Hi all,
I would like to know what the advantages are if you have a female HR executive and what the advantages are if you have a male HR executive. Please shed some light on this topic.
Regards,
Vinay
9866254387
http://finance.groups.yahoo.com/grou...ResourceOnLine
From India, Hyderabad
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24I would like to know what the advantages are if you have a female HR executive and what the advantages are if you have a male HR executive. Please shed some light on this topic.
Regards,
Vinay
9866254387
http://finance.groups.yahoo.com/grou...ResourceOnLine
From India, Hyderabad
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Hi,
As far as the competence question is concerned, there is hardly any significant difference between a man and a woman in HR. Either can be good or bad. That's not the question.
What matters is the culture of the country, province, and particularly the organization in that order. For example, in a male-dominated culture, it would be difficult for a man to confide in a woman HR and equally difficult for a woman HR to become a confidant of the male colleagues.
So, primarily, it is the culture of the organization, the way it has evolved, nurtured, the values it sanctifies, and the maturity of the HR that will decide the issue.
In our culture, a woman has some dominant roles - sister, wife, mother, etc., and rarely a friend, a superior, etc. I suppose that is so primarily because our culture has a long way to go in seeing women being accepted in critical positions such as that of HR. We are moving in the right direction. There are many women in HR, but there is still time for them to get to higher levels and be accepted as such! But this is bound to happen. It is just another step in the process of the evolution of our culture. By thinking and acting suitably, we may accelerate the process or move backward and thwart like some societies that are known to NOT grant women the status and recognition that they deserve!
I rest my case.
Regards,
Samvedan
September 5, 2006
From India, Pune
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As far as the competence question is concerned, there is hardly any significant difference between a man and a woman in HR. Either can be good or bad. That's not the question.
What matters is the culture of the country, province, and particularly the organization in that order. For example, in a male-dominated culture, it would be difficult for a man to confide in a woman HR and equally difficult for a woman HR to become a confidant of the male colleagues.
So, primarily, it is the culture of the organization, the way it has evolved, nurtured, the values it sanctifies, and the maturity of the HR that will decide the issue.
In our culture, a woman has some dominant roles - sister, wife, mother, etc., and rarely a friend, a superior, etc. I suppose that is so primarily because our culture has a long way to go in seeing women being accepted in critical positions such as that of HR. We are moving in the right direction. There are many women in HR, but there is still time for them to get to higher levels and be accepted as such! But this is bound to happen. It is just another step in the process of the evolution of our culture. By thinking and acting suitably, we may accelerate the process or move backward and thwart like some societies that are known to NOT grant women the status and recognition that they deserve!
I rest my case.
Regards,
Samvedan
September 5, 2006
From India, Pune
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Dear All,
Sorry to say, but to some extent, I do not agree with Samvedan. :(
To excel in any career, what matters are your own skill sets, maturity to tackle situations, and your interpersonal skills. Additionally, what Samvedan says is very correct; it depends on the company culture you adopt and the prevailing trends within that organization.
However, I disagree with the statement, "There are many women in HR, but there is still time for them to reach higher levels and be accepted as such!" In reality, the HR field is predominantly dominated by women in many sectors such as IT, BPO, Call Centers, Service, and Software Industries. Women in HR are highly appreciated and preferred. Many of them have reached top positions in HR departments. I believe this is because women are inherently "empathetic," which helps them understand situations effectively.
I hope I have successfully conveyed my opinion.
Regards,
Mona
From India, Mumbai
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Sorry to say, but to some extent, I do not agree with Samvedan. :(
To excel in any career, what matters are your own skill sets, maturity to tackle situations, and your interpersonal skills. Additionally, what Samvedan says is very correct; it depends on the company culture you adopt and the prevailing trends within that organization.
However, I disagree with the statement, "There are many women in HR, but there is still time for them to reach higher levels and be accepted as such!" In reality, the HR field is predominantly dominated by women in many sectors such as IT, BPO, Call Centers, Service, and Software Industries. Women in HR are highly appreciated and preferred. Many of them have reached top positions in HR departments. I believe this is because women are inherently "empathetic," which helps them understand situations effectively.
I hope I have successfully conveyed my opinion.
Regards,
Mona
From India, Mumbai
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Dear friends,
A few thoughts are given here. There are no significant differences between men and women in the likelihood of performing higher or lower-level work activities. What we should look for in people are affectionate, lovable, leadership, motivating, commitment, encouragement, target-oriented, relaxed mentality, etc. So, whether male or female is immaterial.
Wishes always,
Senthil Raj
Email: karpavi_raj@yahoo.com
From Costa Rica, San José
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A few thoughts are given here. There are no significant differences between men and women in the likelihood of performing higher or lower-level work activities. What we should look for in people are affectionate, lovable, leadership, motivating, commitment, encouragement, target-oriented, relaxed mentality, etc. So, whether male or female is immaterial.
Wishes always,
Senthil Raj
Email: karpavi_raj@yahoo.com
From Costa Rica, San José
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Hi!
In my opinion, it does not matter whether the HR person is a woman or a man. The only factor that differentiates the male candidate from the female one is the organization culture. Our organization is a woman-centered organization. More than 70% of the employees are women. Naturally, in such organizations, women have a better understanding of other women and their problems. However, in organizations that are men-centric and conservative, men may make better HRs.
Regards, Shyamali
From India, Nasik
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In my opinion, it does not matter whether the HR person is a woman or a man. The only factor that differentiates the male candidate from the female one is the organization culture. Our organization is a woman-centered organization. More than 70% of the employees are women. Naturally, in such organizations, women have a better understanding of other women and their problems. However, in organizations that are men-centric and conservative, men may make better HRs.
Regards, Shyamali
From India, Nasik
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Hi,
No job can be described as fit for him or her. Every individual is unique and can do the same job in different ways effectively. Nothing in today's world is gender-biased; people accept a person as a person and not based on the person's gender. There are many more factors that make a person do a job successfully and effectively than just gender.
So, Mona, maybe you have a lot of ladies in the HR, it doesn't mean men are not good at it.
~Shehwar
From India, Madras
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No job can be described as fit for him or her. Every individual is unique and can do the same job in different ways effectively. Nothing in today's world is gender-biased; people accept a person as a person and not based on the person's gender. There are many more factors that make a person do a job successfully and effectively than just gender.
So, Mona, maybe you have a lot of ladies in the HR, it doesn't mean men are not good at it.
~Shehwar
From India, Madras
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Dear friends,
We can remember Indra Nooyi and Aziz Premji. Though Ms. Nooyi is yet to take charge, she is welcomed and praised by all. Note that Mr. Aziz also made us very proud.
So, the organizational culture and, more than that, the person's attitude and mindset are important for their functioning and success.
Senthil Raj
From Costa Rica, San José
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We can remember Indra Nooyi and Aziz Premji. Though Ms. Nooyi is yet to take charge, she is welcomed and praised by all. Note that Mr. Aziz also made us very proud.
So, the organizational culture and, more than that, the person's attitude and mindset are important for their functioning and success.
Senthil Raj
From Costa Rica, San José
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Dear Vinay,
Regarding your question, I would like to say that it doesn't matter whether you have a male HR executive or a female HR executive. What really matters are the essential skills, attitude, and knowledge required for a particular position. If a person is competent enough to hold a post, the gender factor is immaterial.
It also depends on the perception of the employer on how he feels about employing people.
Regards,
Neha Agrawal
From India, Bhubaneswar
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Regarding your question, I would like to say that it doesn't matter whether you have a male HR executive or a female HR executive. What really matters are the essential skills, attitude, and knowledge required for a particular position. If a person is competent enough to hold a post, the gender factor is immaterial.
It also depends on the perception of the employer on how he feels about employing people.
Regards,
Neha Agrawal
From India, Bhubaneswar
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Well, it's interesting to read all your comments. The big difference between a female HR executive and a male HR executive is the gender -:) Well, jokes are a part. Let me explain my viewpoint.
In my view, there isn't any difference between male executives and female executives in today's globalization and the advancement in technology. Every organization outsources HR, meaning every organization wants good people. Those who perform well always achieve a good status in the organization.
What we have learned in our colleges/universities, but in practical life, HR is totally different. You have to manage humans, which is the most important issue. Every organization controls four assets: Financial Assets, Physical Assets, Intangible Assets, and Human Assets. Humans are the glue that holds all the assets together.
From Pakistan, Islamabad
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In my view, there isn't any difference between male executives and female executives in today's globalization and the advancement in technology. Every organization outsources HR, meaning every organization wants good people. Those who perform well always achieve a good status in the organization.
What we have learned in our colleges/universities, but in practical life, HR is totally different. You have to manage humans, which is the most important issue. Every organization controls four assets: Financial Assets, Physical Assets, Intangible Assets, and Human Assets. Humans are the glue that holds all the assets together.
From Pakistan, Islamabad
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Hello,
The following are not my personal views but could be the views in general.
1. If you have a female HR person, then the company may have to grant her maternity leave at some point in time. I do not know whether her absence during leave is an advantage or disadvantage to the company. It depends on what contributions or messes the HR person is making.
2. If you have more female employees, then it is better to have a female HR person. This is the general belief. But, beware that there is a possibility you get an inquisitive female for that HR position, who will always be breathing on the neck of every female employee (to show empathy with females), causing employees' unrest and may eventually prove that a male in that place could have created fewer problems for the company.
3. If you have more male employees than female ones, then you can have either a male or female HR. Male employees are not supposed to have problems so personal in nature that they need to share with the HR person. They generally do not need empathy from a female HR person. The female employees, who are lesser in number in that organization compared to males, also do not need so much empathy from HR. Their mutual empathy may be sufficient. So, the HR person could be male or female in this case. Or, the HR dept. can have a mixture of male and female staff to be empathetic with their genders and keep representing all the gender-related problems and issues to the management.
4. If you have a substantial number of militant, arrogant, or rudely behaving male employees as part of your workforce, then it is better to have a female HR person. It is my observation that mostly females somehow have the knack of putting such negative employees in their place by teaching them appropriate lessons in their lives. (Males take them on their horns and get into a problem.) Or, sometimes sympathy works better than empathy. It is better to have what works better for your company. Sometimes the rude employees, due to modesty, do not want to show their rudeness to the female HR persons. If you do not give them any other place other than HR for being rude, then they will permanently lose the opportunity for being rude. They will probably become softer eventually. Or, if they behave rudely, then they will attract hatred from all quarters for being rude to a female. All females in the organization may push the management for immediate action on that employee, and therefore he will be chucked out easily. (If you have arrogant female employees as a large part, then also it is better to have a female HR as they can only properly deal with these matters as they know each other.)
5. If your company is full of male chauvinists as heads of other departments, then it is better to have only females in HR. The other department managers may be initially happy to feel that HR is totally female and they can, therefore, expect HR to be in a subordinate position. Over a period of time, their happiness will disappear because it is difficult to judge along the way who is dominating whom. So, the chauvinism will also subsequently disappear. This way you can create a balance in the organization between genders.
6. I do not find any situation wherein only a male will suit an HR job.
With regards to both genders,
Govardhan
From India, Madras
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The following are not my personal views but could be the views in general.
1. If you have a female HR person, then the company may have to grant her maternity leave at some point in time. I do not know whether her absence during leave is an advantage or disadvantage to the company. It depends on what contributions or messes the HR person is making.
2. If you have more female employees, then it is better to have a female HR person. This is the general belief. But, beware that there is a possibility you get an inquisitive female for that HR position, who will always be breathing on the neck of every female employee (to show empathy with females), causing employees' unrest and may eventually prove that a male in that place could have created fewer problems for the company.
3. If you have more male employees than female ones, then you can have either a male or female HR. Male employees are not supposed to have problems so personal in nature that they need to share with the HR person. They generally do not need empathy from a female HR person. The female employees, who are lesser in number in that organization compared to males, also do not need so much empathy from HR. Their mutual empathy may be sufficient. So, the HR person could be male or female in this case. Or, the HR dept. can have a mixture of male and female staff to be empathetic with their genders and keep representing all the gender-related problems and issues to the management.
4. If you have a substantial number of militant, arrogant, or rudely behaving male employees as part of your workforce, then it is better to have a female HR person. It is my observation that mostly females somehow have the knack of putting such negative employees in their place by teaching them appropriate lessons in their lives. (Males take them on their horns and get into a problem.) Or, sometimes sympathy works better than empathy. It is better to have what works better for your company. Sometimes the rude employees, due to modesty, do not want to show their rudeness to the female HR persons. If you do not give them any other place other than HR for being rude, then they will permanently lose the opportunity for being rude. They will probably become softer eventually. Or, if they behave rudely, then they will attract hatred from all quarters for being rude to a female. All females in the organization may push the management for immediate action on that employee, and therefore he will be chucked out easily. (If you have arrogant female employees as a large part, then also it is better to have a female HR as they can only properly deal with these matters as they know each other.)
5. If your company is full of male chauvinists as heads of other departments, then it is better to have only females in HR. The other department managers may be initially happy to feel that HR is totally female and they can, therefore, expect HR to be in a subordinate position. Over a period of time, their happiness will disappear because it is difficult to judge along the way who is dominating whom. So, the chauvinism will also subsequently disappear. This way you can create a balance in the organization between genders.
6. I do not find any situation wherein only a male will suit an HR job.
With regards to both genders,
Govardhan
From India, Madras
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Hi all,
After reading all the comments by HR professionals, I feel I may have mistakenly pursued a career in HR, considering I have already invested four years of experience in this field. My conclusion is that HR is perceived to be predominantly for females, and males are less common in this industry. I am contemplating a career change. Can anyone suggest which field I should transition to?
Regards,
Vinay
9866254387
From India, Hyderabad
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After reading all the comments by HR professionals, I feel I may have mistakenly pursued a career in HR, considering I have already invested four years of experience in this field. My conclusion is that HR is perceived to be predominantly for females, and males are less common in this industry. I am contemplating a career change. Can anyone suggest which field I should transition to?
Regards,
Vinay
9866254387
From India, Hyderabad
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Vinay,
Don't lose heart. If you want to be a Business Manager managing the HR function of the business rather than as an HR Manager managing the business function of HR, then as a male, you stand a chance to shine in HR. Think about how you can transform yourself into a business manager by working in HR. Good luck.
Govardhan
From India, Madras
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Don't lose heart. If you want to be a Business Manager managing the HR function of the business rather than as an HR Manager managing the business function of HR, then as a male, you stand a chance to shine in HR. Think about how you can transform yourself into a business manager by working in HR. Good luck.
Govardhan
From India, Madras
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Hi all,
A very interesting topic started by Vinay. Male or female, no matter what you are, for any position, any designation, etc. But I disagree with one point written by somebody - that female HRs are preferred if a company has more female employees. In our organization, we are just two females with over 100 males. HR is handled by a female, me. So, this point is out of the question. But these kinds of things should not be discussed by professionals like us; we should be mature enough to have males and females in any roles.
Sometimes, I get so late to go home from the office that I don't get time to cook food. In that case, members of my family (all males) - my father, brother, and fiancé cook delicious food, almost thrice a week. Can we argue that females should cook food and not males? No, right. So why are we discussing this irrelevant topic? Look for the qualities within to accept the person in any role.
Cheers,
Archna
From India, Delhi
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A very interesting topic started by Vinay. Male or female, no matter what you are, for any position, any designation, etc. But I disagree with one point written by somebody - that female HRs are preferred if a company has more female employees. In our organization, we are just two females with over 100 males. HR is handled by a female, me. So, this point is out of the question. But these kinds of things should not be discussed by professionals like us; we should be mature enough to have males and females in any roles.
Sometimes, I get so late to go home from the office that I don't get time to cook food. In that case, members of my family (all males) - my father, brother, and fiancé cook delicious food, almost thrice a week. Can we argue that females should cook food and not males? No, right. So why are we discussing this irrelevant topic? Look for the qualities within to accept the person in any role.
Cheers,
Archna
From India, Delhi
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Hi Archana,
The question was, who can don the role of HR in a better way? Cooking is never an issue. I strongly feel that women, by nature, can goof up simple situations. No matter how strong a woman appears to be or shows to others, in reality, she knows she is weak and requires support. Just take a moment to think and answer my question honestly!
In my experience, I have seen women making decisions based on emotions rather than facts and figures.
Regards,
Vinay
Hi ALL,
A very interesting topic started by Vinay. Whether male or female, it doesn't matter for any position or designation. However, I disagree with the point made by someone that female HRs are preferred if a company has more female employees. In our organization, there are just two females among over 100 males, and I, a female, handle HR.
This point is irrelevant. Professionals like us should be mature enough to have both males and females in any role. Sometimes, I am so late to go home from the office that I don't have time to cook food. In such cases, my family members (all males) – my father, brother, and fiancé – cook delicious food, almost thrice a week.
Can we argue that females should cook food and not males? No, right? So, why are we discussing this irrelevant topic? Look for the qualities within to accept a person in any role.
Cheers,
Archna
From India, Hyderabad
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The question was, who can don the role of HR in a better way? Cooking is never an issue. I strongly feel that women, by nature, can goof up simple situations. No matter how strong a woman appears to be or shows to others, in reality, she knows she is weak and requires support. Just take a moment to think and answer my question honestly!
In my experience, I have seen women making decisions based on emotions rather than facts and figures.
Regards,
Vinay
Hi ALL,
A very interesting topic started by Vinay. Whether male or female, it doesn't matter for any position or designation. However, I disagree with the point made by someone that female HRs are preferred if a company has more female employees. In our organization, there are just two females among over 100 males, and I, a female, handle HR.
This point is irrelevant. Professionals like us should be mature enough to have both males and females in any role. Sometimes, I am so late to go home from the office that I don't have time to cook food. In such cases, my family members (all males) – my father, brother, and fiancé – cook delicious food, almost thrice a week.
Can we argue that females should cook food and not males? No, right? So, why are we discussing this irrelevant topic? Look for the qualities within to accept a person in any role.
Cheers,
Archna
From India, Hyderabad
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Dear Vinay and Archna ma'am,
Reality check - My class has 70 gorgeous ladies and just 5 guys...and everyone says that HR is for girls?? 🤔 I'm in a learning process, so take this liberty to share my point of view. Firstly, I do agree with Vinay that women are emotional, but as a pro HR, they know where to draw the line, and this emotional aspect earns them extra points. 😃 Secondly, it's always about skill set and attitude which sets you apart and makes you the best! Where does gender come in???
Even cooking requires skills and heart! And I guess all the five and 7-star kitchens are ruled by MEN! Agree??
So it's a personality, skills, and organizational setup salsa which makes the HR function dance gracefully in any organization.
Regards,
Aanchal
From India, Mumbai
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Reality check - My class has 70 gorgeous ladies and just 5 guys...and everyone says that HR is for girls?? 🤔 I'm in a learning process, so take this liberty to share my point of view. Firstly, I do agree with Vinay that women are emotional, but as a pro HR, they know where to draw the line, and this emotional aspect earns them extra points. 😃 Secondly, it's always about skill set and attitude which sets you apart and makes you the best! Where does gender come in???
Even cooking requires skills and heart! And I guess all the five and 7-star kitchens are ruled by MEN! Agree??
So it's a personality, skills, and organizational setup salsa which makes the HR function dance gracefully in any organization.
Regards,
Aanchal
From India, Mumbai
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Hi,
Well, it depends on the skills one has, and it can never be assumed that HR can be best driven by girls only. However, generally, girls have the extra patience to listen to the grievances of others, so in that way, they tend to have more success in the HR field as half of the employees' tension will automatically be resolved if their problems are handled correctly. But the rest of the problems remain the same. 😊
Currently, almost 60% of companies' HR divisions are handled by girls, and they are all performing well. So, why argue about who is the best? It shows that girls somehow have an upper hand in this field, but it doesn't mean that guys can't do better. It entirely depends on competency, brain, skills, patience, tactics, etc., which guys also possess. So, take a chill! 😉
Warm regards,
Ashish
From Australia, Sydney
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Well, it depends on the skills one has, and it can never be assumed that HR can be best driven by girls only. However, generally, girls have the extra patience to listen to the grievances of others, so in that way, they tend to have more success in the HR field as half of the employees' tension will automatically be resolved if their problems are handled correctly. But the rest of the problems remain the same. 😊
Currently, almost 60% of companies' HR divisions are handled by girls, and they are all performing well. So, why argue about who is the best? It shows that girls somehow have an upper hand in this field, but it doesn't mean that guys can't do better. It entirely depends on competency, brain, skills, patience, tactics, etc., which guys also possess. So, take a chill! 😉
Warm regards,
Ashish
From Australia, Sydney
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Dear Friends,
Isn't it funny to discuss a topic like this, being an HR professional in this highly competitive world, working for the most adorable industry - IT? The best and better come out of one's ability and commitment only, but are not based on the gender factor.
Thanks & Regards,
Rupesh Reddy
From India, Bangalore
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Isn't it funny to discuss a topic like this, being an HR professional in this highly competitive world, working for the most adorable industry - IT? The best and better come out of one's ability and commitment only, but are not based on the gender factor.
Thanks & Regards,
Rupesh Reddy
From India, Bangalore
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Hi Vinay,
It was just an example I wanted to share with forum members. Although it's interesting to engage in a debate about whether HR is more suitable for men or women, the truth is it's very immature for all HR professionals to discuss such matters on the forum.
We can be more creative and innovative by initiating fresh HR-related discussions on the forum. As Rupesh has rightly pointed out, attitude, qualifications, and skills are what make someone good in any field, not gender.
Cheers,
Archna
From India, Delhi
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It was just an example I wanted to share with forum members. Although it's interesting to engage in a debate about whether HR is more suitable for men or women, the truth is it's very immature for all HR professionals to discuss such matters on the forum.
We can be more creative and innovative by initiating fresh HR-related discussions on the forum. As Rupesh has rightly pointed out, attitude, qualifications, and skills are what make someone good in any field, not gender.
Cheers,
Archna
From India, Delhi
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Hi Archna, I totally agree with you. It is the attitude and competencies that matter not anything else. Regards, PRADEEP
From India, Hyderabad
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From India, Hyderabad
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Dear friends,
It's going so well with the topic, attracting good comments and feedback.
In my 26-year career, I once worked with a female boss for about 3 years. Initially, there was not much trust in me and my capabilities. However, when a situation arose, and I promised her that I would complete the job within the given time frame, my words were initially met with disbelief. I reiterated my promise and urged her to trust me.
In the end, she began to trust me, and I completed the assignment 10 days before the target deadline, sending the report to headquarters. I was the only person to meet the target well in time, and she was the only Head (in India - out of 30 centers) to do so. Appreciation came through telephone, email, and, of course, by post.
Following this incident, there was no turning back, and I developed a close professional relationship with her. She willingly offered help and support, even in my personal life, such as finding a good hospital for my children's treatment, employment for my wife, and locating good doctors for medical treatment for my brother's 2-year-old son, who was battling cancer.
Even though I am no longer working with her, she still holds affection for me and my family, always providing encouragement.
Both males and females have their strengths and weaknesses. It depends on how they perceive the issue and act accordingly.
Undoubtedly, their success also relies on their colleagues and how they lend their support.
"Male and Female, boss is always right :)"
Best wishes always,
Senthil Raj
Email: karpavi_raj@yahoo.com
From Costa Rica, San José
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It's going so well with the topic, attracting good comments and feedback.
In my 26-year career, I once worked with a female boss for about 3 years. Initially, there was not much trust in me and my capabilities. However, when a situation arose, and I promised her that I would complete the job within the given time frame, my words were initially met with disbelief. I reiterated my promise and urged her to trust me.
In the end, she began to trust me, and I completed the assignment 10 days before the target deadline, sending the report to headquarters. I was the only person to meet the target well in time, and she was the only Head (in India - out of 30 centers) to do so. Appreciation came through telephone, email, and, of course, by post.
Following this incident, there was no turning back, and I developed a close professional relationship with her. She willingly offered help and support, even in my personal life, such as finding a good hospital for my children's treatment, employment for my wife, and locating good doctors for medical treatment for my brother's 2-year-old son, who was battling cancer.
Even though I am no longer working with her, she still holds affection for me and my family, always providing encouragement.
Both males and females have their strengths and weaknesses. It depends on how they perceive the issue and act accordingly.
Undoubtedly, their success also relies on their colleagues and how they lend their support.
"Male and Female, boss is always right :)"
Best wishes always,
Senthil Raj
Email: karpavi_raj@yahoo.com
From Costa Rica, San José
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Dear Members,
Nowadays in the global scenario, the argument of whether an HR Executive is male or female, and their competency, is meaningless.
Take, for example, Ms. Indra Nooyi who has occupied the position of a top executive in an MNC, or Ms. Sonia Gandhi from India who represents one of the most influential women in the world. Many women in various fields are making significant strides. In HR, specifically, they play a crucial role in developing human resources and shaping future CEOs within organizations. Success in this area largely depends on individual caliber and mettle.
All individuals are equal in terms of birth and intelligence. Men often exhibit a transactional attitude, focusing on give-and-take in their interactions. Conversely, women tend to demonstrate a transformational attitude, emphasizing more than just transactions and seeking pleasantness through affiliation in their activities.
I hope you all agree with my opinion. Thank you for the opportunity to participate in this debate.
Regards,
Narayana Murty
From India, Visakhapatnam
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Nowadays in the global scenario, the argument of whether an HR Executive is male or female, and their competency, is meaningless.
Take, for example, Ms. Indra Nooyi who has occupied the position of a top executive in an MNC, or Ms. Sonia Gandhi from India who represents one of the most influential women in the world. Many women in various fields are making significant strides. In HR, specifically, they play a crucial role in developing human resources and shaping future CEOs within organizations. Success in this area largely depends on individual caliber and mettle.
All individuals are equal in terms of birth and intelligence. Men often exhibit a transactional attitude, focusing on give-and-take in their interactions. Conversely, women tend to demonstrate a transformational attitude, emphasizing more than just transactions and seeking pleasantness through affiliation in their activities.
I hope you all agree with my opinion. Thank you for the opportunity to participate in this debate.
Regards,
Narayana Murty
From India, Visakhapatnam
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Respected members EAST OR WEST.............PROFESSION IS THE BEST LET US STOP EVERYTHING HERE AND WORK / DISCUSS ON CONSTRUCTIVE THINGS. regards jeyaseelan.a
From India, New Delhi
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From India, New Delhi
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Hi Archana,
I have 4 years of experience in HR, and for the last 4 years, I have been working with women as bosses or colleagues. However, recently, when our department considered hiring for HR, they preferred a female candidate, stating that males are not staying with the company. Another colleague mentioned that females might excel in employee relations and attract male candidates to the organization. Both of these reasons are hard for me to accept, and I am curious to learn more about what the industry thinks about this issue. I firmly believe that organizational culture should determine the gender of the hires.
Looking at the statistics, there are more females studying HR than males. This discussion has provided many insights from various people, and I believe it is a constructive conversation. I hope to write an article for a leading HR journal based on this discussion.
Regards,
Vinay
9866254387
[URL] http://finance.groups.yahoo.com/group/HumanResourceOnLine
From India, Hyderabad
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I have 4 years of experience in HR, and for the last 4 years, I have been working with women as bosses or colleagues. However, recently, when our department considered hiring for HR, they preferred a female candidate, stating that males are not staying with the company. Another colleague mentioned that females might excel in employee relations and attract male candidates to the organization. Both of these reasons are hard for me to accept, and I am curious to learn more about what the industry thinks about this issue. I firmly believe that organizational culture should determine the gender of the hires.
Looking at the statistics, there are more females studying HR than males. This discussion has provided many insights from various people, and I believe it is a constructive conversation. I hope to write an article for a leading HR journal based on this discussion.
Regards,
Vinay
9866254387
[URL] http://finance.groups.yahoo.com/group/HumanResourceOnLine
From India, Hyderabad
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Dear Vinay,
Your observations are correct. With IT, ITES, Telecom, and retail industries growing, the service industry is set for high growth. These industries, unlike manufacturing, need HR departments, which are to serve as Internal Customer Service Departments.
In countries like Singapore, where it is a service economy, not many men prefer to be in HR. They prefer jobs in Projects, Marketing, Manufacturing, and other areas. So, you will find more females in HR there as compared to males. Gradually, India also could be moving to such a situation.
However, if you want to continue in HR, then you should choose an industry that will not undergo the same kind of transition.
Regards,
Govardhan
From India, Madras
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Your observations are correct. With IT, ITES, Telecom, and retail industries growing, the service industry is set for high growth. These industries, unlike manufacturing, need HR departments, which are to serve as Internal Customer Service Departments.
In countries like Singapore, where it is a service economy, not many men prefer to be in HR. They prefer jobs in Projects, Marketing, Manufacturing, and other areas. So, you will find more females in HR there as compared to males. Gradually, India also could be moving to such a situation.
However, if you want to continue in HR, then you should choose an industry that will not undergo the same kind of transition.
Regards,
Govardhan
From India, Madras
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HI mona
YOU ARE TRUE IN SAYING THAT WOMEN ARE ON TOP AT IT, BPO, Call Centers, Service and Software Industries.
BUT THEY ARE ONLY ONE SIDE OF COIN
OTHER SIDE IS HEAVY AND BASIC INDUSTRIES UP ON WHICH A COUNTRY’S ECONOMY STANDS,
WHEN IT COMES TO INDUSTRIAL RELATIONS AREA MEN PREFERRED
ITS NOT TO CONTRADICT BUT FOR YOUR UNDERSTANDING
REGARDS
RAGHAVA
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YOU ARE TRUE IN SAYING THAT WOMEN ARE ON TOP AT IT, BPO, Call Centers, Service and Software Industries.
BUT THEY ARE ONLY ONE SIDE OF COIN
OTHER SIDE IS HEAVY AND BASIC INDUSTRIES UP ON WHICH A COUNTRY’S ECONOMY STANDS,
WHEN IT COMES TO INDUSTRIAL RELATIONS AREA MEN PREFERRED
ITS NOT TO CONTRADICT BUT FOR YOUR UNDERSTANDING
REGARDS
RAGHAVA
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Hi friend,
I accept your opinion, but we cannot say with cent percent certainty because now in BPOs and Call Centers, most HR professionals are performing their duties well. Therefore, India stands to gain more revenue from these sectors.
By M. Meganathan (Student)
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I accept your opinion, but we cannot say with cent percent certainty because now in BPOs and Call Centers, most HR professionals are performing their duties well. Therefore, India stands to gain more revenue from these sectors.
By M. Meganathan (Student)
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Dear Readers,
It does not make much difference, or it is correct to say there is no difference if the "Human Resources" responsibility is carried out by a "Female" or a "Male". The difference could only be assessed with respect to the interest they put into understanding the ins and outs of "HR" responsibilities and duties.
So, in my opinion, whether it is a "Female" or a "Male" is not the criteria, but rather the ability of the person to handle that responsibility.
Regards,
K. Prakash
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It does not make much difference, or it is correct to say there is no difference if the "Human Resources" responsibility is carried out by a "Female" or a "Male". The difference could only be assessed with respect to the interest they put into understanding the ins and outs of "HR" responsibilities and duties.
So, in my opinion, whether it is a "Female" or a "Male" is not the criteria, but rather the ability of the person to handle that responsibility.
Regards,
K. Prakash
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Dear All,
Good Evening !
A "vision" doesn't do anyone any good if it is only in one person's head. Only when it has been absorbed and adopted by the team does its usefulness begin to emerge.
“I cannot believe that the purpose of life is to be happy. I think the purpose of life is to be useful, to be responsible, to be compassionate. It is, above all to matter, to count, to stand for something, to have made some difference that you lived at all.”
Rather discssing Who's better at HR ? Men or Women ? We should discuss about what should be the points to make a HR perfect ? Isn't ?
Dear frnds, all the fingers are not same; we have to accept this universal fact. According to me every HR should have at least the following qualities:
Eight Steps to Meeting the Challenge
Ø Identify team goals
Ø Identify team strengths and weaknesses
Ø Build enthusiasm and team spirit
Ø Train the employee
Ø Be very proactive in finding and handling problems
Ø Keep an eye out for conflicts within and between departments and
Ø Subsequently Plan ahead.
Developing Effective Environment
Ø Set a clear direction, create a vision, obtain commitment and coordinate the employee. Create an effective team climate and manage the team-building process
Ø Define the elements of vision and direction, then analyze the factors that increase/decrease your employee's effectiveness.
Finally, the most important attitude is confidence - The higher the level of confidence possessed by the HR, the more secure the business clients feel, and the more likely the employee will actually "see" themselves succeeding, even in the face of the unknown. The goal driven attitude of the HR will truly be reflected in the quality of the results.
Thanks for giving me the platform where I could share my experience and suggestions.
Best Regards,
-----------------------------------------
Piyush Bansal
I.T. Integrated Solutions Ltd.
Tel:+912256958989
Fax:+912256958912
Mob:+919822595727
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Good Evening !
A "vision" doesn't do anyone any good if it is only in one person's head. Only when it has been absorbed and adopted by the team does its usefulness begin to emerge.
“I cannot believe that the purpose of life is to be happy. I think the purpose of life is to be useful, to be responsible, to be compassionate. It is, above all to matter, to count, to stand for something, to have made some difference that you lived at all.”
Rather discssing Who's better at HR ? Men or Women ? We should discuss about what should be the points to make a HR perfect ? Isn't ?
Dear frnds, all the fingers are not same; we have to accept this universal fact. According to me every HR should have at least the following qualities:
Eight Steps to Meeting the Challenge
Ø Identify team goals
Ø Identify team strengths and weaknesses
Ø Build enthusiasm and team spirit
Ø Train the employee
Ø Be very proactive in finding and handling problems
Ø Keep an eye out for conflicts within and between departments and
Ø Subsequently Plan ahead.
Developing Effective Environment
Ø Set a clear direction, create a vision, obtain commitment and coordinate the employee. Create an effective team climate and manage the team-building process
Ø Define the elements of vision and direction, then analyze the factors that increase/decrease your employee's effectiveness.
Finally, the most important attitude is confidence - The higher the level of confidence possessed by the HR, the more secure the business clients feel, and the more likely the employee will actually "see" themselves succeeding, even in the face of the unknown. The goal driven attitude of the HR will truly be reflected in the quality of the results.
Thanks for giving me the platform where I could share my experience and suggestions.
Best Regards,
-----------------------------------------
Piyush Bansal
I.T. Integrated Solutions Ltd.
Tel:+912256958989
Fax:+912256958912
Mob:+919822595727
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Hi Sir/Madam,
I want to ask, what if the people in HR give fake certificates to get in? I am working as a Software Engineer at Oracle in Bangalore. I would like to inform you about a person who has presented a fake 2-year experience certificate in Java to join Oracle Bangalore, India, as a Technical Consultant. To my knowledge, the employee's name is Miss Sreepriya Venugopal, who has already received an offer letter to join Oracle on 12th September with a fake certificate from a company named Quartesect in Bangalore. There is no such registered company in Bangalore. I do not wish to report this directly. I advise you to conduct a thorough verification process when you recruit people, especially when individuals like me are struggling to find a job. Please take the necessary action. If you are not the appropriate person to receive this information, please email me the relevant phone number or email ID.
Thanks and Regards,
Rajeev Raj
From India, Mumbai
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I want to ask, what if the people in HR give fake certificates to get in? I am working as a Software Engineer at Oracle in Bangalore. I would like to inform you about a person who has presented a fake 2-year experience certificate in Java to join Oracle Bangalore, India, as a Technical Consultant. To my knowledge, the employee's name is Miss Sreepriya Venugopal, who has already received an offer letter to join Oracle on 12th September with a fake certificate from a company named Quartesect in Bangalore. There is no such registered company in Bangalore. I do not wish to report this directly. I advise you to conduct a thorough verification process when you recruit people, especially when individuals like me are struggling to find a job. Please take the necessary action. If you are not the appropriate person to receive this information, please email me the relevant phone number or email ID.
Thanks and Regards,
Rajeev Raj
From India, Mumbai
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Ah, I love this debate. I've had this debate with so many people, and I'm not tired yet—of winning, that is. I have a valid reason. I don't know if someone has mentioned this before or not, but here it goes.
Women, as made by God, are for nurturing. Look around, look at the past. If women were not liberated, women would be at home knitting, sewing, cooking, and many other things. But guess what, they got liberated. They realized that there was more to life than their house, market, and child's school.
You can say the frog turned into businesswomen. In case you don't know what I'm saying, it's said that the frog lives in a pond and thinks that there is nothing on earth except the pond—never mind if you still don't get it.
And obviously, among other professions, HR is one such profession where we fit well. Think about it. Isn't HR all about caring for your employees? At least to an extent, if you want them to stay. Solving grievances comes easy to us. We can't help it; we are made this way. 😉
From India, Mumbai
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Women, as made by God, are for nurturing. Look around, look at the past. If women were not liberated, women would be at home knitting, sewing, cooking, and many other things. But guess what, they got liberated. They realized that there was more to life than their house, market, and child's school.
You can say the frog turned into businesswomen. In case you don't know what I'm saying, it's said that the frog lives in a pond and thinks that there is nothing on earth except the pond—never mind if you still don't get it.
And obviously, among other professions, HR is one such profession where we fit well. Think about it. Isn't HR all about caring for your employees? At least to an extent, if you want them to stay. Solving grievances comes easy to us. We can't help it; we are made this way. 😉
From India, Mumbai
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Interesting discussion! Well, I faced the same situations a couple of days back. My boss asked me to get resumes for a senior HR position in the company. Of all the resumes I took, he shortlisted only the male candidates and rejected the female candidates, saying that they will not be able to bear the pressure of the job. I came out of his cabin fuming and ranting and had the impression that I may not be able to rise high in my field solely because of this reason. The proverbial glass ceiling was visible to me.
But after hearing so many views on the topic, I feel it may be circumstance-based. In certain work conditions, it may be preferable to have men or women specifically at this critical position.
Regards,
Nupur
From India, Hyderabad
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But after hearing so many views on the topic, I feel it may be circumstance-based. In certain work conditions, it may be preferable to have men or women specifically at this critical position.
Regards,
Nupur
From India, Hyderabad
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Hi Sunayana,
Today's HR is not only about caring but different and complex human dynamics. The world of caring HR is gone when you have 1000+ employees. Are you in a position to care for everyone? No, so it's only a perception that being in HR means you need to be caring. If I am wrong, please correct me.
Regards,
Vinay
98666254387
From India, Hyderabad
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Today's HR is not only about caring but different and complex human dynamics. The world of caring HR is gone when you have 1000+ employees. Are you in a position to care for everyone? No, so it's only a perception that being in HR means you need to be caring. If I am wrong, please correct me.
Regards,
Vinay
98666254387
From India, Hyderabad
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Hi Sunayana,
Today's HR is not only about caring but different and complex human dynamics. The world of caring HR is gone when you have 1000+ employees. Are you in a position to care for everyone? No, so it's only a perception that being in HR means you need to be caring.
If I am wrong, please correct me.
Ok, I'll try. Tell me, have you heard about NLP? Aren't women better at it than men? Can you name some dynamics that you think men are better at? I've seen women better at IR too, so don't give me that. My boss's friend was a strong person. She could speak to anyone, loud and clear. She is total IR material. She can speak to any union member, leader, and negotiate. I know this aspect is usually used as a shield, but there are women who are good at it too.
Regards,
Sunayna
I'm loving this debate!!!
From India, Mumbai
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Today's HR is not only about caring but different and complex human dynamics. The world of caring HR is gone when you have 1000+ employees. Are you in a position to care for everyone? No, so it's only a perception that being in HR means you need to be caring.
If I am wrong, please correct me.
Ok, I'll try. Tell me, have you heard about NLP? Aren't women better at it than men? Can you name some dynamics that you think men are better at? I've seen women better at IR too, so don't give me that. My boss's friend was a strong person. She could speak to anyone, loud and clear. She is total IR material. She can speak to any union member, leader, and negotiate. I know this aspect is usually used as a shield, but there are women who are good at it too.
Regards,
Sunayna
I'm loving this debate!!!
From India, Mumbai
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Hi,
I don't believe this topic has attracted so much argument from where I stand. HR, like any other profession, is about competency and not about gender. Until a few years back, all professions were male-dominated, and hence, to this date, the ratio in almost all professions is bent towards males, be it sales, marketing, finance, doctors, engineers, project development, etc.
So, what are we saying here? Simply because currently there are more women in HR, HR is suitable for women? Well, check the ratio; all top positions in HR are taken by men. Why is that? If women are more "sympathetic," is business about that? I don't think so, and I don't think women are so-called preferred for that reason either.
Correct me if I'm wrong, but professionalism is or should be the basis of selecting someone for a position, no matter the profession.
Regards,
Puja
From India, Guwahati
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I don't believe this topic has attracted so much argument from where I stand. HR, like any other profession, is about competency and not about gender. Until a few years back, all professions were male-dominated, and hence, to this date, the ratio in almost all professions is bent towards males, be it sales, marketing, finance, doctors, engineers, project development, etc.
So, what are we saying here? Simply because currently there are more women in HR, HR is suitable for women? Well, check the ratio; all top positions in HR are taken by men. Why is that? If women are more "sympathetic," is business about that? I don't think so, and I don't think women are so-called preferred for that reason either.
Correct me if I'm wrong, but professionalism is or should be the basis of selecting someone for a position, no matter the profession.
Regards,
Puja
From India, Guwahati
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Hi,
I believe what is important is to understand gender communication and manage expectations. Check out the story of Liz Altman, VP at Motorola.
Liz Altman spent a year at Sony's camcorder factory in rural Japan. She was a victim of both estrangement and sexism in this place. The Japanese culture, which emphasizes group performance rather than individual performance, was a shock to her. She was the only female engineer in the plant and did not find acceptance among her male counterparts. She was welcomed by women. While spending time with women, she observed what the men did during breaks.
Altman noticed that some men spent the breaks reading magazines, and she was determined to do the same. Some went mountain biking. When she wanted to buy a mountain bike, she approached them. That is how her association with the male employees in the plant started. Slowly, the men started seeing her as a free agent who was comfortable spending time with women as well as men. Also, the department secretary, who was the wife of an engineer working in the plant, made it a point to invite Altman to all the social occasions. These occasions also offered her opportunities to interact with other engineers.
After going through this testing experience, Altman had a clear understanding of her strengths and capabilities and was ready to face difficult situations. In the year she spent at this plant, she learned how to observe closely and how to avoid jumping to conclusions based on cultural/sexist assumptions.
Adapted from Warren G. Bennis, Robert J. Thomas, "Crucibles of Leadership," Harvard Business Review, Sep. 2002, Vol. 80, Issue 9.
I believe this is self-explanatory. Hope you all enjoyed reading.
DK
From India, Mangaluru
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I believe what is important is to understand gender communication and manage expectations. Check out the story of Liz Altman, VP at Motorola.
Liz Altman spent a year at Sony's camcorder factory in rural Japan. She was a victim of both estrangement and sexism in this place. The Japanese culture, which emphasizes group performance rather than individual performance, was a shock to her. She was the only female engineer in the plant and did not find acceptance among her male counterparts. She was welcomed by women. While spending time with women, she observed what the men did during breaks.
Altman noticed that some men spent the breaks reading magazines, and she was determined to do the same. Some went mountain biking. When she wanted to buy a mountain bike, she approached them. That is how her association with the male employees in the plant started. Slowly, the men started seeing her as a free agent who was comfortable spending time with women as well as men. Also, the department secretary, who was the wife of an engineer working in the plant, made it a point to invite Altman to all the social occasions. These occasions also offered her opportunities to interact with other engineers.
After going through this testing experience, Altman had a clear understanding of her strengths and capabilities and was ready to face difficult situations. In the year she spent at this plant, she learned how to observe closely and how to avoid jumping to conclusions based on cultural/sexist assumptions.
Adapted from Warren G. Bennis, Robert J. Thomas, "Crucibles of Leadership," Harvard Business Review, Sep. 2002, Vol. 80, Issue 9.
I believe this is self-explanatory. Hope you all enjoyed reading.
DK
From India, Mangaluru
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in my opinion Hr deptt Becomes more political with an entry of women and males dislike politics because once females ruin the mind there is no cure to it
From India, Delhi
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From India, Delhi
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Dear Vinay Garu,
Regarding your question, I would like to say that both male and female executives are performing well in the HR field based on their activities in my company. Any company can achieve good results through employee satisfaction and performance without complaints, regardless of whether the executives are male or female. There is no difference in the quality of their work; they both handle tasks at various levels effectively. The outcome also depends on their activeness, speed in decision-making, cooperation from subordinates, and other factors, as well as on the employer's perception.
Regards,
A. K. Bandi
From Brazil,
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Regarding your question, I would like to say that both male and female executives are performing well in the HR field based on their activities in my company. Any company can achieve good results through employee satisfaction and performance without complaints, regardless of whether the executives are male or female. There is no difference in the quality of their work; they both handle tasks at various levels effectively. The outcome also depends on their activeness, speed in decision-making, cooperation from subordinates, and other factors, as well as on the employer's perception.
Regards,
A. K. Bandi
From Brazil,
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HR qualities cannot be determined by gender. It depends on how well a person can understand human emotions and behavior. HR is not gender-specific, so we can't decide who is better, men or women. It totally depends on individual qualities.
From India, Thana
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From India, Thana
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Forget about gender This field is for profesisonals who want to make their people competent as per the needs of external environment. Regards Hitesh
From India, New Delhi
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From India, New Delhi
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Such a topic shouldn't be raised. It's offending to both the male and female fraternity. We are living in an era of equality. Meritocracy should prevail. That is what is important.
Amit
Punj Lloyd Ltd
From India, Gurgaon
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Amit
Punj Lloyd Ltd
From India, Gurgaon
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Hi frends
The topic is nice and the arguments presented are even nicer. I saw most of the people who presented their thoughts are neutral saying that gender doesn’t matter what matter is competencies. Well friends lets get real and stop being diplomatic and let’s understand the question first. The question is who is better Male or Female. No one ever said a female/male without competencies will be a better HR what it means is that two individual with same level of competencies who will perform better? Am I right vinay?
Now here I quote an article on this subject matter, Happy Reading:
How Real Women Get Ahead: The Woman's Advantage at Work
Forget what you’ve heard about “being one of the boys,” “having it all,” and “going for the jugular.” Here is how real women get ahead.
Get In Line
According to Catalyst’s 2002 Census of Women Corporate Officers and Top Earners, women fill less than ten percent of line positions held by corporate officers and just 5.2 percent of top earners at Fortune 500 companies are women. Is there a correlation? Absolutely. Half of women executives and sixty-eight percent of CEOs say that lack of significant line experience “holds women back” (Catalyst, Women in U.S. Corporate Leadership, 2003).
Knowing that line experience is critical, get prepared. Study financial management, become an expert in a functional area such as strategic planning, manufacturing, marketing or sales, serve on a nonprofit or advisory board and, the minute the opportunity arises, take a position with profit and loss responsibility.
When Margaret Morford, 50, of Brentwood, Tennessee, was Vice President of Human Resources for a large distribution company, she recalls, “I took the same finance for non-financial managers course three times until I got it. I used that financial knowledge to demonstrate Human Resources’ impact to the bottom line. Once I started speaking in numbers, the senior managers in my peer group began to view Human Resources as a business partner rather than as an administrative drain on revenues.”
Remember Who You Are
In 2005, The Center for Work/Life Policy asked women what they want in the workplace. Seventy-nine percent of women said “the freedom to be myself at work.” Ask a man if he desires to “be himself at work,” and you will probably get the same glassy stare I got when I asked my husband that question. But when I asked women leaders, I heard stories like the one my friend, Pam Judd, age 53, shared.
Shortly after she began working for Levi’s, Pam was advised by her boss and peers that if she wanted to get ahead, she shouldn’t be so nice. The essential Pam is a very nice person – caring, empathetic, someone who remembers every event in her friends’ and family’s lives with a card or a phone call. Pam ignored that early advice, made the decision to be herself, and stayed the course. Now, 33 years later, she is a sales director, one of the top female leaders in her company, and still nice.
Communicate Superbly
Almost fifty percent of women executives cite “developing a style with which male managers are comfortable” as critical to success (Catalyst, Women in U.S. Corporate Leadership, 2003).
Dr. Pat Heim, author of Invisible Rules: Men, Women and Teams, writes, “women often use hedges, disclaimers and tag questions in their speech to involve the other person and maintain the all-important relationship in female culture. When men hear this, they incorrectly assume a woman either does not know what she is talking about, or that she is insecure about her ideas.”
Lisa Steiner, age 46, Vice President, Brown-Forman Corporation, Louisville, Kentucky, says, “In my experience, women who regularly ask for advice and are tentative are viewed as needy – not the best perception if your goal is to reach the top.” Steiner adds, “It has taken me years to refine my decision-making skills but now I have learned not to second guess myself.”
Regards
Rima
From India, Madras
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The topic is nice and the arguments presented are even nicer. I saw most of the people who presented their thoughts are neutral saying that gender doesn’t matter what matter is competencies. Well friends lets get real and stop being diplomatic and let’s understand the question first. The question is who is better Male or Female. No one ever said a female/male without competencies will be a better HR what it means is that two individual with same level of competencies who will perform better? Am I right vinay?
Now here I quote an article on this subject matter, Happy Reading:
How Real Women Get Ahead: The Woman's Advantage at Work
Forget what you’ve heard about “being one of the boys,” “having it all,” and “going for the jugular.” Here is how real women get ahead.
Get In Line
According to Catalyst’s 2002 Census of Women Corporate Officers and Top Earners, women fill less than ten percent of line positions held by corporate officers and just 5.2 percent of top earners at Fortune 500 companies are women. Is there a correlation? Absolutely. Half of women executives and sixty-eight percent of CEOs say that lack of significant line experience “holds women back” (Catalyst, Women in U.S. Corporate Leadership, 2003).
Knowing that line experience is critical, get prepared. Study financial management, become an expert in a functional area such as strategic planning, manufacturing, marketing or sales, serve on a nonprofit or advisory board and, the minute the opportunity arises, take a position with profit and loss responsibility.
When Margaret Morford, 50, of Brentwood, Tennessee, was Vice President of Human Resources for a large distribution company, she recalls, “I took the same finance for non-financial managers course three times until I got it. I used that financial knowledge to demonstrate Human Resources’ impact to the bottom line. Once I started speaking in numbers, the senior managers in my peer group began to view Human Resources as a business partner rather than as an administrative drain on revenues.”
Remember Who You Are
In 2005, The Center for Work/Life Policy asked women what they want in the workplace. Seventy-nine percent of women said “the freedom to be myself at work.” Ask a man if he desires to “be himself at work,” and you will probably get the same glassy stare I got when I asked my husband that question. But when I asked women leaders, I heard stories like the one my friend, Pam Judd, age 53, shared.
Shortly after she began working for Levi’s, Pam was advised by her boss and peers that if she wanted to get ahead, she shouldn’t be so nice. The essential Pam is a very nice person – caring, empathetic, someone who remembers every event in her friends’ and family’s lives with a card or a phone call. Pam ignored that early advice, made the decision to be herself, and stayed the course. Now, 33 years later, she is a sales director, one of the top female leaders in her company, and still nice.
Communicate Superbly
Almost fifty percent of women executives cite “developing a style with which male managers are comfortable” as critical to success (Catalyst, Women in U.S. Corporate Leadership, 2003).
Dr. Pat Heim, author of Invisible Rules: Men, Women and Teams, writes, “women often use hedges, disclaimers and tag questions in their speech to involve the other person and maintain the all-important relationship in female culture. When men hear this, they incorrectly assume a woman either does not know what she is talking about, or that she is insecure about her ideas.”
Lisa Steiner, age 46, Vice President, Brown-Forman Corporation, Louisville, Kentucky, says, “In my experience, women who regularly ask for advice and are tentative are viewed as needy – not the best perception if your goal is to reach the top.” Steiner adds, “It has taken me years to refine my decision-making skills but now I have learned not to second guess myself.”
Regards
Rima
From India, Madras
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Hello,
It'll be absolutely foolish to compare between two opposite sexes in any field, particularly managerial activities. Both men and women have different personalities in their respective fields. In the present context, women communities have outnumbered men in almost all the departments, but that doesn't mean a woman should be treated as equal as a man. There are definitely some psychological factors responsible for creating such differentiation between two opposite sexes. In my foresight, if we look forward to another 100/200 years, we may still have a male-dominated society. Actually, both men and women are indispensable for each other. Therefore, the word "dominate" shouldn't be misrepresented. As far as managerial ability is concerned, it all depends on anyone's individual calibers/efficiencies. A successful manager is a successful captain of the team. Being a captain, he/she has to expose his/her leadership qualities to gain the confidence of other players playing under him/her. It's not at all a one-man show; rather, this is a team effort. Only successful leadership is the main criterion to exhibit someone's successful managerial efficiency. Finally, we all should arrive at a conclusion that only successful leadership will lead to a successful HR manager (be he/she) as leadership skills are possessed by both men and women. So we shouldn't differentiate between two opposite sexes.
[Biswajit Pani]
E-mail Id.:
From India, Bhubaneswar
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It'll be absolutely foolish to compare between two opposite sexes in any field, particularly managerial activities. Both men and women have different personalities in their respective fields. In the present context, women communities have outnumbered men in almost all the departments, but that doesn't mean a woman should be treated as equal as a man. There are definitely some psychological factors responsible for creating such differentiation between two opposite sexes. In my foresight, if we look forward to another 100/200 years, we may still have a male-dominated society. Actually, both men and women are indispensable for each other. Therefore, the word "dominate" shouldn't be misrepresented. As far as managerial ability is concerned, it all depends on anyone's individual calibers/efficiencies. A successful manager is a successful captain of the team. Being a captain, he/she has to expose his/her leadership qualities to gain the confidence of other players playing under him/her. It's not at all a one-man show; rather, this is a team effort. Only successful leadership is the main criterion to exhibit someone's successful managerial efficiency. Finally, we all should arrive at a conclusion that only successful leadership will lead to a successful HR manager (be he/she) as leadership skills are possessed by both men and women. So we shouldn't differentiate between two opposite sexes.
[Biswajit Pani]
E-mail Id.:
From India, Bhubaneswar
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I agree with what Mona says. Women are more empathetic, patient, and willing to listen to others' problems. Men are normally short-tempered (sorry, guys) and want a quick-fix solution for all problems, which does not always work.
From India, Khopoli
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From India, Khopoli
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Dear Friends,
Very interesting topic. I read all the versions, and most of the comments are just A CAT ON THE WALL. My view is that women are very much useful in Office Administrative works. Regarding IT Industries, most of the jobs are recruitment, training, general office administration, etc. If you go to any manufacturing process industries where the working-class people and contract workers are working and where union matters are involved, the women HR professionals may not mingle because of the situations as such.
Regards,
8) PBS KUMAR
From India, Kakinada
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Very interesting topic. I read all the versions, and most of the comments are just A CAT ON THE WALL. My view is that women are very much useful in Office Administrative works. Regarding IT Industries, most of the jobs are recruitment, training, general office administration, etc. If you go to any manufacturing process industries where the working-class people and contract workers are working and where union matters are involved, the women HR professionals may not mingle because of the situations as such.
Regards,
8) PBS KUMAR
From India, Kakinada
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Women in HR always get sympathy and a soft corner from management and the boss. However, they do not perform better in sections like IR and ADMN due to some limitations.
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Hey..... Anyone know this guy named rajeev raj who posted some ridiculous matter against oracle HR’s ? cheers felix
From India, New Delhi
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From India, New Delhi
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Dear Mr. Vinay Kumar,
Firstly, I am wondering from where this question has arisen? What are your expectations from the question you have raised? Is it going to be helpful to you from an organizational point of view? If yes, how have you been carrying out your duties/job till now? What has your company achieved till now if the question is not clear to any of your officials, especially HR?
Anyway, just to answer the question, I would like to say it just becomes a matter of how the Senior Management people feel about the job, the work responsibilities to be carried out, the posting location, amount of travel involved, etc.
Let's not take the topic personally just as some of our other member friends have done. Let's go by the past trend:
Traditionally, if you observe any manufacturing unit, you will find more males overall and in HR as well. This is primarily because statutory compliances, union matters, production rounds, etc., were being carried out by Male HR. As such, there were not many females working till the 1990s.
In contrast, software companies were set up in the late 1990s when liberalization took place rapidly. Add to that, women really have excelled with professional qualifications, etc., and have begun their careers in a big way.
Thus, it all depends on how your employer looks at the opening. That's precisely why we have a Job Specification, right?
Regards,
Shaunak Marulkar
09423877450
From India, Mumbai
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Firstly, I am wondering from where this question has arisen? What are your expectations from the question you have raised? Is it going to be helpful to you from an organizational point of view? If yes, how have you been carrying out your duties/job till now? What has your company achieved till now if the question is not clear to any of your officials, especially HR?
Anyway, just to answer the question, I would like to say it just becomes a matter of how the Senior Management people feel about the job, the work responsibilities to be carried out, the posting location, amount of travel involved, etc.
Let's not take the topic personally just as some of our other member friends have done. Let's go by the past trend:
Traditionally, if you observe any manufacturing unit, you will find more males overall and in HR as well. This is primarily because statutory compliances, union matters, production rounds, etc., were being carried out by Male HR. As such, there were not many females working till the 1990s.
In contrast, software companies were set up in the late 1990s when liberalization took place rapidly. Add to that, women really have excelled with professional qualifications, etc., and have begun their careers in a big way.
Thus, it all depends on how your employer looks at the opening. That's precisely why we have a Job Specification, right?
Regards,
Shaunak Marulkar
09423877450
From India, Mumbai
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Dear Sender,
There is no distinction between male or female in terms of who should be appointed or who is the best candidate. The question is irrelevant. Depending on the culture, environment, and type of organization, appointments can be made. If there is frequent labor unrest and an uncontrollable situation, male candidates may be considered.
L. Kumar
From India, Madras
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There is no distinction between male or female in terms of who should be appointed or who is the best candidate. The question is irrelevant. Depending on the culture, environment, and type of organization, appointments can be made. If there is frequent labor unrest and an uncontrollable situation, male candidates may be considered.
L. Kumar
From India, Madras
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Hi all,
I take the courage to speak the truth.
It's since the time we got MNC's entering in India and we, in order to show the West, started hiring females.
Take the example of hotels, BPOs, IT, etc. Most of the HR are females because they started speaking and adopting UK and US culture and started to live and think their way. They like females to be around as it gives their bosses pleasure and gets work done. Males in the office are hardworking but generally are dumb because they have a fear of revolt from their fellow colleagues due to the females.
On the contrary, females are bold enough to play tricks as they know that males can easily be fooled by the laws of attraction.
It has become a custom now to hire females for Front Office, Secretary, HR, Admin, Housekeeping, retail stores as they directly come in contact with males who do all the dirty and tiring jobs like all Engineers (except IT), Sales Executives in Insurance, Chefs, Waiters, Security, Manufacturing companies, etc.
Hiring females is a strategy first and then a need; otherwise, unlike other countries, we would also have actual gender equality.
Female personnel are hired for pleasure and to handle males using the laws of attraction.
From India, Mumbai
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I take the courage to speak the truth.
It's since the time we got MNC's entering in India and we, in order to show the West, started hiring females.
Take the example of hotels, BPOs, IT, etc. Most of the HR are females because they started speaking and adopting UK and US culture and started to live and think their way. They like females to be around as it gives their bosses pleasure and gets work done. Males in the office are hardworking but generally are dumb because they have a fear of revolt from their fellow colleagues due to the females.
On the contrary, females are bold enough to play tricks as they know that males can easily be fooled by the laws of attraction.
It has become a custom now to hire females for Front Office, Secretary, HR, Admin, Housekeeping, retail stores as they directly come in contact with males who do all the dirty and tiring jobs like all Engineers (except IT), Sales Executives in Insurance, Chefs, Waiters, Security, Manufacturing companies, etc.
Hiring females is a strategy first and then a need; otherwise, unlike other countries, we would also have actual gender equality.
Female personnel are hired for pleasure and to handle males using the laws of attraction.
From India, Mumbai
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