Hello Sanjeev,

Im Yamini, doing MBA from IMT Ghaziabad so according to ur point of view I should not ask the questions if they are stupid or ridicules but how do i come to knw that the questions I am asking is stupid or ridicules coz if I dont knw that thing then offcourse that questions is important for me.I think CityHR is the "collage", "U" professionals are the teachers and we are the "students". If teachers will says students, not to ask stupid questions then what? Like me there are so many who wants to knw more abt HR and to learn. It helps atleast me to knw HR more because HR is the subject where theory really matters.

Yes ur right that "Most often...those who don't even know the ABC of HR....they ask very ridicules queries" but sanjeev its obvice that people who don't knw ABC of HR they will definatly ask stupid questions to understand HR, HR department, and its facilities otherwise why HR will be in Organisations. "HR is to help people and for people", I think.

CityHR is not only for HR professionals or for HR people but according to me its for every1 who is in HR or not in HR coz now a days we all are directly or indirectly connected to HR otherwise why would we have HR departments in every big Organizations.

I am really sorry if i hurt u with any of my views and plz let me knw :)

how to calculate attrition?

Executive Coaching;

Succession Planning;

Organization Development;

Aligning HR with Business;

HR Metrics

Talent Management,

Career Development,

Performance Management etc.

it will really help me :D

Thanks and regards,

Yamini Sharma :oops:


Hello Randi,
Its really nice that you answered very well. Im Yamini doing MBA from IMT Ghaziabad. Can u tell me the types of PF ? I went to an interviwe and they asked me this. Plz let me knw? :D and now stop this argument.
Thanks and regards,
Yamini Sharma

Hi all,

On what context Sanjeev started this thread, i dont know. and i have seen the responses from others which is a bit far forward also. we are not looking into what sanjeev said - there is some element of truth and food for thought in his argument. whether this site is to be reserved for professionals, who is professional, etc is a different matter. but the crux of the point is that there should be something different between a professional and a non-professional.

You can plead your own case in any court of law as per indian judical system - no need for any qualification and personally i know several NGO leaders who make professional lawyers count stars in the court room. but these guys are not permitted to enrol as a lawyer till they have a degree.

Every profession has its own complexities and skills which should be learned and practiced to become proficient in that one. That is why it is called a profession and not every job is called a profession.

i too have seen people asking questions what is Performance appraisal and performance management which anyone can understand by just putting a search in any search engine.

when we are participating in a science website or maths website we are expected to know the basics of maths and science. no one trying to do b sc maths would be asking a question what 2+22?

From Oman, Muscat

Dear All (Randi, Yamini, Manish et al)
Do we need to be a qualified Lawyer to Practice Law? The Answer is Yes.
Do we need to be a qualified Doctor to Practice Medicine? The Answer is Yes.
Do we need to be a qualified CA to work as Chartered Accountant? The Answer is Yes.
You should know how to act to work as an Actor. You should know how to bat or ball to be a cricketer. Not everyone can be a model, they also have parameters.
Why is that anybody or everybody can be in HR? It is only in Politics that we don't need any background or education. So, does that mean that HR and Politics are same?
Think about it.
Sanjeev Sharma

From India, Mumbai

Hi All,
It was really very interesting to read all your comments.
Just to add,i feel that terms like-
Executive Coaching;
Succession Planning;
Organization Development;
Aligning HR with Business;
HR Metrics
Talent Management,
Career Development,
Performance Management etc.
can me studied and a person can read an gain knowledge,but to implement these ideas is a mixture of art,common sense and experience.
So please can we stop the argument and let everyone have the knowledge and exposure towards HR activities.
Success will depend on how the person implement this information in his/her professional life.

From India, New Delhi


What you said is absolutely true.

To work in Accounts Dept., one should have graduation in Commerce.

To work in lab one needs Science graduation.

However, unfortunately, no such qualification required to work as HR professional. Though we have n number of PG courses, Diploma courses, none provide required inputs. I have a colleague who has done M.Com., coins phrases and words like Competency needs, etc., that he might have listened somewhere or read in books.

On the other side, it is much debatable - whether HR itself is a specific subject/department.

As we study, there are HRM and HRD. HRD speaks about what you are saying. Where as HRM (Human Resources Management) speaks about what you are saying + HR Management which consists selection, PF, ESI, compensation .... etc.

In a way, what you said is right. There are very few - rather - we can count real HR specialists in India like famous Prof TV Rao, Udai Pareek, etc, and some such professionals.

However, many companies do not go for such higher HR side and very few companies like Siemens and all go for Assessment Centres and Career Development.. aligning HR ..so .. on where they have plenty of money, time, and vision.

It is recent fashion where name boards of Personnel are changed with HR and expectations are also getting changed.

So, in a gist, what you said is right. But, such professionals or companies are rather countable and what industry really need now is Personnel or HRM professionals rather pure HRD professionals.

From India, Bhubaneswar

Dear Sanjeev,
You have raised two issues in this thread.
Issue 1:. Who is an HR Professional?
You contend that to be an HR professional one needs to have a businees/HR degree/certificate and/or a professional qualification from CIPD/SHRM and working in the area of Human resource management/development.
I endorse your views to a great extent.
Issue 2:.Whether this site is to be reserved for HR professionals?
I feel that let citeHR be a forum for all. The "Professionals", the "not so professionals" and for everyone "interested in HR".
The beast way forward is as Randy, Kumarpvss and citehr have expressed; read the things which you find interesting - ignore the rest. If you find some topic interesting - start a thread on that.
Request all keep the ball rolling. Citehr is a great place to be for the "Professionals", the "not so professionals" and for everyone "interested in HR".
Kind regards,
Faizal Haque

From India, Vadodara

Randi, Manish and Naik
If I need to explain KRA’s and KPA’s in few lines then
KRA or Key Result Areas is what is expected from an employee. Example for a recruiter, sourcing can be one of the KRA.
KPA or Key Performance Area is how to calculate the performance of an Employee. Like in the above mentioned case, time it took to close an open position and amount spend or saved in closing that position will be considered as One Such KPA.
One of the KRA of a trainer can be to Train an employee but it will be the effectiveness of that training which will be considered as his KPA.
One of the KRA for Employee Relations Team is to Interact with Employees, motivate them and solve their queries but how that affects the Attrition Rate that is KPA.
I hope I have given fair enough idea as what is a difference between KRA and KPA.
We can discuss about it...in detail on some other day at some other place.
Sanjeev Sharma

From India, Mumbai
Yandamuri Ramesh

Dear Member
HR yardstick is qualification of MBA (HR), MHRM and other associated degrees.
Personnel who are associated with HR function only can be recognised as
administrative staff of P&A division of organisations.
The strategicies and other hardcore functions and thier implementations
in the organisations only be possble with accured knowledge in the studices.
Individulas who have the experience in the returns may fulfill partial requirement of the HR only. Hence it is justified that yardstick is required to for identity

From India, Visakhapatnam
Hi to all,
I think what ever remarks have been made till now in this thread faisal has pointed out the right thing.
-A forum of knowledge should nt be reserved for anybody.
But that why is it so easy to get into HR than any other field without an appropriate qualification. and what are the necesary steps that can be taken in this regard.??
lets utilize this thread to answer this question

From India

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