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Chrm Message From: gunjan_kothari Total Posts: 14 Join Date: 13/05/2008
Rank: Executive Post Date: 11/06/2008 22:16:13 Points: 70 Location: United States

I was interacting various HR/IR professionals all over the sector. Some are seasoned professionals having good institutional background. But I was very upset when I understand what they are doing

a) 80% professionals were not knowing psychometric tests

b) 80% were not aware about assessment centers

c) 99% were involved in PMS system, but they did not know effect and cause

d) Very few professionals were aware about scientific models of identification training need and evaluation of training imparted.

I observe that only 5% professionals are involved in yearly budgeting. Most of the professionals don’t read or enrich their knowledge at all. I agree that organization not necessarily practice few points discussed above, but at least professionals should be sound on above issue. The same is related to IR concepts. New professionals don’t know how & where to approach in critical situations.

HR professionals are stuck with HR fun activities only like in BPOs and IT sector. They are wasting their energy and talent organizing birthdays, various days and activities where no HR skill is required.

Most of these professionals are doing their day-to-day routine work, where they may be happy as they may be getting good salaries and glorified designations.

The question is how many HR professional are about their business, strategic intent, business needs, global perspective. The organizations are also responsible for the same. Even their expectations are also not cleared from the professionals.

What’s say?

Gunjan

Chrm Message From: dharm Total Posts: 27 Join Date: 13/05/2008  
Rank: Executive Post Date: 11/06/2008 22:18:00 Points: 135 Location: United States

Dear Mr. Gunjan,

You have raised a good doubt!

Your observations are correct to some extent in this aspect, but we cannot generalize.

If you see the HR field, it is under rapid change. Professionalism in HR strated by the provisions of Factories Act which stipulates the appointemnt of WELFARE OFFICERS who possess certain post graduate qualifications to deal with people working in the industry. These Welfare Officers are entrusted with all personnel functions in most of the factories. In companies like ACC the designation was Persdonnel & Welfare Officers. As the time passed, the organizations started recognizing the need to apponit professionally qualified persons as PERSONNEL OFFICERS even though they are not required statutorily to appoint WELFARE OFFICERS. Later, people are recognized as a resource and the concept of Human Resource Development has emerged and to day we call it as HR which encompasses all aspects of Human Resource Management and Development.

Right from the begining, the courses like MSW, MBA with specialisation in Personnel Management, DSSA from Tata Institue of social sciences and Post Graduate Diploma in Personnel Management from XLRI were available. In due course of time the syllabus of theses courses and also some courses exclusively for HRM have come up. While the course contents are more or less similar, the thrust has been changed in due course.

From welfare orientation, today we are talking about HR Strategies and contribution of HR to business growth. While the new and young HR professionals are taught these things in the current courses, the seniors who are already in the field must update their knowledgeby associating themselves with professional bodies, networking with fellow professionals and constanly reading HR journals and read latest books on HR, attend seminars, conferences and training programmes etc.

When the field of HR is changing so rapidly, it is for the person practicing it to be fit in his profession. If one claims as a seasoned professional, he must be equipped with the latest trends in HR and be competent allways. Organizations where they work may provide opportunities to learn and equip onself to be competent but the onus lies with the individuals. Above all, like in any area/field one should have a burning desire to excell and shape himself as a competent HR professional. Nothing can substitute this.

If competent HR professionals are not available, organizations have to satisfy with the material available in the market and also engage consultants to suppliment the gaps.

Regards,

dharm

Chrm Message From: krish_shrikant Total Posts: 7 Join Date: 13/05/2008  
Rank: Beginner Post Date: 11/06/2008 22:20:26 Points: 35 Location: United States

Dear gunjan,

My questions are as genuine as yours? When you cite percentages then there is a source through which you quote isn't it? If yes why not share it?

Well saying that there is a genuine dearth of trained professionnels in all the fields is a general statement but giving percentages on various parameters adds specifics to it so why not share them?

Also for your first point about HR prefessionnels not knowing psychometrics I said it is better they don't as it is a specialised field better left to Psychologists. Rather than ill equipping people through a day's or two day's workshops.

I have come across many HR professionnels trying to 'flaunt' their newly acquired knowledge by throwing jargons at people. One may learn to administer such tools but learning to interpret is a specialised skill.

Cheers,

krish

Chrm Message From: dharm Total Posts: 27 Join Date: 13/05/2008  
Rank: Executive Post Date: 11/06/2008 22:23:35 Points: 135 Location: United States

While i "100%" agree with both krish and gunjan, 

HR professionals are stuck with HR fun activities only like in BPOs and IT sector where no HR skill is required

Agree 100%. 

They are wasting their energy and talent organizing birthdays, ...I agree that such activities are required

1. ! Someone from Harvard (grand children of Kaplan and Norton, or a descendant of Frederick W Taylor, the son-in-law of Abraham Maslow and a childhood friend of Koontz and O'Donnell) invented this new concept after decades of research that we Indians are enslaved to follow as usual?! :)

2. Whether they are wasting their energy and talent or not is chapter 2. Whether they have those talent is chapter 1. :) 

Also for your first point about HR prefessionnels not knowing psychometrics I said it is better they don't as it is a specialised field  better left to Psychologists. Rather than ill equipping people through a day's or two day's workshops.

2. HRM professionals need to certainly be aware of tools to assess candidates, but let's not get too much psycho - there are "assessment centers" and "certified professionals" to do the job. 

I have come across many HR professionnels trying to 'flaunt' their newly acquired knowledge by throwing jargons at people.

the above is not only with HRM professionals - with other 21-24 yr olds as well. Besides, even senior people, after attending a QMR or Client Meeting... or any other meeting, will have that "hangover" for a few days.

Chrm Message From: kaushik Total Posts: 61 Join Date: 13/05/2008  
Rank: Manager Post Date: 11/06/2008 22:25:32 Points: 305 Location: United States

I appreciate the concerns listed out by you.

No denying the fact that many HR professionals tend to go on easy routes , looking for HR fun activities in small organizations, BPOs and IT SEctor.Many of them are designated as HR head too.

I recently met an HR guy.He is working in a BPO for last 4 years and wants to switch over to bigger BPO.

When I discussed the necessity of change and his ultimate aim of life, interesting ( though contradicting ) statements came out -

Reason of looking for change from one BPO to another -- " I feel I am in a stage where I must earn maximum."

Ultimate aim - " To be a part of HR in a big corporate"

When I told him that his desire to go to bigger BPO was not congruent with his ultimate aim, he had no reply.

The discussion ended with my advice to him, " Yes, you are in a stage to "earn" maximum.. But more than that, you are in a stage to "(L)earn" more and more."

It is ironical to see the priorities - earn, earn & earn ( learning is kept at the back burner ).

However, I donot blame such persons much, because they have lots of anxieties about their future in mind ( kind of "KAL HO NA HO" syndrome ) which is an offshoot of lack of self-belief.Moreover, in most cases, the seniors in the profession do not guide them.

However, having said all this, I must say that directionally your observations are well placed, Vinod,but, the percentages quoted by you are exaggerated.

I know many many youngsters who are very well updated on all HR Concepts and systems. Regarding, Psychometric Tests, there is absolutely no necessity that they should know it.I fully agree with the view point of Neena.We all have knowledge about guns, AK - 47 etc but very few people are licensed to use these weapons.It is a job of professionals.

Let me conclude with an advice to young HR professionals,

WHILE PERFORMING YOUR ROLE AS HR MANAGER IN YOUR ORGANIZATION, PLEASE TRY TO PARTICIPATE IN "LINE MANAGEMENT". PLEASE AVOID BEING MERELY AN ADVISOR OR A CONSULTANT TO THE ORGANIZATION, WITH WHICH YOU ARE WORKING.

We ultimately get paid for the value that we have within us.

Regards,

kaushik


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