Rashmi : What responsibilities can be assigned to a role who will act like a moderator between high intensity ERP team and Core HR? to select an ideal candidate what parameters should be focused? It is not a critical delivery role. But impacting role for smooth functioning of Standard ERP team and HR functions. The person needs to understand HR functions and also have knowledge of ERP. But the organisation is assigning a junior to this role. We have attrition for this position often. If the candidate is too junior , they will not have maturity to deal with critical and sensitive issues or may not express it as leadership expects! If the candidate is senior he will not like the position for long time. How can I make this position interesting for candidate and hold them back for smooth functioning between HR team and ERP team.
Your input in this regard is highly valuable.
From India, Bangalore
1Your input in this regard is highly valuable.
From India, Bangalore
Dear Friend,
Your concern is real and thought worthy, you do not want to put the one who is junior or the one who is senior( both are seems are not going to fit for the bag) better, let the position be earmarked for promotion (1) and they have to keep the position for furthering in their career (2) Since, this position needs communication better put one from the ERP for six months and another six months from HR function - this prove both the team to run amiably for their own benefits (3) Make this position with extra enhancement in motivation by giving salary hike, benefits like tour package, a place for getting praise of service - a moderator be the most important in communication without decision taking. Always keep the position engaged with additional responsibility like co-ordinating for training etc.,
you have to keep the role ... and you can .. Always, giving responsibility make the one happy to serve ...
best of luck ....
From India, Arcot
Your concern is real and thought worthy, you do not want to put the one who is junior or the one who is senior( both are seems are not going to fit for the bag) better, let the position be earmarked for promotion (1) and they have to keep the position for furthering in their career (2) Since, this position needs communication better put one from the ERP for six months and another six months from HR function - this prove both the team to run amiably for their own benefits (3) Make this position with extra enhancement in motivation by giving salary hike, benefits like tour package, a place for getting praise of service - a moderator be the most important in communication without decision taking. Always keep the position engaged with additional responsibility like co-ordinating for training etc.,
you have to keep the role ... and you can .. Always, giving responsibility make the one happy to serve ...
best of luck ....
From India, Arcot
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