Six Qualities That Define A Successful Human Resource Professional

Human resources function is an extremely important and a very positively critical part of all organi­sations and especially those that aspire to at­tain the highest levels of excellence in their
14 Apr 2018 11:00
Six Qualities That Define A Successful Human Resource Professional
Mayur Kalbag

Human resources function is an extremely important and a very positively critical part of all organi­sations and especially those that aspire to at­tain the highest levels of excellence in their respective businesses.

Apart from other functions such as market­ing, sales, finance, production and a few oth­ers the role of the human resources function is very vital in enabling and facilitating the recruitment of the best and the most talent­ed professionals into the respective organi­sations.

Having said this, I still believe that each and every HR or human resource personnel has some important responsibilities to take upon his or her respective shoulders.

Through this column I wish to share spe­cifically six qualities which the HR profes­sional must develop within himself or her­self to help them execute the respective HR responsibilities in the most effective and productive manner.

Recruitment is the beginning and not the end

Every HR professional must understand and realise that the mere recruitment of a new professional into the organisation is not the end of his responsibility.

In fact, it is the beginning. I say this be­cause the newly joined professional, al­though experienced or highly qualified is still new and unaware about the organisa­tional culture.

What therefore is extremely important for any HR professional to do is to conduct a very effective organisational culture and value-based orientation programme.

There are only a few organisations that have a highly structured and streamlined’ orientation programme for newly joined professionals.

Many organisations do not even think that such orientation programmess or Initiatives are necessary.

Their main focus is upon the new profes­sional immediately beginning his or her respective work and achieving his or her tar­gets at the earliest.

Unfortunately, in the medium term as well as the long-term the lack of a proper and a well-defined orientation initiative can have a detrimental effect upon the new profes­sional.

The HR professional must understand that the process of orientation is not only about disseminating information regarding the or­ganisation and its products, its services as well as its profits.

Apart from this what I believe is more im­portant is to make the orientation initiative a platform for the HR professional to share the values, beliefs as well as the philosophy of the organisation.

The effect of orienting the new employees about the organisation in terms of its values and other important aspects is that it not only generates but also boosts the levels of self-motivation as well as a positive convic­tion within the newly joined employee.

It is for these reasons that the orientation initiatives or programmes must be sincerely and specifically introspected and deliberat­ed upon by all the various HR professionals.

Become proactive and not reactive

Most HR professionals that I have met and observed have been those who are reactive rather than becoming proactive.

They will respond only when something is indicated to them.

One example I wish to share is while I was myself working in an organisation in India.

The total employee strength across all the various departments was almost two thou­sand.

After almost a year since I had joined the organisation I noticed that there were no proactive initiatives related to employee de­velopment.

What I mean by this is that the HR depart­ment had not organised even a single train­ing session for anyone of us.

As part of the Sales and Marketing depart­ment I felt that some of us needed new and productive inputs in relation to our specific work which was sales and marketing, and the only way that this would have happened was through organising and execution of highly effective training sessions or pro­grammes.

It was only when my senior manager wrote to the managing director that the HR depart­ment got awakened and organised a sales training sessions for us.

The question is why were they not taking their own initiatives to explore such kinds of training programmes for us and other training initiatives for other departments as well? Having said all this there are some or­ganisations and within them there are some amazing HR professionals who have always been proactive in their approach and it is due to their proactive attitude that the em­ployees have immensely benefitted.

All I wish to say is that, HR professionals, not just for training sessions, but for other initiatives too, must become inspired and proactive and therefore to not wait for things to happen but to make things happen for the benefit of the employees.

Go out of your four walls

What I mean by this is that an HR profes­sional must not develop a comfort level to­wards sitting within the four walls all the time.

HRM or HRD means human resources man­agement or human resource development and therefore he or she must literally get out of the HR office and begin interacting with each and every employee.

It is through such interactions that the HR professionals begin to truly understand their employees. The more the HR profes­sional gets out of his or her chair and inter­acts with his employees the more he or she is able to tackle their challenges or grievances in the true sense.

In my next column I will be sharing the re­maining three key qualities!


Fiji Sun Instagram