- Soft Skills for HR Professionals
To work in any profession, one should not only have "Subject Matter Expertise" but also personality, behavior, decorum, mannerism, attitude, professional approach, and thinking to work efficiently and to sustain in that given profession. Failing which, irrespective of your knowledge, education and background you will never be able to grow in that profession. This is also true for HR Profession. There are some minimum expectations from HR Professionals, in the way they carry themselves, behave and present themselves that can hamper or lift their image and professional graph. Some of those traits and attributes I have mentioned in this article. Though, to a large extent I have covered all the attributes but still I consider this list as INCLUSIVE and not EXCLUSIVE. The need is to benchmark your Personality and Behavior. Respect can only be earned and not "asked for". - Plan Your Time - Manage Your Time, Invest Your Time
Number of hours in a day will not change. There will only be 86,400 seconds in a day. It is up to you, how you manage and use each of those seconds. One needs to invest each second. As, it has been rightly said, time once passed will never come again. Busy people are very satisfied, happy and do everything that they want to do in their life. Those, who show that they are busy, end up with frustration, burn-outs, stress and most of the time failure in life and profession. - To Follow-up or Not to Follow-up
In government offices, with Insurance companies, in relations of Customer/Client and Service Provider and even in corporate world, at times we follow-up with the concerned person to know and to ensure if our work has been done or not. I personally don’t like this act of follow-ups; I don't encourage such activities and I don’t appreciate that. I feel that by following-up you are insulting the other person. If someone need to follow-up with me or if someone follow-up with me, I feel insulted. So, what is the solution? Whether we should follow-up? Who should follow-up? In this write-up, I will be sharing few examples and will try to find a solution. - The Art of Taking Interviews: Benchmarking Interviews
Have you ever seen an interviewer to prepare for an interview? Many times, I have seen, many of the interviewer's don't even care to scan through the profiles/resumes of the candidates, before sitting "Across the Interview Table". Probably, they think that take interview is not a big-deal. Many interviewers just ask the questions as it comes to their mind, without even knowing the purpose of those questions. What do you think how many interviews you can take in one day? If properly conducted, even if you are recruiter and hiring people for entry level positions…you can take more than 35 interviews in a working day of 10 hours. If you are taking more than 35 interviews…then I am sorry, you are not taking interviews but just making a fool of yourself and misrepresenting your organization. - Romance at Workplace : Debate (Part - 1)
Recently, we had one very interesting debate on "workplace Romance." What if one of your male employees likes to spend his "Free time" with one of his female Colleague. We tried to find following things:1. Is it wrong or right? 2. If the management have any right to intervene? 3. Should there be any policy to have a check on such "interactions?" 4. It is his or her personal life and no one should interfere. 5. If this is a right of an individual and the organization let them continue?I am sure you will find this debate…an interesting one. - Existence of Recruitment Team in your Organization
What do you think is the actual role and responsibility of "Recruitment Team" in company? I my previous write-up titled "Roles for HR Professionals in New Economy, I have mentioned about various roles and responsibilities that a "Recruitment Team" can take-up. The key and main role of the Recruitment Team of any organization is "Sourcing" but even if they are not doing that and just working as a mediator between Various Departments and Recruitment Consultancy Firms/Agency don't you think they are not justifying their very existence in the system? Lets go in detail and find the solution. - Roles for HR-Professionals in New Economy 21st Century
As we have moved from Old Economy to New Economy and from 20th Century to 21st Century, in the era when we are try to outsource most of the functions, in some of the organizations even the total HR-Functions are outsourced, what are the various roles that an HR-Professional can look up to. I have spoken to many recruitment consultants but somehow they failed to give the clarity of role that they are "Head Hunting" for. People with in the organization, at times are just overlapping the various functions. In this write-up, I am just trying to explain the various roles that HR Professionals can play in New Economy, along with the traits required for each function. - Gossiping and Its Effect on Performance Management System
In every organization, there are two type of people - those who work and those who don't. Those who work can further be classified into three categories - High Performers, Average Performers and Low Performers. We have many training tools and methods to improve the performance of our people and move them from the category of "average performers" to "high performers". Those who don’t work, there is no sub-division for them and they are just known as "Gossip Mongers" (The Chamcha's). The career growth-rate of these Chamcha’s is at par (if not higher than) with High-Performers. Why? Is this, we call as "Performance Management"? Where are HR-Leaders and HR-Statesmen? In this write-up I have tried to answer these and some other related issues. - Your "Hello Tunes" and Your "Interview Calls"
I hope that people on other side will not take this write-up as an intrusion into their private life. - What is Professionalism? Are You a Professional?
Let me start this write-up with a question, what is Professionalism?
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