What Is Qualification Of HR Professional

Hi,

Can someone guide me on the prerequisites for being an HR professional?

We have engineers, doctors, science graduates, and pharmacy personnel all aspiring to get into HR. If they can transition into HR, does it imply that anyone can enter HR without proper qualifications, or can anyone become an HR professional just by reading some books?

From a corporate perspective, there is a question that corporations often pose to candidates: if you pursued engineering, medicine, or science, and now wish to switch to HR, why? Were you too immature to decide your career path, lacked a proper plan, faced challenges finding jobs in your field, or do you believe anyone can succeed in HR? Can someone please clarify this point for me?

Except for a few MNC companies, other organizations hire individuals with various qualifications like engineering, science, pharmacy, or legal backgrounds as HR executives. Only specific MNCs adhere to the principle of requiring a pure HR-oriented educational background, typically a graduation degree combined with a full-time MBA in HR.

So, does the undergraduate degree matter? For example, does BCom + MBAHR equate to BSc + MBAHR, BBA + MBAHR, or BCA + MBAHR?

Another question arises regarding individuals who pursue an MBA in operations, HR, etc., after a technical degree (such as IIT + IIM). What is their work profile like post-MBA? Is it technical, administrative, managerial, or a blend of both? If it's a mix, to what extent does the role involve technical expertise versus managerial responsibilities?

Thank you.

Dear Friend,

You have raised a very good point. Even I had this doubt initially, but now I understand.

A perfect HR professional is someone who can handle any type of situation regardless of their academic background.

Nowadays, we are seeing individuals with MBA, engineering, and other backgrounds entering the HR field. In the past, when organizations established their HR departments, it was often a person who had a degree in any field but possessed relevant experience and exceptional people skills who was chosen to lead HR.

Today, we see HR professionals with diverse educational qualifications such as engineering or medical backgrounds. Companies seek candidates with a range of talents. Individuals with degrees in arts or commerce may struggle to grasp technical terms, which is why many multinational corporations prefer candidates with engineering or technical backgrounds.

HR is a subject rooted in psychology. Our primary goal is to manage diverse groups of people, respect their cultures, and motivate them to give their best effort.

I hope you understand my perspective.

Thank you for your valuable time.

Please forgive any mistakes I may have made, and feel free to provide suggestions.

Regards,

Sai Prasad

Hi, I am a new member of Citehr from Dubai. When I saw nobody reply to you, I decided to write for you...!

When we are hiring a Construction Engineer, we look for a BSc in Civil Engineering along with experience. For accountants, we prefer candidates with a B.Com, M.Com, or CA degree, coupled with relevant experience. Therefore, in my opinion, HR professionals should hold an MBA in HR and have experience.

Regards, M. Kashif HR Assistant

Hi,

I am also working as an HR Executive. My degree is B.Sc. (Computer Science + Statistics) along with an MBA in IT. The main aspect of HR is managing people. I work in the IT industry where they require HR executives with a technical background. That's why they are hiring technical individuals in HR roles.

I have experience in recruitment and training, among other areas. In HR, knowledge plays a vital role.

Thanks,
Manish

Dear Manish,

I cannot fully agree with you. If you say so, it would probably be impossible to switch industries for HR professionals as technical knowledge may differ from industry to industry. HR is quite a different subject. You cannot compare it with others, since it deals with human beings.

The problem mainly lies in recruitment, which is one of the functions in HR. In major organizations, there will be a recruitment team. Usually, they are very updated with recent trends in technologies, domains, and other aspects of industry practices. During recruitments, the first round is typically conducted by technical departments, and if necessary, a second round as well. This is followed by an HR round, which ultimately determines the merit of the candidate to be employed.

MNCs are seeking highly educated HR professionals because the present scenario demands more from every person, and HR is no exception. They need to have high leadership capabilities to deal with different cultures, departments, and locations across the globe to achieve the organization's goals.

In India, it is not mandatory to employ a professionally qualified HR person in an organization, unlike a finance professional whose qualifications are governed by law. As the headcount increases, this becomes more common. Therefore, nobody is concerned about the qualifications of an HR person.

Although HR qualifications can greatly help a person excel in HR, I have seen many managers perform exceptionally well without pure HR degrees. In my opinion, HR qualifications are undoubtedly important, and at the same time, one needs to develop management skills in addition to qualifications to become a highly successful HR professional.

Hi Binu,

I agree with you. What I have observed in today's scenario is that organizations are looking for "skills" rather than degree subjects. I have a very good command of HR training, but I don't have a degree. I think it's all about "skills."

Thanks,
Manish

Then I suppose HR is more of a skill-based, rather than knowledge-based.

As far as technical recruitments are concerned, HR is not supposed to ask technical questions to candidates as there is a separate technical team for that, i.e. dept head, etc. The candidate is more intelligent than HR in technical terms.

Still, how come the HR has the right in final decision-making since it itself cannot ascertain the knowledge of the candidate? Many times, it happens that the dept head selects the candidate and HR rejects him, and sometimes fights occur between the dept head and HR wherein HR is accused of rejecting without cause, as the dept head is satisfied with technical competence, and our HR is satisfied with loyalty.

Would this thread discourage the students doing MBA when they know that in India, there is no respect for their degree, only skills are required. :( :( :( :( :( :( :( :cry: :cry: :cry: :cry: :cry: :cry:

No knowledge is required. Because an MBA is not recognized as a Graduate with some good communication skills, and my personal experience tells that HR absolutely is like hoteling, travel wherein only skills are required. What do you guys have to say :roll: :roll: :roll: :roll: :roll: :roll: :roll:

Hi all,

It seems we are going back to the age-old argument as to whether one should look for qualifications, skills, or experience. In my career, I have become somebody by virtue of the circumstances. When I get qualified for the same, I find myself doing something else. In short, in the past 20 years, I have started doing something and then registered to check whether the theory base for what I was doing is correct—strange. But, I strongly feel that there are certain fundamental personal traits that will dictate what a person can or cannot do, and the rest, like experience and qualifications, will help sharpen the result-orientedness of that trait. I may be wrong (humility).

S.K. Sundararajan

I had seen an advertisement a few days back: "NO MBA, PLEASE." At that time, I really started thinking about what I have studied in HR. Am I implementing anything, or am I doing what my MD wants me to do? I mean to say HR is a department where all seniors interfere, whereas in technical roles, they cannot speak up.

In my meetings, everyone with authority talks about HR as if they know everything about it, whether it's salary breakdowns, PF, or procedures. That's why people get into HR without knowing or having experience.

You have raised a very practical and real question, and it needs lots of debates. I am surprised that there are few responses. The role of an HR professional is very mixed; it has a vivid facet. Sometimes it looks very simple, and sometimes very complicated.

In accounting, you deal with figures; on the shop floor, you deal with machines, but in HR, you deal with human beings who have feelings, emotions, and sentiments. It is a human tendency that bad things, if they happen, last long and leave a scar on their mind, heart, and behavior. Good things happening leave behind positive and good feelings and loyalty. If a machine breaks down, it can affect production for a while, but if a human heart breaks down, it needs years to overcome.

So, if someone is highly qualified in the field of HR but lacks some traits, they can't be a successful HR professional. The one who is very good in various things that can help in working in the field of HR but does not have specialized knowledge of HR will get stuck somewhere in the course of time.

What I want to say is that only specialization or higher studies in HR never make a successful all-rounder HR professional. Although specialized education should be a must to enter the HR field, the special vision to see beyond a certain point, understanding of human behavior and traits, and that kind of heart is also an essential quality to do justice with your job.

Specialized education in HR + Capacity to convert and implement theory into practice + Good human heart that has the capacity to understand and feel human emotions and sentiments + Experience while working with people that keeps accumulating as years pass = Successful HR professional.

People who want to transition to HR from other fields are welcome, but if they want to do justice to themselves and succeed in HR, they should undergo specialized training and studies in HR first.

Bibhutosh Bhadauria

Hi Ranjana,

Ranjana, this situation is everywhere, at some places more and at some places less, but it is there. :D I always say to my friends that in an organization, except the so-called HR Manager, all the rest are real HR managers. You will find them discussing policies, PF, etc., with such confidence that at one time, you will feel blank. They will eat your head. The best thing is just to enjoy them doing that because from peon to seniors, all think and live in the illusion that the HR person is a fool, and if they were in HR, they must have done this and that. To interfere in HR is very easy because in an organization, except the real HR Manager, all or most of them are keen to be HR managers.

Hi,

It's really a nice discussion. As far as my knowledge is concerned, the qualification matters a lot and also varies from industry to industry. When it comes to PSU or any other government organization, qualification matters a lot. So, it can be MBA (HR)/PMIR/MSW. Any graduate can pursue this postgraduate program. In the IT sector, HR functions are further divided into HR generalist role (Core HR), recruitment, PA specialist, Payroll Analyst, etc. For recruitment, they prefer a graduate even with sound knowledge in the technical side; holding a master's degree doesn't matter, skill is important. Payroll analysts are generally people from a finance background.

In short, I feel the scenario now is to be a jack of all trades, and if a master of one, then it's an added point. But one can't be only a master of one.

I have seen companies that want to invest in HR minimum. That's why they take anybody from the technical side so they can use that person from all sides. Whenever the matter comes to salaries for HR, the company wants to pay the minimum. 😢 It's sad. Literally have to fight for increments for the department. They pay anything to operations, but HR, who is really working hard to streamline the system, is never paid well. The only reason I understood is the company doesn't understand the value of the HR Department.

Hi Members,

I have gone through all of the replies, but my view is a little bit different, which may be summarized as follows:

First, it is necessary to know the job profile of HR. If the profile is clear, then it will be easy to say if a specific qualification is required for it or not. Anyone can do anything, right? An engineer, doctor, etc., can be an HR person, but he/she should have knowledge of HR professionals. For example, for the training part, training is required i.e., a qualification; for the legal part, a legal qualification; for IR, an IR qualification.

It is also true that in earlier days, without any qualification, people had done great things. And presently, you might be aware of the Mumbai Dabbawala (The lunch tiffin supplier) and how well they have managed. Not only this, students from MBA programs in India and abroad are now taking training from them.

rrtpan

@ranjana,

Your thoughts are good and convincing. Now, I'm seeing ads for recruiters where even individuals with a 12th-grade education are eligible. There seems to be a lack of respect for highly qualified HR professionals, as companies are hiring individuals with lower qualifications but possessing high skills in communication and persuasion. People with extensive knowledge are not receiving the recognition they deserve. At times, I find myself questioning why I chose to pursue a career in HR.

Please do not be desperate!

Success is not based on one element only. If an HR professional is extremely skillful but lacks technical knowledge, do you think that person would survive in a competitive environment?

As you know, sometimes an HR person has to demonstrate technical HR knowledge to be more effective in certain situations. The misconception that anyone can enter HR and perform any task is purely due to ignorance of the core HR functions. In the past, the Personnel Department, often combined with Administration, mainly handled tasks like transfers, ESI, PF, Bonus, etc. Many still mistakenly believe that HR encompasses only these aspects.

In well-established organizations with a dedicated HR department, almost every employee understands the significance of HR functions and how they contribute to their career and personal life.

The decline in HR significance in some organizations is primarily due to the inability to hire highly skilled HR professionals. Consequently, they settle for graduates or undergraduates from any field to handle tasks like PF management, leave administration, or clerical work. Unlike roles such as Finance Manager, which have legally prescribed qualifications, there is no statutory requirement for a qualified HR professional in many organizations.

Fortunately, reputable organizations, especially those in technology-based industries, have embraced modern HR management practices with advanced functions and international certifications that rely on deep knowledge. These demand high technical expertise in HR, where an average HR professional may not succeed.

Leave your worries behind and stay positive. You, along with other knowledgeable HR professionals, will soon be in high demand.

Thanks,

Binu

Good question but tough to answer.

First of all, HR is unlike any other stream of management. The only stream which can, to some extent, match is marketing. In HR, knowledge or a background in the subject would help you a lot, but it does not guarantee success. There are hundreds of HR managers who do not have any sort of HR educational background and yet are highly successful. Conversely, there are thousands of HR professionals with qualifications who make themselves the worst managers.

The main challenge in HR is that the raw material, if we can call it that, people, behave in a multitude of permutations and combinations in different environments. They are totally unpredictable in most situations. Therefore, one of the key factors that determine the success of an HR professional is more of their personal skill in predicting this behavioral mode.

Thanks,
Sunil

It's really nice to discuss such an issue and share the problems faced practically in order to come across some solutions.

Like other technical areas such as engineering, medicine, etc., I believe that HR is also a technical area, but the problem is "Realization." Several points have been discussed regarding why it is technical, i.e., because of understanding and dealing with the psychology of employees, designing systems (policies, procedures), managing training and development, performance management, compensation and benefits, and many other issues.

The question is, "Can other technical persons design a need-based Performance Management System without learning/training the same? (As after getting training or learning engineering aspects, we can also become technical skills holders, which means nothing could be practiced properly without learning/training. But where will you develop that particular mindset required to carry out all these tasks?

This only comes by remaining in that area from your start or somewhat later but then for years. So HR's importance is less today, but I believe that after realization, it will definitely increase a lot.

Regards,

Khalid

HR is not everyone's cup of tea. There is certain knowledge you can acquire from the courses held for HR, but the remaining is on your own. It depends on how good you are at handling people and their problems. All those who can love people being empathetic can become an HR master. No need for any special degrees, but the skills are essential. Knowledge of the different aspects and behavioral factors of HR, along with legal awareness, will earn extra points in this.

Regards,

shahanal12@yahoo.com

I do not remember, how many times we have discussed this topic on CiteHR.

Just like any other profession, even in HR, the driving force is passion. One must have passion to work as a HR Professionals. One must be aware of the perquisites, required to be successful as a HR professional.

Unlike, any other professions, we do not have institutes providing HR education at graduation level. If you want to do your MBA from a good institute, you need to pass entrance test. Anyone can take that entrance and join the course. If you have graduation is psychology or Human behaviour or statistics or even BBA, it helps, but as I said...it’s purely based on your ability to clear the entrance.

To be successful in this profession, HR should understand the business and skill sets required to be successful in that industry. They should have very good knowledge of statistics and Income Tax. Fairly good exposure to Human Behaviour Science (Psychology) and Labour Laws. These are the skills, you will find in almost all the SUCCESSFUL HR Professionals, across the world.

What type of HR Professional a company will hire, depends upon the budget of the company (management) and the role that they expect the HR to play in their organization. Good HR Professionals, comes with a PRICE TAG.

I hope, this will address your concern to a large extent. If you still have any concern, feel free to mail me at [Login to view].

Regards

Sanjeev

Hi all,

Really a nice topic for discussion.

In my opinion, I feel that qualification is a must to be a good HR professional. Whether it's obtaining a graduation degree and then pursuing an MSW-HR, MBA-HR, or PDG-HRM, one must apply all the theoretical knowledge in practical work life. It is suggested that to excel in HR, one should have a background in BA sociology and economics as it forms the real base for HR professionals. Additionally, pursuing an MSW-HR provides hands-on experience in the field, which contributes significantly to learning, knowledge, professionalism, attitude, and psychological understanding.

I am not only referring to project work but also emphasizing the practical knowledge gained during the four semesters of an MSW program, which is highly beneficial. This hands-on experience helps MSW graduates become competent HR professionals upon graduation. It's important to note that MSWs are not necessarily superior to MBAs; both are equally valuable professionals.

In today's scenario, individuals with an engineering background and an MBA-HR are gaining prominence due to their combined technical and management knowledge. However, many companies do not mandate additional qualifications, as seen in the example of my friend who holds a degree in hotel management but works as an HR professional in an IT company. This raises questions about the level of professionalism in companies that hire candidates without traditional HR qualifications.

Thank you.

You are correct; due to some HR professionals lacking proper education and knowledge, employees often develop a negative perception of all HR personnel. It is crucial to address this issue by providing comprehensive training to all HR professionals to effectively carry out their roles.

Hello Ravi,

I agree that education is essential, but the other thing I firmly believe is that more learned people make it more complicated, and that makes it more hated by the other non-HR people. Everything that HR says or implies for their own betterment is out of their understanding. :D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D :D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D :D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D:D

Regards,

It's not the case only with you, but with lots of HR persons who don't get jobs even after MBA. These jobs go to graduates and high school pass persons. What to say, is this our bad luck or is HR like this only. 😢😢😢😢😢😢😢😢😢😢😢😢

Yes, it's nothing but only bad luck of mine, and of all freshers as well. Anyways, we can think positively as we are in the management field! :)

Till what time will you keep telling yourself to THINK POSITIVE and be content? Just some time ago, your mood was sad...

That's what I am thinking. Once I figure out what to do, I'll tell you.

Thank you.

I guess the companies that specialize in certain technical/manufactured products need to hire specifically qualified and experienced individuals. For example, engineers would be better suited to recruit the right people for various categories and levels within such organizations.

Moreover, if there is an HR head specializing in HR matters, it would be appropriate for them to have technically qualified personnel conduct interviews and select staff members. Recruitment plays a critical role in any business process.

In manufacturing companies, it could be said that "an engineer can become an HR person, but an HR person is unlikely to become an engineer."

An engineer who is also qualified in HR would seamlessly fit into the job like a "round peg in a round hole."

This is just one perspective. Perhaps further brainstorming would shed light on the strengths and limitations of each option. Getting it right depends on various factors such as the organization's nature, culture, and the types of people it employs. These factors will determine which option is more suitable for the organization.

Regards,
Pradeep Bajaj

I am surprised to read all of this that most of the participants of this discussion are considering HR as just the "Recruitment" and thus if HR person don't have technical knowledge of engineering, etc., then what's the problem in it.

Please consider many other areas of HR which are Training & Development, Performance Management System, Compensation & Benefits, Career Management & Succession Planning, etc. Do you think that an engineer may have expertise in all these areas?

Hiring or recruitment is only one function. When you consider all of these aspects as well, then you will come to know that HR is itself a technical area and could be mastered only if you are a true HR Professional, not an engineer.

On the other hand, if you are considering Hiring as HR, then it can be done by a simple Graduate as well after gaining some experience.

Hope I may answer and clarify my point of view.

Regards,
Khalid

Hi Ravi,

I totally disagree with the notion that the HR profession can be handled by any person. HR is a proper professional field where any HR executive should know the detailed intricacies of the HR field. Nowadays, HR is very important from a strategic point of view. You can't expect strategic HR decisions to be taken by any layman related to the HR field.

I hope you got an idea of what I am trying to say.

Goodbye.

Regards,
Namrata

Hi Ravi,

Thanks for a very good point. Even I have this doubt, but now I got a good explanation. I feel that along with a degree, skills are also equally important. The ability to understand people is the most essential task, which you can develop with your experience.

Kind Regards,
Swati

Namrata,

The more professional an HR person becomes, the greater their chances of being heard and having their views taken seriously.

For an HR professional to be strategically valuable to the company, they need to be well-versed in the company's processes.

HR/Personnel are fields that are still developing amidst the fast changes occurring in the industry. We need to patiently observe these changes.

Khalid,

I agree with you that there is much more to HR than just recruitment. We also need to realize that HR policies and the company culture come from the top down, through line management, rather than solely from HR executives/managers. HR staff are there to recommend, advise, streamline, coordinate, and also implement.

A significant amount of manpower management is handled by line managers. It is a given that since personnel are employed under line managers and have daily contact with them, certain HR matters actually fall under the purview of the line manager. Some examples I can recall are:

1. Any finalization of selection within a specific department should be recommended/approved by the department head.

2. Leave for staff within the department/section should be managed by the department head according to the leave policy in place. HR ensures that this is done in accordance with the policies and processes and maintains the records.

3. Performance Management System (PMS) is coordinated by HR staff, but appraisal forms are filled out and staff assessments are done by the department heads/line managers in the chain.

It is essential to clarify the parameters of the HR field. The above matters are part of day-to-day operations, involving the follow-up of existing processes and policies.

The HR field operates at higher/strategic levels. To be truly effective at that level, one needs to think on a higher level. HR personnel are responsible for HR development, succession planning, career planning, HR environment, and culture with a focus on the company's future objectives and visions. To excel, an HR professional needs to be a visionary, a thinker, a planner, and action-oriented.

Aspects like production processes, training and development are tools that HR staff utilize to achieve results in the HR field.

Regards,

Pradeep Bajaj :roll:

Well, I would say for a fresher to get into an HR role in a good company, you should have the appropriate qualifications, a genuine interest in working with people, understanding them, and be a fast learner. For people with experience in the industry, you may enter an HR role with an interest in HR and relevant skills. I have seen people at senior levels transition from marketing, operations, etc., into an HR role. However, having said that, it doesn't mean only skills can lead you towards HR; you will also have to learn the technicalities of HR.

To sum up, I would say, "both appropriate qualifications and skills are important." At the beginning of a career, qualifications are more important (as you will learn the skills). At the senior level, skills are more important (you have to understand and learn HR technicalities too).

Regards,
Richa

Dear HR Friends,

If we were to summarize what I had written earlier and find that there are not many contrary views, then we can state:

1. HR advises and lays down the processes, while others implement them.
2. HR thinks big, while others are doing their day-to-day chores.
3. HR examines what others do.
4. HR has the overall view, while others are embroiled in their smaller parameters.
5. HR reviews what others do or implement.
6. HR knows much more and is clear on the overall picture, as others go deeper into their fields.
7. HR are Generalists, as they know something about everything (apart from knowing a lot in their field), while others know more and more about less and less.

Is HR then in the position of leadership? Your guess is as good as mine.

Regards,
Pradeep Bajaj

Dear HR Friends,
Focus on learning, quality, team work and re-engineering. HRM has a challenge and the same can be accomplished in following ways: -
HR Managers must become a partner with senior and Line Managers in strategy planning and execution, assisting in shifting planning from the office/ conference rooms to the market place.
They must become an expert in the way work is organized and executed, providing administrative efficiency to ensure maintenance of quality and cost effectiveness.
They must become champion of the employees, enthusiastically representing their interests to top management. Simultaneously they must ensure employees’ commitment to the organisation and build their capability to deliver results.
They must become agent of constant change, transforming processes and developing culture which together improve an organisation’s capability for change.
Thats the way they shall find themselves in the mainstream of Industry. 8)

Dear Ravi,

Excellent question asked. As of now, more and more people have begun to realize the importance of HR and how human resources are all-important and hold center stage in all business activities. To become an HR professional, one must have a degree in HR and related subjects like law, psychology, etc. People without an HR degree should not be encouraged to do HR jobs. Never mind engineers and doctors taking up HR courses; for all jobs, people management is important. It just goes to show how popular HR is getting...

Hi Guys,

Many people think that HR is an easy job and that anyone can do it. Without any specialized subject knowledge, we can handle it like that, as many are talking about. I would like to say to all these people, first work in a Manufacturing Industry, then you will realize what HR exactly is. I am sure that if in these IT companies any employee unions come up, then surely, except for the qualified HR professionals, other people will run away from this profession.

Preet

Hi Friends,

According to my point of view, I will not accept that we MUST have an HR Degree to work in the HR department. To succeed in the HR field, one must have HR experience. HR knowledge can also be acquired through self-learning habits. Some companies hire non-HR individuals for HR-related roles, in my opinion. An MBA in HR is considered an added advantage. In my case, I am a non-HR professional (BSc+MCA). I have been working in an MNC with a good understanding of HR and potential (awarded the Best Employee in HR in my company in 2007). Anyone can excel in an HR role with self-confidence, a passion for learning, and self-motivation. So, read more, lead more - today's leader, tomorrow's leader.

Hi,

I am new to this field and would like to inquire whether it is essential to do an MBA to work as an HR professional under a reputed company, or if an MSW in HR is sufficient for this role.

Thanks & Regards,
Sugandhi

Hi All,

Thanks for all your sharings. I'm a tester in an MNC company, but now I have decided to shift my career path into HR. If my education is not a determining factor to become an HR professional, please let me know the skills I need to develop to excel in this field.

Thanks