The ability to identify skill sets and develop them to match job requirements and, at the same time, meet an employee’s need for motivation, development and job satisfaction is what HR is all about. Managers need to be more open-minded while scouting for the apt employee, says Sanjay Kapoor
Evolution takes place in every industry. In retrospect, one could never have envisaged that IT would be the driving force behind almost every sector. Spurt in demand happens at regular intervals in one or the other sectors. Similarly, slowdown affects some sectors more than others. Hiring imbalances correct themselves. There may be a shifting of gears but the field of human resources management still offers a rich set of potential career options.
Opting for HR as a career option is certainly a wise decision since the profession itself continues to expand its horizons as a career choice, preferred by many in today’s ever-changing, competitive marketplace. Unique opportunities for HR professionals, recruiters, consultants, and vendors continue to arise. The delivery of ideas is key to the practice of human resources and is giving rise to innovative leaders in the industry. Strategic HR management and other functions are throwing up new challenges by the day. Delivering on those core values is one of the most challenging tasks.
New entrants to this field need to be prepared for out of the ordinary pathways to a career in HR. The job demands close attention to detail, a strong awareness of businesses and well-developed communication skills. A successful professional has to confront the issues about the functions of the area. Other requisites are good listening skills and the ability to link people strategies with business interests. One should be able to prove the intrinsic value that human capital adds to the organisation’s business outcome. Motivations and expectations that emerge among HR professionals are no different from any other profession. Orientation towards this career is sometimes influenced by differing perceptions and extraneous factors. A predisposed mind will not be amenable to choosing this or any other career.
As organisational expectations of the potential contributions of an HR pro have increased, the need for the HR leader to possess both experience and a degree has increased. Acquiring a degree has become a prerequisite for those wanting to embark on this career and rise in hierarchy.
Training imparted by HR professionals and teachers helps. But what one needs to learn is multitasking. Being proficient in the art of prioritising is important. There are several grey areas which one is confronted with in day to day dealings. It’s good to be equipped with skills to deal with such situations. This development takes a long time. Training fosters effective consulting among other benefits.
A discernible shift has been noticed in hiring strategies as well. Employers no longer use the same yardsticks to identify skills and gaps. It is here that the role of recruitment agencies and intermediaries helps companies shape their recruitment strategies and processes and influence selection criteria. Ineffective recruitment has a number of cost implications for employers — low morale which can affect employee performance; lost business opportunities, as well as higher levels of employee attrition and turnover.
Individuals who are willing to challenge perceptions will find no dearth of jobs in the HR sector. According to a survey conducted in the UK, “HR sector is expected to grow faster than the average for all occupations”. The median earnings of training and development managers were found to be more than the average of most others. A correct interpretation of client needs will instill confidence which does not wane easily.
A lot of talent is now being sourced from Tier 2 and Tier 3 cities in most sectors. In fact, a wealth of potential leaders lies untapped in these places. It is an accepted fact that exceptional business performance is driven by superior talent. The ability to identity people’s capabilities and developing them to match business requirements, while also meeting people’s needs for motivation, development and job satisfaction, is what HR is all about. Trying to in-source this function is a mistake which many businesses make. However, providing effective resources deployment, scheduling and work management that match skills and experience with organisational needs is best handled only by experts. It also explodes the myth that outsourcing is expensive.
Success of any sector relies on the ability of the captains to bring about innovative ideas, perspectives and views to their work. The challenge and problems faced by the HR industry today are transitory in nature. Managers need to shed their mask of cultural superiority and adopt culturally relative perspective. Their primary role is to motivate members to increase productivity through their behavioral changes and working attitudes. The real challenge is not being faced by the HR industry per se, but by the HR professional who has to innovate to be able to manage effectively through planning, organising, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. leadership is being challenged, not the industry.
The writer is Director and CEO, IRIS Corporate Solutions Pvt.