Hi all HR leaders,
Please share your thoughts on the following.
Lawyers are experts in labor laws. HR turns to lawyers in case of any dispute. Psychologists/Sociologists are experts in the study of individual/group dynamics. HR seeks their advice for the implementation of any policy. Are HR professionals highly paid clerks? If there is no company/organization system, what skills does an HR professional have to survive?
After nearly 9 years of experience in this field, I am constantly having the above feeling. What exactly does HR do? What skills should we possess so that the industry depends on us, and not the other way around? I often feel that we are "jacks of all trades and masters of none."
Regards,
From India, Mumbai
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9Please share your thoughts on the following.
Lawyers are experts in labor laws. HR turns to lawyers in case of any dispute. Psychologists/Sociologists are experts in the study of individual/group dynamics. HR seeks their advice for the implementation of any policy. Are HR professionals highly paid clerks? If there is no company/organization system, what skills does an HR professional have to survive?
After nearly 9 years of experience in this field, I am constantly having the above feeling. What exactly does HR do? What skills should we possess so that the industry depends on us, and not the other way around? I often feel that we are "jacks of all trades and masters of none."
Regards,
From India, Mumbai
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Dear Professional,
We could understand your agony. But it's pathetic to see such a Senior HR facing this trouble; I thought it was only limited to mid-level HR executives.
In some blog I read, HR is a puppet in between Top-Level Management and employees; in one way, that is true :(
The most important quality of a Human Resources Executive is to be patient in all situations and keep upgrading your technical and personal skills from time to time to excel in your career.
Right from budgeting, hiring, training, project allocation, appraisals, performance management, policy development, implementation, claims processing, joining to exit formalities, leaves management, attendance, discussions, disputes between employees and the company, code of conduct, employee relations, etc., etc. - from A to Z, an HR professional will facilitate both the employees and the management for a smooth workflow and transition.
It is seriously difficult for any office to be managed without HR. The only constraint is that the HR department is not a direct revenue-generating department for the company; we are just providing support for everyone to make things right on both ends from time to time. This may be the reason why most companies treat HR like a highly paid clerk.
Even when it comes to salaries, raises, and promotions, HR is always given less priority or the last place - it is a bitter truth.
But please don't lose your self-confidence because of all these. Keep moving forward; definitely, at some point, you will find the right opportunity for the skills and knowledge you have acquired. So move on and be happy.
From India
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We could understand your agony. But it's pathetic to see such a Senior HR facing this trouble; I thought it was only limited to mid-level HR executives.
In some blog I read, HR is a puppet in between Top-Level Management and employees; in one way, that is true :(
The most important quality of a Human Resources Executive is to be patient in all situations and keep upgrading your technical and personal skills from time to time to excel in your career.
Right from budgeting, hiring, training, project allocation, appraisals, performance management, policy development, implementation, claims processing, joining to exit formalities, leaves management, attendance, discussions, disputes between employees and the company, code of conduct, employee relations, etc., etc. - from A to Z, an HR professional will facilitate both the employees and the management for a smooth workflow and transition.
It is seriously difficult for any office to be managed without HR. The only constraint is that the HR department is not a direct revenue-generating department for the company; we are just providing support for everyone to make things right on both ends from time to time. This may be the reason why most companies treat HR like a highly paid clerk.
Even when it comes to salaries, raises, and promotions, HR is always given less priority or the last place - it is a bitter truth.
But please don't lose your self-confidence because of all these. Keep moving forward; definitely, at some point, you will find the right opportunity for the skills and knowledge you have acquired. So move on and be happy.
From India
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Dear Bhargavi,
Thank you for the comments you have posted. My question is: why can HR not be created as a profession with saleable skills in the market, i.e., a domain that can be understood by professionals? For example, consider CAs and Engineers. Their skills are irreplaceable in their respective trades or functions. However, generally, HR functionaries can be replaced with other trades.
My question is: why have universities created courses that lack domain expertise in a specific field? Why do we continue to produce students of this nature in the market?
Regards
From India, Mumbai
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Thank you for the comments you have posted. My question is: why can HR not be created as a profession with saleable skills in the market, i.e., a domain that can be understood by professionals? For example, consider CAs and Engineers. Their skills are irreplaceable in their respective trades or functions. However, generally, HR functionaries can be replaced with other trades.
My question is: why have universities created courses that lack domain expertise in a specific field? Why do we continue to produce students of this nature in the market?
Regards
From India, Mumbai
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Hi,
The non-competency of the HR to adapt themselves to the industry they work in and the excuses given for not updating their knowledge make HR as a profession seem stagnant.
There are very few HR professionals who strive to update their knowledge regarding the laws that govern their industry. These laws are fundamental, yet I have observed senior HR individuals stating that they won't pursue further education if the company does not sponsor it. This is not the case for professions like Chartered Accountants or Lawyers, who rely on their expertise in their respective domains. Unfortunately, many HR professionals have been negligent in expanding their knowledge base. What prevents us from delving into legal regulations, studying them, and understanding how they affect our work? While we may sometimes require legal assistance for court cases, how many HR professionals have attempted to navigate legal matters independently?
Why are we content with excelling only in people management? Leadership qualities can encompass effective people management, so why do we not position ourselves as problem solvers? Why do we not actively engage in the day-to-day operations of the company?
Given these shortcomings, HR will continue to be perceived as mere jesters.
In my view, we should enhance our knowledge base and then assert our expertise. We should aim to be solution providers rather than merely seeking solutions.
Regards,
Ashutosh Thakre
From India, Mumbai
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The non-competency of the HR to adapt themselves to the industry they work in and the excuses given for not updating their knowledge make HR as a profession seem stagnant.
There are very few HR professionals who strive to update their knowledge regarding the laws that govern their industry. These laws are fundamental, yet I have observed senior HR individuals stating that they won't pursue further education if the company does not sponsor it. This is not the case for professions like Chartered Accountants or Lawyers, who rely on their expertise in their respective domains. Unfortunately, many HR professionals have been negligent in expanding their knowledge base. What prevents us from delving into legal regulations, studying them, and understanding how they affect our work? While we may sometimes require legal assistance for court cases, how many HR professionals have attempted to navigate legal matters independently?
Why are we content with excelling only in people management? Leadership qualities can encompass effective people management, so why do we not position ourselves as problem solvers? Why do we not actively engage in the day-to-day operations of the company?
Given these shortcomings, HR will continue to be perceived as mere jesters.
In my view, we should enhance our knowledge base and then assert our expertise. We should aim to be solution providers rather than merely seeking solutions.
Regards,
Ashutosh Thakre
From India, Mumbai
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Dear Asutosh,
Appreciate your comments. My opinion is that in order to be a practicing advocate, you should get registered with the BAR, which allows only those with a legal degree to practice. CAs have an association, and Chartered Accountancy can be practiced after achieving certification. This means that in order to grow, it is not only necessary to increase and update your knowledge but also to restrict others from practicing such a profession without valid certification.
However, as an HR professional, why can't we have a body that not only has statutory backing for the accreditation of HR professionals based on their competence but also can restrict other individuals from practicing our profession?
Regards,
From India, Mumbai
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Appreciate your comments. My opinion is that in order to be a practicing advocate, you should get registered with the BAR, which allows only those with a legal degree to practice. CAs have an association, and Chartered Accountancy can be practiced after achieving certification. This means that in order to grow, it is not only necessary to increase and update your knowledge but also to restrict others from practicing such a profession without valid certification.
However, as an HR professional, why can't we have a body that not only has statutory backing for the accreditation of HR professionals based on their competence but also can restrict other individuals from practicing our profession?
Regards,
From India, Mumbai
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The problem with restricting other people from working in our profession is the only aspect that is People Management. Let's agree any Good Manager or Memorable Manager has the People Management Skills, so what is that really sets us apart. The things that can set us apart:
1. We give justifiable and agreeable salary statements to the management.
2. We really have an industry background for which we work.
3. We have the spoken and written expertise for explaining any HR-related problem.
4. The HRD ministry should set a norm for passing the exams.
5. Career development should actually be a development and not just papers.
6. We know the way to get around things, rather than depending upon the production/department managers to do the things.
7. Learn the new laws and processes for better HR management.
Hope I am correct, and we as a group can make this a moment to go forward.
Regards,
Ashutosh Thakre
From India, Mumbai
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1. We give justifiable and agreeable salary statements to the management.
2. We really have an industry background for which we work.
3. We have the spoken and written expertise for explaining any HR-related problem.
4. The HRD ministry should set a norm for passing the exams.
5. Career development should actually be a development and not just papers.
6. We know the way to get around things, rather than depending upon the production/department managers to do the things.
7. Learn the new laws and processes for better HR management.
Hope I am correct, and we as a group can make this a moment to go forward.
Regards,
Ashutosh Thakre
From India, Mumbai
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