Rajeev Bhadauria tells SANGEETA YADAV about the recent developments in the HR sector & hiring strategies
Can you tell us about the recent developments in the HR sectorIJ
It has evolved over the years and moved to boardrooms as key enabler in realisation of organisational vision and mission. HR professionals have to play a four-fold role of analyst to business intervention, specialist change manager and an evaluator. Holistic HR professionals with scientific temper and humanism are the ones who will define the new algorithms of life and the ways businesses are done and supported for sustenance in future.
How can one adapt to these changesIJ
The professionals have to move from the archaic inductive and deductive logic format that has been hitherto used to deal with the probable world. Focus should be on the format of abductive logic to help face the turbulent business environment.
What aspects a candidate is judged on in the hiring procedureIJ
Candidates can be judged upon aligning or adjusting with new business requirement as it’s a volatility, uncertainty, complexity and ambiguity world. The surroundings and markets in which today’s businesses are operating are changing so rapidly that one has to continually upgrade, change and modify the paradigms.
They can be judged on the basis of their evolved emotional and spiritual quotient, can do or must do attitude and design thinking. Candidate should have the potential to add both strategic as well as personal value to their teams and working place. We do not hire programmed thinking managers but business leaders. Inner inspiration and not externally controlled motivation is the key.
How would you define an effective model of assessmentIJ
An effective model of assessment would be the one which mirrors the reality rather than giving an evaluative judgement call. To be more effective, the model should be factual, objective, and value neutral in its assessment. The closer it is to the reality of the person, context, and situation, its virtuosity and validity gets enhanced and hence, increases effectiveness.
What is leadership Exploration and Development (lEAD) all aboutIJ
lEAD, which was launched in partnership with McKinsey in July 2012, is a six months programme that includes interventions on—
Self mastery: To inculcate the new leadership values and develop new mindsets.
Content modules: To provide new knowledge and skills deal with ambiguity and uncertainty.
Break through projects: To learn in real time, on the job, while delivering to the company’s bottom line in terms of measurable return on investment.
Coaching on personal growth: Support mechanism to allow participants to get expert counseling in the development of self.
Development councils: A forum to ensure maximum probability of success of both individual and organisational development through the practice interventions and buy-in of senior/top leadership team.
How should a candidate prepare himself for a jobIJ
The person should be determined to break the old mental models and create new paradigms. He must be open for change. One should be abreast about the latest developments. This will help in widening the horizon and receptive to newer ideas. The person should try to understand what the industry wants from him. Finally, the person should be a go-getter and adjust in any kind of organisational culture.