Consuting - Life Coaching
Soft Skill Trainer / Hr Consultant - India
B K BHATIA
Director Of Company
Very interesting query.
TO GAIN KNOWLEDGE AND PRACTICING IT dose not depend on the tenure of the employee but on the the IQ, pro activeness and burning desire to learn and apply the knowledge in practical situations.
We have experienced and you might also heard that persons joined at the same time held different positions after some time.What makes the difference............Positive attitude to learn and apply the gained knowledge-WISDOME.
However we expect the person must know his/her job quite well after such duration.
He/she must know "Everything about something and something about everything."
With Best Wishes
19th April 2013 From India, New Delhi
HR & Labour Law Advsor
19th April 2013 From India, Mumbai
On the whole, however, it is expected that with 5 years exposure one should have acquired the competency to interact with the management & give your opinion on various HR issues. It is also expected that you can contribute to the success of the organization by understanding the Human Capital Management aspects of HR, including the Payroll systems & associated aspects like Attendance, Leave, Overtime management etc... You should know about the costing of HR (as a service center) and be able to carry out cost benefit analysis of various HR initiatives such as HR automation. You should know how to improve the accountability of people in the organization. With all these competencies/ skills, you may be in a position to lead the HR in the SME environment.
Put on your thinking cap & do some gap analysis to assess where you stand!
20th April 2013 From India, Delhi
Therefore, much depends upon the individual concerned and we cant generalise any opinion here.
20th April 2013 From India
This question has been answered earlier also to the best of my recollection. However, since you are a budding HR professional trying for a career, looking for support in your efforts, I would like to express my thoughts on it as under :
1) He should have good comuunication skills. He should comminicate effectively and clearly leaving no ambiguity in communicating his message, there by avoinding misunderstandings. Miscommunication may pose an Industrial relatons problem latter.
2) He should have empathising skills. he needs to step into the shoes of others to understand the context and situation from their perspective to address the issues proeprly.
3) He should have listening skills. He should not merely lend his ear to others and lend his mind to some other issue during face to face communication. He should involve himslef in the procees withhis heart and head and see the other person's feeling and sentiments in his communication but not merely acknowledge the emloyee's presence before him. That gives the employee the initial satisfaction that he/she has been heard fully.Fisrt impressions are imporatnt in human relations.
4) Do not say it as you see it when an issue crops up. He should not jump at conclusions immediately. The adage 'Haste is waste' suits well the industrail relations issues. He should have analytical skills. He should ask few questions like 'why, what and how' to get to the bottom of the issue so as to indentify proper solution.He can also rely on other skills like empathy and lsitening in employing analytical skillls.
5) He should have some tact and diplmacy.He shoudld know how to say "NO".It is easy to say 'Yes' to other's suggestions mostly from the unions.
6) He should have negotiating skills. This can be developed by practice. Negotiation means how to achieve a win-win situation rather than trying for all out victory at the negotiating table.
These are some skills which I could visualise for a budding HR professiona.
HR & Labour Law Advsior
21st April 2013 From India, Mumbai
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Hrm Future Trends
21st April 2013 From India, Hyderabad