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Roles for HR-Professionals in New Economy… 21st Century

The various competencies that one must have to be a part of the Recruitment Team are as follows:

1) Should have excellent knowledge about the Business of the Organization.

2) Should also be aware of the competitors in the same industry.

3) Need to identify the various resources for hiring and select the best one based on “Cost Effectiveness” and “Urgency”.

4) Should have clarity of competencies that he is looking for and also have clarity on the role a new hire is expected to play.

I am sure…if we take care of the above-mentioned competencies in Recruitment Team…the others (missed out) competencies will take care of themselves. Clarity of concept is important. I have seen recruitment managers who are working as Zonal Managers and are not even aware of the distinction between headhunting and sourcing. The responsibility of the recruitment team…actually ends on the day of Induction and from there onwards…”Employee Relation” and “HR-Generalist (Operations)” Team takes over.
HR-Generalist (Operations) Team

This team is actually a backbone of the HR-Department. The job-responsibility of this team starts on the day of Induction with Joining Formalities. The various roles that they are expected to perform are:

  • Joining Formalities
  • Handling Employee Database (Both in Soft Form and Files Management)
  • Leaves and Attendance Management
  • Handling the payroll
  • Managing advance Salary, Ad Hoc Bonuses, Loans
  • Liaison with various government organizations for Employee Provident Funds, ESI and other Retirement Benefits
  • Exit-Interviews
  • Full and Final Settlement

Competencies Required

1) Attention to details is a must have quality

2) Self-Motivated

3) Should have updated and accurate database…on any hour of the day.

4) Should be good in coordination.

5) Should be prompt…and fast enough in his actions.

Employee Relations Team

This team is like a “Spokesperson” of the HR-Team. They are the bridge between HR and Employees. They are the “Policy and Strategy interpreters”. An effective “Employee Relations Team” can actually control the Attrition Rate of the organization. This team is expected to play following roles:

1) Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance, and Transfer etc.

2) They are also expected to explain the various policies, strategies and benefits to employees.
3) They are expected to stop all type of rumors and misleading communications.

4) They should motivate the employees on day-to-day basis.

5) They are also expected to give constructive inputs to Training and Development and OD Team.
6) They play an important role in “Employee Engagement” …winning the trust of the employee and hence can help the organization in controlling the attrition rate.

7) It is for this team to ensure that the employees in the organization should not leave the organization for reasons other than salary.

Competencies Required

1. Highly Matured

2. Level Headed

3. Should be well versed with the business of the organization and its policies.

4. Assertive but not aggressive.

5. Should be empathetic but not emotional.

6. Highly Motivated.

7. Should be highly professional…in the sense, that if this team is active…employees will be sharing all type of doubts…concerns…information with this team…they are not expected to misuse the information. Should not play politics…by sharing their information with others.

8. Should be crisis manager.

Compensation and Benefits Team

This is fairly new role for HR-Professionals. The role of this team…changes, with the growth of the company. His main role is to ensure that the employees of the organizations take maximum salary and befits to their home and lose less to Income Tax.

He is the person…who decides how much to pay to the person; what all benefits to entitle him…based on the market rate…keeping the competitive edge in the industry. He is the person…who actually announces the annual increment for an organization.

This team is expected to perform following roles:

1. Job Analysis

2. Job Evaluation

3. Grading

4. Competency Mapping

5. Salary Surveys

6. Benefits Survey

7. Benchmarking

Competencies Required

1) Should have excellent Business and Industry knowledge

2) Should be aware of competitors…and their Compensation and Benefit Programs

3) Should be good with labor laws.

4) Should also be good in Income Tax Provisions…related to Salary and benefits and also

5) Should be excellent in Statistics and Cost Accounting.

Organization Development – Training and Development Team

As a Country is known by its people…an organization is known by its employees and hence it is the responsibility of this team to “Develop the Employees” of the organization. If there is any gap in “Competency Mapping” in terms of knowledge and skills required for a particular position…it is for this team to bridge those gaps.

So, it can be training for soft-skills…other skills…new technology or it is development of Personality…leadership development…or high-education. Hence, the development of the company in particular and that of its employees in general…is responsibility of this team.

If you are good in speaking…does not qualify you for being a trainer. You may be excellent as a Public Speaker and worse in training. Being a good speaker is just one of the “Must Have” traits for trainers but not the only trait required. There is something a trainer is expected to do before the delivery…(Training Need Identification) and there is something he is expected to do after delivery…(Measuring the Training Effectiveness).

Competencies Required

1. A deep and thorough understanding of Human Behavior

2. Positive in thoughts, approach and personality

3. Should be very good in communication. Should be rich in vocabulary.

4. Should be empathetic.

5. Clarity of thoughts is must.

6. Should be good in linguistics

7. Should have positive body language.

You need to take out Tonnes of Sand to get few Grams of Gold…hence the role of a trainer is to get Gold.

You need to dive into the ocean to get a Shell with a Pearl…hence he is expected to be to that diver.

HR Coach and HR Mentor

This is one of the roles, which is an outcome of New Economy. Though being a “Mentor” is not a full time job…”Coaching” can be. We can place HR-Coach above HR-Director but below HR-President. Just like a Cricket Coach, whose role is not only to improve the batting or bowling…but also fielding, physical fitness, mental toughness and overall involvement of the each player…the role of HR Coach is to increase the overall productivity of all the above-mentioned sub-functions of HR Department. Hence, he cannot afford to say that I don’t know about Recruitment or Compensation & Benefits etc. He is the centre of the HR-Department and all functions

The problem is not:

1. When some people have problems and others have solutions.

2. If some people have worries and other can understand that.

3. When some people are busy but others are able to spare some moments for them

4. When some people fall and other are able to hold their hand.

5. If someone is walking alone and others join.

The problem starts when:

1. All have problems and none have solution.

2. No one understands.

3. Everybody is busy.

4. There is no one to hold you…but people are ready to laugh…the moment you fall.

5. They discourage you to walk alone…when they de-motivate you.

The problem is not that:

1. You fail.

2. People hurts you…backstab you…betrays you and breach your trust.

3. People hate you and gives you pain.

4. Someone rejects you.

5. Some people ignore you.

The problem begin:

1. If you don’t start again

2. If you forget to learn your lesson

3. When, in-spite of hate and pain…you don’t stop and move on in your life. When you learn that not everyone will love you and accept you the way you are.

4. If you fail to take that opportunity and start working again

5. If you fail to come out of your ego…and reach them

The problem is not:

1. If you are successful and other are jealous

2. If you have knowledge, brains, intelligence and others try to sabotage you

3. If you are rich and wealthy and other start maintaining distance from you

4. If you have power and position and others use it for their benefit

5. That you are growing old and time is running

The problem, however starts:

1. If you become egoistic and arrogant

2. If you become arrogant and stop learning

3. If you fail to bend a bit…and start walking towards people

4. If you are letting others to use you

5. If you are not learning your lesson on time

By: Sanjeev Sharma

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