What is the role played by the HR department in an organization? Who is the most indispensable part of a company - HR or functional employees? What qualities should a person cultivate to become the best HR professional? How well should an HR professional be equipped in terms of knowledge? I hope my questions seem sensible.
Regards,
S. Ram Prakash
From India, Bangalore
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Regards,
S. Ram Prakash
From India, Bangalore
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Hi,
I have seen your questions and they are sensible because a person who enters this area always has these questions in his or her mind.
What qualities should a person cultivate to become the BEST HR?
Ans: Right now, I am able to recollect only these:
Qualities of the Best HR.
1. Sensibility
2. Ability to express
3. Market knowledge
4. Confidence and winning attitude
5. Diplomacy, etc.
Sensibility means: an HR can become a good HR only when he/she has the ability to put himself/herself in the position of others to understand the situation/problem better.
Ability to express: HR plays a crucial role backstage in the success of a company. If HR has the ability to express their vision and make others understand about their own as well as the company's future, then only employees will accept policies and stay in the company for a long time.
Market knowledge: Relative knowledge of the market is a must for an HR person so that they can decide the company's current position and prepare strategies for the future.
HR is a thankless job because we have to cut from one side to increase on the other. But an HR person can easily manage it with their understanding.
I have to go right now, will explain more later.
Regards,
Ruchi
From India, Jaipur
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2I have seen your questions and they are sensible because a person who enters this area always has these questions in his or her mind.
What qualities should a person cultivate to become the BEST HR?
Ans: Right now, I am able to recollect only these:
Qualities of the Best HR.
1. Sensibility
2. Ability to express
3. Market knowledge
4. Confidence and winning attitude
5. Diplomacy, etc.
Sensibility means: an HR can become a good HR only when he/she has the ability to put himself/herself in the position of others to understand the situation/problem better.
Ability to express: HR plays a crucial role backstage in the success of a company. If HR has the ability to express their vision and make others understand about their own as well as the company's future, then only employees will accept policies and stay in the company for a long time.
Market knowledge: Relative knowledge of the market is a must for an HR person so that they can decide the company's current position and prepare strategies for the future.
HR is a thankless job because we have to cut from one side to increase on the other. But an HR person can easily manage it with their understanding.
I have to go right now, will explain more later.
Regards,
Ruchi
From India, Jaipur
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Hello,
The role of HR in any organization is that of a "catalyst" or a "facilitator". By definition and by nature, it is NOT a line function anyway! The HR person is largely concerned with philosophy, policies, and practices that an organization adopts while dealing with the human beings it employs at all levels and beyond that, it may become the connecting link between the organization and the community around.
In that sense, HR's basic role has to be that of a conscience-keeper!
It would be erroneous to try and determine who is indispensable or dispensable - the HR and/or the Functional Heads. For sustenance and success, the organization needs both, and they can only be in a complimentary role relationship and never in conflicting relationships, as that would be disastrous to the organization!
The HR person is essentially a "people person". Knowledge of psychology, sociology, organizational behavior, interpersonal relationships, including group dynamics and conflict management, are the foundation of their competence, but they will also need fair comfort levels with other disciplines like finance, law, and must acquire familiarity with other functions within the organization.
An HR person, like everyone else, is perpetually in a "learning" mode. The Management Institutes, with due respect, do NOT provide a fully prepared HR person, simply because they cannot! For a good HR person, organizational perspectives are a must. These perspectives form the context in which to examine and resolve people issues, which is the basic commitment.
HR qualification is just like a driving license. You get one by following a routine and then practice your knowledge and abilities to acquire a level of skill. That is why for an HR professional, there is constant learning that is almost mandatory.
This is a brief answer to your queries. If you desire more elaboration, kindly put up a suitable mail!
Regards,
Samvedan
July 16, 2006
From India, Pune
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The role of HR in any organization is that of a "catalyst" or a "facilitator". By definition and by nature, it is NOT a line function anyway! The HR person is largely concerned with philosophy, policies, and practices that an organization adopts while dealing with the human beings it employs at all levels and beyond that, it may become the connecting link between the organization and the community around.
In that sense, HR's basic role has to be that of a conscience-keeper!
It would be erroneous to try and determine who is indispensable or dispensable - the HR and/or the Functional Heads. For sustenance and success, the organization needs both, and they can only be in a complimentary role relationship and never in conflicting relationships, as that would be disastrous to the organization!
The HR person is essentially a "people person". Knowledge of psychology, sociology, organizational behavior, interpersonal relationships, including group dynamics and conflict management, are the foundation of their competence, but they will also need fair comfort levels with other disciplines like finance, law, and must acquire familiarity with other functions within the organization.
An HR person, like everyone else, is perpetually in a "learning" mode. The Management Institutes, with due respect, do NOT provide a fully prepared HR person, simply because they cannot! For a good HR person, organizational perspectives are a must. These perspectives form the context in which to examine and resolve people issues, which is the basic commitment.
HR qualification is just like a driving license. You get one by following a routine and then practice your knowledge and abilities to acquire a level of skill. That is why for an HR professional, there is constant learning that is almost mandatory.
This is a brief answer to your queries. If you desire more elaboration, kindly put up a suitable mail!
Regards,
Samvedan
July 16, 2006
From India, Pune
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Hello,
Thank you for the kind words. I am personally unaware of the selection process at TISS in present times, but I am attaching two of my articles on Group Discussions and Interviews (how to prepare and face one) for your and everyone's benefit. I hope you all will like these and also find them useful!
Cheers!
Samvedan
February 25, 2008
From India, Pune
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Thank you for the kind words. I am personally unaware of the selection process at TISS in present times, but I am attaching two of my articles on Group Discussions and Interviews (how to prepare and face one) for your and everyone's benefit. I hope you all will like these and also find them useful!
Cheers!
Samvedan
February 25, 2008
From India, Pune
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In many organizations run by individuals, it is noticed that HR does not have a key role to play; they are overlooked in many ways. It is as if they have to be there, so they are there. Being a management representative and voicing concerns and issues of the employees is a part of the HR function, but it is not accepted that way.
From India, Bangalore
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From India, Bangalore
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