I would request all HR pundits to kindly shed some light on this topic.
I am a first-year MBA HR student currently in my summer term. I would like to know what it takes to be a successful HR professional. What are the expectations from an HR professional, and how is performance measured and benchmarked? I would really appreciate it if you could provide some insights and valuable information on this. Thank you all.
From India, Khopoli
Acknowledge(0)
Amend(0)
6I am a first-year MBA HR student currently in my summer term. I would like to know what it takes to be a successful HR professional. What are the expectations from an HR professional, and how is performance measured and benchmarked? I would really appreciate it if you could provide some insights and valuable information on this. Thank you all.
From India, Khopoli
Acknowledge(0)Amend(0)
Hi Khyat,
As far as my knowledge goes to be a successful HR:
1. You need to be an extrovert, dude - trust me, even I'm not one - and I know I will have to work on it.
2. You need to be good with people - no matter what.
3. You need to build an image such that people can approach you; I mean you should be easily accessible, dude.
4. One requirement, which I don't know if it's important or not, but trust me, most of the people I have seen (I'm talking about people who have excelled in HR) are good at telling stories.
That's it for now, dude. Enjoy your internship!
From India
Acknowledge(0)Amend(0)
As far as my knowledge goes to be a successful HR:
1. You need to be an extrovert, dude - trust me, even I'm not one - and I know I will have to work on it.
2. You need to be good with people - no matter what.
3. You need to build an image such that people can approach you; I mean you should be easily accessible, dude.
4. One requirement, which I don't know if it's important or not, but trust me, most of the people I have seen (I'm talking about people who have excelled in HR) are good at telling stories.
That's it for now, dude. Enjoy your internship!
From India
Acknowledge(0)Amend(0)
Hi, Khyati,
I believe that to be very successful in HR, it requires you to work sincerely for the growth of the employees in the company. Gone are the days when people used to work in HR simply because they enjoyed interacting with others. It is now the time when you must have a genuine passion for developing people.
Regards,
Hitesh
From India, New Delhi
Acknowledge(0)Amend(0)
I believe that to be very successful in HR, it requires you to work sincerely for the growth of the employees in the company. Gone are the days when people used to work in HR simply because they enjoyed interacting with others. It is now the time when you must have a genuine passion for developing people.
Regards,
Hitesh
From India, New Delhi
Acknowledge(0)Amend(0)
Hi,
A very relevant question from a budding HR professional. My points in the order of their perceived importance are as follows:
1. A Flair for People: It is said that the outcome becomes irrelevant to a large extent if the intentions are noble. Internal customer advocacy is something that differentiates a good HR professional from the average ones. Whichever organization one is working with, the role of HR always remains that of a caretaker and the custodian of the 'soul of the organization.' Most organizations are striving to become the 'employer of choice.' This means that there is a strong need for people who can take care of others. If you really want a clear USP for yourself in this profession, you will strive to gain the acceptance of your internal customers before anything else.
2. Conceptual Knowledge: You need to have in-depth conceptual knowledge. This gives you a lot of credibility in front of your internal and external customers. It's sad to notice that most people on the delivery side have come to perceive HR as a non-technical 'thin-air' profession. It's up to us to change that image and come across as experts in our domain on all platforms.
3. Result Orientation: By virtue of being a 'support' function, business always has dependencies on HR. The demonstration of result-orientation whenever it is called for helps strengthen our image in front of stakeholders.
4. Communication: Last but not least, having strong communication capability is an absolute must for any HR professional. This is required not just for excelling but for survival.
Hope this is of some help.
Warm Regards,
Ambarish
From India
Acknowledge(0)Amend(0)
A very relevant question from a budding HR professional. My points in the order of their perceived importance are as follows:
1. A Flair for People: It is said that the outcome becomes irrelevant to a large extent if the intentions are noble. Internal customer advocacy is something that differentiates a good HR professional from the average ones. Whichever organization one is working with, the role of HR always remains that of a caretaker and the custodian of the 'soul of the organization.' Most organizations are striving to become the 'employer of choice.' This means that there is a strong need for people who can take care of others. If you really want a clear USP for yourself in this profession, you will strive to gain the acceptance of your internal customers before anything else.
2. Conceptual Knowledge: You need to have in-depth conceptual knowledge. This gives you a lot of credibility in front of your internal and external customers. It's sad to notice that most people on the delivery side have come to perceive HR as a non-technical 'thin-air' profession. It's up to us to change that image and come across as experts in our domain on all platforms.
3. Result Orientation: By virtue of being a 'support' function, business always has dependencies on HR. The demonstration of result-orientation whenever it is called for helps strengthen our image in front of stakeholders.
4. Communication: Last but not least, having strong communication capability is an absolute must for any HR professional. This is required not just for excelling but for survival.
Hope this is of some help.
Warm Regards,
Ambarish
From India
Acknowledge(0)Amend(0)
Hi,
A very relevant question from a budding HR professional. My points, in the order of their perceived importance, are as follows:
1. A flair for People: It is said that the outcome becomes irrelevant to a large extent if the intentions are noble. Internal customer advocacy is something that differentiates a good HR professional from the average ones. Whichever organization one is working with, the role of HR always remains that of a caretaker and the custodian of the 'soul of the organization'. Most organizations are striving to become the 'employer of choice'. This means that there is a strong need for people who can take care of people. If you really want a clear USP for yourself in this profession, you will strive to gain the acceptance of your internal customers before anything else.
2. Conceptual Knowledge: You need to have in-depth conceptual knowledge. This gives you a lot of credibility in front of your internal and external customers. It's sad to notice that most people on the delivery side have come to perceive HR as a non-technical 'thin-air' profession. It's up to us to change that image and come across as experts in our domain at all platforms.
3. Result-Orientation: By virtue of being a 'support' function, business always has dependencies on HR. The demonstration of result-orientation whenever it is called for helps strengthen our image in front of the stakeholders.
4. Communication: Last but not least, having strong communication capability is an absolute must for any HR professional. This is required not just for excelling but for survival.
Attached is a document with the required competencies for HR. Hope this is of some help.
Warm Regards,
Ambarish
From India
Acknowledge(0)Amend(0)
A very relevant question from a budding HR professional. My points, in the order of their perceived importance, are as follows:
1. A flair for People: It is said that the outcome becomes irrelevant to a large extent if the intentions are noble. Internal customer advocacy is something that differentiates a good HR professional from the average ones. Whichever organization one is working with, the role of HR always remains that of a caretaker and the custodian of the 'soul of the organization'. Most organizations are striving to become the 'employer of choice'. This means that there is a strong need for people who can take care of people. If you really want a clear USP for yourself in this profession, you will strive to gain the acceptance of your internal customers before anything else.
2. Conceptual Knowledge: You need to have in-depth conceptual knowledge. This gives you a lot of credibility in front of your internal and external customers. It's sad to notice that most people on the delivery side have come to perceive HR as a non-technical 'thin-air' profession. It's up to us to change that image and come across as experts in our domain at all platforms.
3. Result-Orientation: By virtue of being a 'support' function, business always has dependencies on HR. The demonstration of result-orientation whenever it is called for helps strengthen our image in front of the stakeholders.
4. Communication: Last but not least, having strong communication capability is an absolute must for any HR professional. This is required not just for excelling but for survival.
Attached is a document with the required competencies for HR. Hope this is of some help.
Warm Regards,
Ambarish
From India
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
New Competencies for HR.doc
Personality Development - HR Lesson.pps