How Can HR Effectively Hire and Train for Technical Roles Without Technical Expertise?

Dear HR professionals,

If HR personnel do not have technical knowledge about manufacturing processes, procedures, etc., how is it possible to hire candidates for technical works such as mechanical, electrical, instrumentation, civil works, etc.? Additionally, how is it possible to provide training to employees?

Kindly clarify the above points.

Thanks with Regards,
T. Thirumurugan

If an HR professional does not have knowledge of the manufacturing processes, the basics can be learned by engaging with the staff on the shop floor. HR can attend morning briefings and meetings where quality-related or safety-related issues are discussed. Above all, HR can read books on operations management and production management.

Please note that individuals working in other departments may only know about their specific areas, but HR needs to have knowledge across the board.

Training Programs to Reduce Costs

Regarding training, HR can identify quality issues, excess scrap generation, etc., to design training programs aimed at reducing costs. The objective of the training is to reduce costs. Therefore, HR can conduct training programs to reduce the following costs:

a) Inventory carrying cost of raw materials
b) Cost of work-in-progress inventory
c) Inventory carrying cost of finished goods
d) Distribution cost to distribute finished goods to wholesalers and retailers (if applicable)
e) Rejection cost
f) Cost of stockouts
g) Capacity costs
h) Setup costs
i) Inspection cost
j) Rework cost

HR can study the significance of the causes of the above costs and organize training programs accordingly. The training effectiveness will be assessed by comparing the cost before and after the training.

Thanks,

Dinesh Divekar

Dear Thirumurugan,

HR professionals are not expected to possess technical knowledge. The selection of technical personnel should not solely be the responsibility of HR; it is advisable to involve one or two senior technical experts, possibly in the form of a selection committee, during the selection process to ensure the right individuals are chosen for the appropriate roles. Other HR-related matters should be managed by HR personnel.

Thank you.

Role of HR Managers in Hiring

HR managers are responsible for managing human resources, formulating HR policies, and following guidelines related to human resource requirements. There are established policies, procedures, and processes that need to be in place. These policies, procedures, and processes define how human resources are procured, trained, groomed, sustained, and tailored to suit the specific needs of the company. This involves structured inputs from all departments, whether technical or non-technical/managerial, for inducting employees with specific talents, experiences, education, etc.

Therefore, for hiring, it is not mandatory for HR to have technical knowledge or any other specific skills. What is expected from HR managers, however, is to hire the right candidates for the right jobs.

Teamwork in HR Processes

It is important to note that the HR manager is not alone in the process; everyone must contribute to assembling the right team members and employees for the betterment of the company. This is why teamwork is paramount to success in any business.