Understanding HR Beyond Compliance: How Situational Leadership Fits In

I must refer to Mr. Nagraj's thread in an earlier post about the next level of HR. It was a very good analysis done. Kudos to him. The basic doubt about HR is that most people consider it as "Compliances" - like leave, compensation, recruitment, promotion, disciplinary aspects, etc. While HR is much beyond this; it's about understanding human behavior and aligning each individual to the organizational goal through motivation, empathy, and understanding the needs of each individual. In this regard, the HR department's (not one individual only) conduct has to be of the highest order in all fairness. Preaching and practicing should be the same.

One more thing, I'd like to add is "Situational Leadership," which Mr. Nagraj can consider adding to his PPT.

I am attaching the age-old "Hare-n-Tortoise" story but in a different version. It is for those who have missed this one on this forum.

I would like to share another presentation about "Transformational Leadership."

Regards,
Pravin

Hi,

That was a great insight, Praveen.

Kindly accept my sincere gratitude for the Hare & the Tortoise Presentation; that was excellent.

Further, I do agree that the nature of the current-day HR functioning has reduced to a clerical & administrative role, with most of the thinking being offloaded to the Glass Tower office bearers.

This tendency is mainly due to the compartmentalization of the roles & functions and the lack of focused cross-process skilling within the HR Team, especially in large organizations where there could be a number of team members handling the same process of the function.

At this juncture, I guess the core value of the role should be understood by the members and try to align their behaviors in accordance with that value system of the function. The day we stop treating the Human Capital as an expense & liability and move towards considering it as an Asset in today's knowledge economy at every individual's level. We do hear these things normally in the VISION & MISSION Statements, and the same tends to get restricted to those documents. This needs to be translated to every functional team member's behavior.

In a way, this is a paradigm shift that needs to be driven by every individual and not offloaded to the leaders alone. This shift in the paradigm should be influenced by every individual in his/her 'Circle of Influence' and thus make a visible difference in the way we work as HR professionals.

Regards,

Srinivas