If your company handles EPC projects then what kind of projects these are? Where these are handled and which industry in general is your customer?
Position of HR Manager has distinctive functional identity. Why you think that this position should have technical knowledge? If technical knowledge is that important then why not to shift existing technical manager laterally and make him to work in HR?
What is your designation and in what department do you work? Was your selection based on the technical knowledge? Whether you work in technical department or not, why you are not able to develop technical questions?
Technical knowledge is required for HR Manager but then it is a secondary requirement and not primary requirement. Therefore, while selecting a person for this position, concentrate on a fact whether he has handled recruitment for similar business. The second factor under consideration would be your own organisational issue. What are the cultural issues that are hindering your organisation's growth? You should be able to judge whether that candidate is capable of solving those issues?
To certain extent this issue can be solved through "Behavioural Interviewing". If you wish to master this technique, then feel free to approach me.
Thanks for your detailed explanation on the Technical part, whatever you have explained i have aware of it, even thou I am in the situation to work as per management expectation.
MGMT is expecting Technical HR who can able to handle independently overall branch HRM control without any hindrance. I am one of the MGMT person and have responsible to select right person for the above position, hence I have posted this question.
Anyway thanks once again for your valued reply.
It appears that your challenge is different but trying to find a solution in HR Manager with technical knowledge.
If you have very well-defined systems and processes, then a person has technical knowledge or not should not matter. With well-defined systems and processes, common sense and average+ IQ is sufficient to implement these.
Are your branch SOPs updated? How many branches do you have? Do all the branches function exactly in similar fashion? Are their measures of performance well defined? In that case, any HR Manager can be inducted and you may tell him to work in some other branch for two weeks. Induction training of two weeks is sufficient. If you wish to make him technically further then let him take induction training even at the ongoing projects as well. Do you conduct project review meeting on completion of the project? If yes, then are their minutes recorded? If yes, then the newly inducted HR Manager can go through those minutes to apprise himself the challenges that average project manager faces during the projects.
As far as HR Management is concerned, other than recruitment, technical knowledge is not required in routine activities like payroll processing, submission of statutory returns etc. Branch administration is general administration.