Dear Gunjan,

I don't know who you are and where you work ? but please its my sincere request to you & everyone else like you to stop making generalized statements, & sharing fake concerns on the e-group about HR & HR PRofessionals , I strongly believe this group is for sharing knowledge and sharing issues which cripple HR in general as a function and not as a subject/ stream (yes I mean it) ,

FIrstly I fully second krish's opinion in this case , you have no right to generalize any % or numbers and if you indeed have done some research or survey , absolutely no harm in sharing the same,

infact, I believe you are not buying the reality and instead arguing on a wrong point instead,

First and foremost Business World today has come of age , whatever you could imagine as a Necessary Skill or important gets old and outdated in a jiffy,

You talked of Psychometric Tools, how many do you know individually ?

There's FIRO B, MBTI, 16 PF, THOMAS, PI etc. etc.

Yes I work in an FMCG MNC and I know about these tools too but its for my own development and knowledge and no one told me I need to know it to be a good HR Leader, Its my own decision and I care a damn for anyone who decides what's good or bad for me or any of us HR Community members,

Trust me Vinod, even Marketing, Finance, Operations etc. all the business functional streams are getting redundant every single day ,

As long as Businesses work, things will rapidly change and so will the necessary skills,

so why corner HR for not knowing something that they weren't ever taught in their B Schools or never a part of their curriculum and

Also there are 1000s of Industries & Businesses which employ HR Professionals, Some do Retention & Recrutiments only & some do all ,

How do you know what they should know or do in their jobs ?

Thats UNETHICAL & UNPROFESSIONAL as per me,

Lets mind our own business & learn on this group and yes people for god's sake spare the BPOs please , There's loads of good work that BPO HR Guys do too and you can't make these comments on its importance or value addition.

I worked as a Generalist for 3+ years and did everything from Recruitments to Exits , including PMS & COmpetency Development, I am fully time in Learning & Development/ Management Development now but I feel even if I was 65 and still doing the same work , I could still be learning and kicking redundancy,

Its all in the spirit and nothing else,

Thanks,

Prof Tandon

Dear Friends,

I find these thoughts really in order. There are specialists who should be well respected. I have been in training field for 20 years. I have had opportunity to conduct programmes for General Managers and Executive Directors. Even now, when I do a new programme or want to run a new behavioural exercise, very often I sit in the programme run by another trainer who has good grip over that game. So when I find some of my younger
colleagues looking for some 'good' game or exercise that they can conduct on their own, I feel a squirm in my stomach. While we should attempt to scale new heights always, need for adequate preparation cannot be ignored.

Nethra

While I totally agree with what you say regarding “HR should be involved in Line Management”, the question is how much does an organization want an HR person to be involved. Does the organization really need that? HR can want to do a whole lot of things but does the organization see value in it?

Dear Professional friends,

I always surprise when I talk to someone who are in HR for last more than 7-8 years. I can understand the knowledge of the candidate who is fresh or having 4-5 years of experience in HR. But the worry is about so-called seasoned professionals. The competencies required is seen lacking. The organisations, top management and professionals are equal responsible for the same. Can we discuss on the same.

Please intiate the discussion, why the number of expert HR professionals are less inspite of big entries in Management instututions?

Warm Regards

aarti