... www.husys.net/mhr.pdf

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HR Aspirants Today - Plan for Tomorrow

CAMPUS DRIVE PHOTOGRAPH - 5th FEB2011


I would like to narrate our experience with HR Professionals over the last few months of 2011. The following are the Results that we had our experience to hire HR professionals for core HR processes. The statistics related to our journey in last 2 months.

- Locations Campus Drive Conducted : 3 - Nagpur, Pune & Hyderabad
- Number of people attended the Drive:625 - HR Aspirants
- After First Shortlist asked them to make a Presentations: 40
- We have Short-listed for Final Interviews based on Ability of Presentation : 25
- Finalised for Offers : 5 (Ratio- 1:125) : .0.8% of success in making offer

A success Rate of 0.8% for HR professionals,this shows a great deal of preparedness of our future HR professionals right at the college. I am sure this is the same challenge you face when you get into the market to prove yourself in attracting the right talent.

Some of the key things we noticed and its helpful for future aspirants for improvement/Gap as are below:

- Gap in Understanding of HR operations in any organisation
- Gap in Understanding the HR Opportunities & Job Role
- Little Understanding and Investigation about the company they are applying
- The logic about how the compensation is paid to them and what is the value that they bring to the table for organisation.
- Ability to see the near term future for their First Job which would build their career.



Few Things one can do to get what you want :

- Physical Fitness : Its important to run your brain effectively and being active in the process.
- Mental Fitness : Regular exercise of brain with Industry update and also HR Knowledge in the real world.
- Preparation : To identify the people who are working in the organisation where you are applying. This would help correct information about the organisation, job and the work culture.
- Guidance : Inputs and the perspective about Industry professionals would help to a large extent. We are yet to come across any Industry professionals who would not stress point about experiential learning and real-life understanding.
- Self Discipline : This is very very important to make a great career in Future.
- Decision Making : End of the day you write your own destination with our right decision making. You can take inputs from all the sources but take your decision and standby...do not fear the failure at the beginning. There is no perfect solution in the real world.

Like any business, you are investing you TIME in the First opportunity, do your best and reap the best benefit of LEARNING. If there is no LEARNING first place you would not be valued in the organisation which in-turn define your EARNING.

Wish each and every aspiring HR professional a great career.

- Husyst

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CAMPUS BY HUSYS - HYDERABAD - 5TH FEB 2011

CAMPUS UPDATE

Husys Conducted Off Campus Recruitment at Hyderabad and the same has been attended by 450 aspiring candidates. The program started with Orientation on HR and Husys model followed by Group Discussion and Group Interviews. We have shortlisted 24 people for final round of Interview at Husys Corporate Office.




We are going to be at Pune on 7th Feb 2011... Shall update more...

Some of the Important things noticed for Feedback to budding HR Professionals:

- Understanding of Business is key
- Ability to understand the translation of day-to-day challenges into Business Advantages
- Focus on Improving the knowledge in real-time Industry exposure
- Ability to build the relationships with Industry and understand the view point to fit better.
- Focus on Learning at the initial stages.
- Relocation to other parts of India than where you belong which helps improve your ability to learn
- Positive Attitude that you have lot more to learn and being ready

Shall keep you posted on the next campus update.... until then... have a great career wishes....

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Campus Recruitment Drive by Husys for HR

Our Previous Off-Campus Photograph


Husys Conducting Off-Campus REcruitment Drive @ Nagpur and Hyderabad for


- Fresh MBA Graduates passing-out in 2011
- MBA - HR Specialization with experience of upto 1 year
- BBA, MHRM, MPM and other related specialisations
- Graduates Interested in HR with any experience

The Following are the details :

31st January 2011 : Nagpur - Ambedkar Institute of management & Research, Deekshabhoomi, Nagpur - STarting at 9 am.

Hyderaad
5th February 2011 ( Saturday)
Registration : 9 am - 9:30am
Venue : Aurora College, Ramanthapur, Hyderabad

Link published at Eenadu-largest telugu news paper about Off Campus is attached for reference : http://www.eenadu.net/chaduvu/chaduvuinner.asp?qry=topstory10


Your TEAM of MENTORS

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MissionHR Batch Student Feedback on the Program:



Name: Shalini Kailash
Program: MissionHR
Batch: September 2010
Education: MBA – HR from ICFAI Hyderabad
Offer from: Alvious Pharmaceuticals
Learning:
1) Learned the in-depth subject knowledge of Recruitment, Induction, PMS, Payroll, Organization Structure
2) Got the practical exposure to every different current HR practices
3) Got the confidence to face the job interviews.

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HR Positions

In this blog I am mentioning the various opportunities in HR for today's professionals.

In today's environment the HR Careers are very wide and each of individual function responsibility has turned to be a great Career to build.

The key Focus on 4 segments of HR : Recruitment, Employee Relations, Performance Management and Training. May be each of these functions offered a wide variety of the positions to grow.

Some of the List representing hierarchy includes as follows(Please note the designations would change based on the organisation size and complexity and their internal organisational design ( review www.hrsme.blogspot.com for more info on the organisational design)- the job exceptions differ accordingly). Please note the Executive word is used for top most positions in some of the countries and companies..In India its used at the team member level:

Sr.Vice President / President - HR
Sr.Director - HR / Vice President - HR
Director - HR / General Manager - HR
Sr. Manager - HR
Manager - HR
Asst. Manager - HR
Sr. Executive - HR
Executive - HR / Officer - HR
Trainee / Management Trainee
HR Co-ordinator
HR Assistant
All the designations may have a suffix based on the further functions like - Recruitment, Compensation & Benefits (C&B), Training, Employee Relations etc., eg. executive - HR, Executive-Recruitment, Executive-C&B, Executive - Training

We shall talk about the various Skills Required and the way to build the Skill in the next episodes...

Please do write your comments and questions on the blog...

Happy HR Career ahead!!!!!

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Key Skills For HR Career Aspirants : Managing Beyond Employment

Human Resources Skills : Beyond Employee Management

This posting focus on the key skills required and observed by me... There are many more skills can be added however I have restricted to these in this posting. We shall explore more in future.....

Human Resources are the function of Managing Perceptions of the People by implementing various Processes, Policies and Procedures. In today’s world it even includes managing influence beyond employee (social system). That is where the success of an HR professional depends in organizations.

Human Sensitivity & Evaluation
o Understanding the Human being and sensitizing them to the business is one of the best skills that a HR professional should posses. Business Sensitization through people is the key.
o Most of the times it’s mistaken as Human priorities take a larger scope in pushing business goals aside. This skill uses the balance between the human priorities and sensitivities and uses them effectively for Business enhancement.

Counseling & Facilitation Skills
o The ability to help people to take decisions and make them owners for their own decisions. The ability to facilitate the thoughts and ideas for people to generate energy to be productive in their jobs.
o This is the skill which differentiates between the Advisors to the HR professionals. This is the skill gives confidence to the other person of feeling high for themselves.
o Hence “Counseling is not selling”.

Interpretation Skills
o Human Resource policies and systems are many a times subjected to the understanding of the Employees, hence the ability to interpret the communication from time to time in the direction of the business. Most of the time the best implementation of policy or process depends on the right interpretation of communication for employees.

Team Building
o The Ability to bring the people together to achieve a common goal. It is the ability of understanding the different kinds of people and build a common synergy. It helps in building the employee relations strong where by supporting the organizational growth. The bond includes and goes beyond the employee and family who are employee’s influencers to be with organization.

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Basic Business Management Skills for HR Career

This Post I would be concentrating on the generic skills required by Management Graduate irrespective of the Specialisation.
The qualities required based on the level and intensity of the responsibility that are listed and also the Industry and company positioning in the market.


Generic Skills for MBA’s:

Business Presentations

Business is all about presenting -- a product, Service or concept. The ability of understanding the business and creating great and memorable presentations using the Software & Other Productivity Tools (Online / Offline) is the key to success in today’s environment. In today’s environment Business Manager spends more than 30% of the time in making presentation for internal or external customers. Marketing SELF starts with making excellent Business presentations hence the need for this Skill.


Business Modeling & Analysis

Business modeling and Analysis would be a combination of ability to anlyse the market needs and integrate to create new products/services whether for internal customers or external customers. The candidate should have excellent skills in using most for the Business Analysis tools from pure statistics to software tools viz. SPSS etc.,

In this case the candidates ability to create a business model which take into account of all the functions of running an organization and integrating them for designing and delivering products and services. A plan of action and steps in achieving and measuring the business would be a great skill welcomed by organizations.

Strategic Thinking

Business decisions have two levels – Strategic and Tactical Issues. Typically the MBA’s must have a strategic thinking and the ability to support decision which influences the business. Tactical is the translation of strategic direction into implementation ability. Should be aware of all the controllable in the hands of Organization and steer for business productivity with specific measurements. This is possible by involvement of the Individual in understanding the business and ability to look at the nitty-gritty’s of business impact. Must have a futuristic thinking in creating, planning and executing issues in their respective functions/assignments.

People Management:

This is on of the most expected common skill and bears a great impact on the MBA’s when they start working and growing. People Management is the ability to understand the dynamics and able to integrate smoothly in running Business. It is the ability to establish, co-ordinate, communicate and brining commonness in synergy for Business.

This is the skill which challenges to integrate the Humane, intellectual & Factual information to forecast the people behaviors and help them to do well for better output/business results. This skills translates into better output when an individual uses all the Communication (Oral/written/Non-verbal) methods effectively and equally using the abilities discussed here in this article.

Problem Solving:

Problem Solving is the ability to build effective solutions for possible business needs / challenges/emergencies. The ability of individual to find the root of the Problem & use all the tools and information for creating effective longterm solutions in Business environment. This also includes the ability to handle any adverse situations on the job handle effectively.

It is the ability of the individual to ensure the integration of business need and the situation in question for taking effective decision making capability. Uses all the information, available resources and translates in workable solution as part of this ability. This is the ability of individual to bring solutions by looking at the SWOT (Strengths, Weaknesses, Opportunities & Threats) of the firm both from internal and external perspective.


Service Orientation:

In today’s business every business success depends on the Service orientation of the organization. Service is no longer is restricted to a product or to a company and its one of the most single distinctive factor which others can’t copy or replicate so easily.

Service orientation is the ability of the individual/group to see customer centric support that can be provided through various products and services that company is offering to ensure highest level of satisfaction. The individual should be able to see the service part of the product and improve presenting and responding to the customer for greater satisfaction.

In the following Weeks we shall focus on the qualities/skills required for building great HR careers.....

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HR Career Help by GR Reddy

In may career spanning 19 years I come across many questions about understanding and building a great career... I would like to share at my personal level to those who do not want to re-invent what I have gone through or my friends in HR Fraternity have gone through.

I personally believe that ultimately anybody's career ambition should be to manage/own business which is the Summit for Professional life... Giving Back to Society is the Personal Summit for any Individual.... However, HR as a support system one can build that ultimate career.....

This Attempt is to help:

- Educating the young students in their 12th+ and wanting to know more about HR Careers
- Helping the Graduates (12+3) students to build HR Focused Careers
- Helping the Post Graduates with HR Specialisation choices
- Helping the Graduates/PG with any specailisation and having any kind of work experience in achieving HR Career
- More importantly the Start of HRCareer, Mid-life Careers and Career Issues anytime are also addressed in this blog.
- Also any questions that we come across are also addressed through this communication tool.

Please do not hesitate to write your questions to learn@husys.net and authorise & allow us to respond on this blog. We shall make our effort to build clarity and write for you... please do mention your contact number for us to reach and clarify the question.

I wish each one of you a great time and career ahead....

Warm Regards,
Reddy GR
Chief Facilitator @ Husys
Author : "1st Job" (www.1stjob.blogspot.com)
www.hrsme.blogspot.com
www.hrhelpline.blogspot.com

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