Hr-manager, Trainer, Writer
Hr Manager
Recruitment/talent Acquisition, Career Counselling
Consultant & G.m.
Savings Thru Mutual Funds
Hr Generalist
+7 Others

Can any one say -
who can be a human resource head? And what are the qualities he should possess?
What would be his role?
Whether he should possess any team?
This will be very useful for the management who have wrong assumptions.
3rd April 2012 From India, New Delhi
HR Head can be a person who has atleast 10 years of experience in the core HR activities.
He must possess the qualities of a leader, as he will be leading a team. Must be able to delegate and assign tasks to his subordinates.
His role would be to design HR Strategies, Leading and managing the team, coaching, training, supporting the team. Must take responsibilities for the actions of his team.
Main qualities above all is the right attitude.
3rd April 2012 From India, Hyderabad
Hello boona,
Can you pl mention/explain the ACTUAL situation you want resolved rather than asking in generalities?
That will enable other members to focus better in their responses.
Your posting looks more like an exam question for which you want the answer(s).
3rd April 2012 From India, Hyderabad
Hr head should be a startegic visionary who should able extract work from their sub ordinates without their dissent.he should identify the chronicle problems,perennial problems and should have a readymade soltions to frequently occuring problems.he should work as a lubricant between management and employee.
3rd April 2012 From India, Madras
Hi, Can any one suggest me that what are the qualities to be HR? I done my MBA (HR) but due to lack of experience, I never apply for the post of HR. Pl let me know and guide me. Murali regards
3rd April 2012 From India, Hyderabad
Dear friend,

Please read the following article posted by me earlier. It will be an answer to your doubt.



H.R.Managers play key role in any organization/company/Corporate Sector in realization of goals set up by the organizations. The functional aspects of the HR Managers comprises of determination the quality of the work, expertise in Man power, identification of the requirements of Man power, utilization of man power, even distribution of work among different fields, placement at appropriate levels, performance Management, identification of wastage of man power at work points, Rationalization of the staff, right man at right place concept etc.

For effective implementation of the HR functions, the HR Managers should have some fundamental qualities to suit to the needs of the Organizational goals and objectives. The qualities of HR Manager resembles on the strategic Managerial concepts of the Organization. HR Managers should always explore the possibilities for expansion of the Organizational wings to rise up the level of the organization to compete with others. He should have clear cut understanding on the aims and objectives, goals of the organization. A broad outlook and clarity on the path of the organization is necessary. Capability for understanding things in the vicinity, realization of goals by concrete methods in the shape of implementation strategies by inventing new outlooks, new culture, new system over-riding the old fashions in order to set a goal for realization of objectives are the forerunners of HR Manager.

HR Managers should have abilities for preparing concrete plans to acquire results in the long run. His naturality, his concept, his aim should help for long run strategies.

HR Managers are to work as Mediators between the workers and Management of the Organization. As a matter of fact, he is the Welfare Officer of the Employees of the Organization. He should cultivate a sense of co-operation, co-ordination, positives ness, human outlook, helping nature besides his primary qualities of sincerity, integrity, devotion to duty, and organizational behaviour. HR Managers always mingle with the employees. He should extract work from employees and his subordinates by means of his goodness. He is main Document holder by keeping all record and personnel data and Data Base of employees. Negative attitude should not reach him. A positive outlook should include in his nature. He should not be inimical. Unbiased mannerisms should develop in his mind.

Systematic programmes, strategic plans, Developmental activities, Welfare measures, Departmental improvements must be handled with proper care and readiness with enthusiasm, interest, affection towards the work minded people, in order to improve the organizational activities with team spirit and embodiment. Realistic approach, attitude, hospitality, culture, common sense, cordiality, inclination, attachment, earnestness, desirability, In-depth study, profoundness, congenial attitude with others, confidence are some of the important qualities to implement the HR functions effectively.

The primary HR activities like Recruitment, Selections, Training, & Development, Performance appraisal, confidential matters, Wage Policy, Employee relations, Welfare etc., are to be dealt with utmost care. Concentrations on the activity, presence of mind, application of mind, devotion, delegation, observation, supervision, inspection are necessary.

HR Managers have to come across with different kinds of individuals/employees. The work force will become more diverse in backgrounds, age, concentrations and ideological philosophies. Work force includes women, the handicapped persons, the members of the Scheduled castes. Managers will be required to face a wide variety of demands from the employees. It is a challenge to the HR Managers to handle all types of people. A sound patience and endurance is an essential quality of an HR Manager.

Being human beings, HR Managers are subjected to their own mental and physical limitations and understandings, to their own philosophical commitments, opinions, concepts, reasoning, to their own biases and prejudices, and also to outside pressures from various directions. However, future HR Managers should be able to profit them the increasing body of knowledge and experiences of the present and past Managers, so that they are in a better position to serve more effectively and more constructively the various sector of people and thereby reach the goal or objectives determined by the Management
4th April 2012 From Canada, Calgary
Actually In Our organization, only two person handling HR activities - 1. HR executive (me), 2. HR Manager (MY boss).
This month he is gonna be HR Head. It seems our organization is not going to hire any people further for our team. My question is Without having a team how a Manager can be a HR Head?
(I wanted to know a answer who, when and What qualities a person should have to become a HR Head, that's why I raised a question in such a format).
Now can you explain it sir???

4th April 2012 From India, New Delhi
My article pertains to a HR Manager of a Big Company, but not to a small organization where one or two persons in HR Department. In your organization, you and your boss are only comprises of HR Dept. In such a case, you have to act according to the situations, circumstances, and Company needs. I have clearly indicated the qualities of a HR Manager in my articles. What else you require.Please specify your question so that I can answer you.
4th April 2012 From Canada, Calgary
Hello boona,

Even though the situation you mentioned does lead to the queries you raised, it looks more like a REDESIGNATION issue more than anything else.

For whatever reason(s), the management seems to have decided so--it could be the result of the individual resigning or just to give him an 'ego satisfaction' of becoming the Head of a dept or anything else. Such instances are quite common in many SMEs.

And coming to your query, the necessary/desirable qualities/attributes in an individual for occupying a particular position are NOT necessarily linked in such situations. The person may end-up doing the same work which he/she used to do. You may have heard a term in management parlance: 'a kick upstairs'. The situation you mentioned looks more like it.

However, pl note that such decisions, when applied to those functions exposed to the outside world--vis-a-vis the company--like Sales, Marketing, etc, the logic/reason could be quite different.

Coming to your query of "Without having a team how a Manager can be a HR Head?"--there's nothing MANDATORY that there should be a team. A company with just <10 people has a MD while another company with >1000 employees too has a MD. Hope you get the point.

Like Suri Babu Komakula mentioned, handle issues according to the situation(s) & company needs.

All the Best.


4th April 2012 From India, Hyderabad
Hi Boona,
I think to become the HR head you dont need to lead/head the HR department. HR itself says Human Resources. So HR works for entire department of company. Its managing the process related to every employees. So he/She can be HR head (who takes major decisions and contribute to the strategic development). If he has to handle only 2 members in his team then he does not require 2nd person.
I work for an IT company with 20 employees. and 1 HR is enough to handle HR activity. I am HR executive now, once I get promotion I will become Sr. HR Exe. (Although I would not have any Junior under me until unless no. of employee increase or my work load increases).
Do you understand what i mean to say? I tried to give my view.
If I am wrong plz correct me.

4th April 2012 From India, Hyderabad
The question is "Who can be HR Head?"
Very general question but can be answered. At one point or many points of our professional life as employees we all had good and bad experiences with an HR Head. So here it goes......(it would seem we might be looking for a Saint but that's what it is) An HR Head should have the following. . . . . .
1. Strong Leadership - Like that of King Solomon guided by God's Wisdom and Values to be able to lead people
2. Very good Communicator - to be able to cascade policies, hand down decisions to erring employees and even superiors, be able to motivate and push people and objectives to greater heights
3. Very good Entrepreneural and Business acumen- to be able to align people's and his/her department's goals to the bigger strategic corporate business objectives
4. Very good Managerial Skills - should be one of his/her basic skills
5th April 2012 From Philippines, Makati
Hi all HR Professionals, I would like to know that SAP training is essential to be a HR (payroll)? If Yes, kindly explain Pooja Sharma
5th April 2012 From India, Delhi
Hi Boona,

Your doubt has a meaning. Not all companies have a big HR department. In a department of two, when existing manager resigns, his deputy becomes the Manager by default... so a one man show. Of course, the calibre and skills required for Manager-HR would vary across companies. In some, you need to be sharp, skilfull and energetic. In some, you need not possess anything. The second type of company is more now a days. So it is upto the deputy to decide what his management expects. Depending on the Manager's efficiency and experience, a team will help you to learn and get trained. I am Head-HR and Corporate HR trainer in Chennai.

Hi Pooja

SAP-HR is not always a must. End-user knowledge will do but even if don't have it, no problem. The software implementation team will train you. You have to be serious about it only when you go as SAP (HR) Functional Consultant. I was once a faculty for SAP-HR in Chennai but now I did not get to go into functional aspects.


5th April 2012 From India, Madras
HR head should be aware abour various laws pertaining to labour. Arjun pandav 9224408539
5th April 2012 From India, Mumbai

Attached Files
Membership is required for download. Create An Account First
File Type: doc Combined 2.doc (164.0 KB, 69 views)

I don't thing Pooja, SAP & Payroll are specialists' jobs. As a HR person if U have overall knowledge as to how the system works and how the flow of information/data gets/fits into the software & its processing is good enough. In some situation U may need hands on training such as creation & updating of master data and define what type of reporting U would require and when. U may have to develop some modules of MIS reporting periodically. Supposing U R an Engineering graduate with an MBA in HR & incidentally U got exposure to SAP is an added advantage rather than essential. Afterall U R not a programmer. And A Payroll module, in most places, is the domain of Finance & Acs. Yr. best roll will be in Labour Laws enforcements, maintenance of statutory records, returns, etc. needless to say in recruitment, replenishment, placement/induction, training & retraining, refresher courses, court cases, final settlement etc.
5th April 2012 From India, Bangalore
In one sentence if we want to tell, a HR person should have the quality of a head and a heart.If we want to borrow the language of Adi Shankara, we can say that a true HR man should be an "Ardhanaarishwara" i.e. he should have all the good qualities of a man and a woman in equal measure. I personally feel the concept of Adi Shankara is an apt description of a true HRman. But he should display the qualities of a man when required and the qualities of a woman when needed. To know when to display which quality at what time is a quality that comes from rich experience. But good judgement comes from experience and experience comes from bad judgement!
5th April 2012 From India, Bangalore
The term "full & final settlement" refers to the settlement by which either to make payment or recover (net) finally to an employee leaving the estt. In other words completion all formalities in respect of a person leaving the estt. either on a/c. of resignation, retirement(either voluntary or compulsory-superannuation), death, permanent disablement, medically unfit etc. and see either full payment is made w.r.t. PF/DLI/Gratuity/Salary/leave/bonus etc.
In this HR person obtains all declarations, forms, update records in respect of a person's service till the last day and forward the same to the Acs.for final settlement. While NO recovery towards other dues are possible from PF & Gratuity which settlement cannot be attached even by a court order, dues to employer could be recovered from other heads.
7th April 2012 From India, Bangalore
Actually an HR person should put forth all his abilities and the staff of the company towards the company goal. The progress of the company should be simultaneously effected with the growth of a staff. If a staff is not developing his qualities effectively, the company's progress will also be affected.
So HR person should be like a mother in a family.
7th April 2012 From United Kingdom, Oxford
sharing very good Recruitment MIS for you all... Your Feedback appreciated Arjun 9224408539
11th June 2012 From India, Mumbai
Hi Arjun, In your enclosed Sheet it is password protected. Kindly let us know the password. Appreciate your inputs. Regards, Sree Laxmi M
12th June 2012 From India, Visakhapatnam
Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2019 Cite.Co™