1) Clarity of Thoughts – In most of the situations and circumstances, we come across two options; either we want to do or we don’t want to do; either we agree to it or we don’t agree to it; either it is acceptable or it is not acceptable; either you want or you don’t want. It has been seen that many HR Professionals are confused. They are not clear, where they want to take their company. They don’t know what role they like to play in the organization. They don’t have clarity of role. They don’t have clear expectations, neither from themselves, or from their team or from their internal customers (employees). With this confusion, they fail to take decisions. They fail to take stand.
2) Efficiency in Time Management – HR professionals is expected to be efficient in time management. They are expected to set time-frame and meet those expectations. Most of the time they don’t give any time limit. You approach them for any work and they respond by saying, “Ok, it will be done”. But when? I agree that “Good HR Professionals” have many things to do. Recruitments, Employee Relations, Talent Management, Career Development, Benchmarking, etc are the things, which takes lots of time. But, all goals, all dreams, all activities, all commitments looks good and are achievable, if there is a closing date for that. For Example, I want my company to be in top-10 companies in the world. It’s a Vision. It’s a good dream. But, if I don’t specify, by which year or in how many years, I want to achieve that goal, it will only remain as a dream and will never become a reality. Uncertainty, Ambiguity, Open-Ended commitment, Confusion, these are things, that are not expected from any HR Professional.
3) Compare Performances / Compare Situations & Circumstances but do not compare individuals / People -Knowingly or unknowingly but quite often, instead of Circumstances and Situations, we tend to compare two different people. Instead of analyzing the behavior of a person we tend to analyze them as an individual and take this as our right. The very basic principle of science and management says that no two individuals are same.
4) Knowledge about the Business and Industry – Everybody should be aware of their strengths and weaknesses. They should be aware as what they want in their life and career. It is a well known fact and has been proved in various surveys that HR professionals don’t care to understand the business of the company and the industry that they are working in.
5) Vision and Goal for the Department, Team and Organization – What you want to do for the organization? Are you planning to implement a competitive compensation plan? Do you want to take your company in the bracket of 25 “Best Employers in the Country”? Are you planning to acquire best of the talent from market? Do you think that you need to control the growing Attrition Rate of your company? Have you thought about “Organization Development” and “Talent Management”? Usually, that is the confusion. HR professionals and HR heads don’t have that vision. They want to do something in HR but don’t know what they can do or should do. They should have vision for the organization for HR perspective and goals for their department and team. It’s a must have. Until and unless you are sure about your destination, you cannot take the path.
6) Love for Number / Data / Figures / Calculations / Analysis / Projections – You talk to any person in any other profession and tell them that you are in HR; two things will automatically flash in their mind – Theory and Politics. One reason why HR professionals in India have not been able to enter into the Board Room and make their presence felt in the organization is because though they have ideas, they have strategies and policies but they are not able to support those strategies with data. (It is because there is no mathematics and calculations involved in this subject that many people [mostly females] love to join this profession).
For example, if I have a “Retention Strategy” and I want to implement in the organization. I need to show, how much the implementation of that strategy will cost; by what percentage the company will be able to increase the employee retention and decrease the attrition; which are the companies that are using this particular strategy and how effective it has been in their cases. If, I am going with this data, calculation and analysis, I am sure that my strategy will be implemented.
Hence, HR professionals need to be more analytical, data oriented and good in calculations. They should not be subjective and theory oriented.
7) Enthusiasm to Share / Develop / Coach and Mentor – We have heard and read in our schools and colleges that “Knowledge is a wealth; the more you distribute/share the more you gain”. In this profession of HRM & D; we are privileged and are in a very unique position where we can develop people. We can develop their career. We can develop their life. We can help them in changing their perception and behavior. We can groom them, so that they can be successful in their life. Don’t you think that we have very important and crucial role to play?? How many of us have actually thought of those lines? Do, think about it, you have one life, give what you can. If 10 people will remember me once I bid adieu to this world for helping them in developing their life, I will consider my life as successful.
8) Self Discipline – This again is a common quality that everyone should have, irrespective of their respective professions, but it is more appreciable in HR Professionals and is like a must have. They need to set standards for others to follow; they need to benchmark their own behavior and if they start flowing with water, everything else will go for a toss and things will go out of control. I have heard, people saying that I am doing this or that because others are also doing it but that is not expected from HR Professionals. Discipline in life is a must to grow, prosper and being successful. So, set standards and don’t just flow.
9) Trust Worthy – This is very important quality and must have for all HR Professionals. Candidates, at the time of interview share important information with HR; Employees share lots information, personal, professional, ideas, suggestions, future related, dreams etc. Imagine, if the HR professional keep sharing that information with everyone in the team of HR; will that employee ever comeback to HR to share anything with him. NEVER. HR professionals need to win that trust and then maintain and keep that trust. This is very true for HR Professionals, who are working in “Employee Relations”. Relation of any kind, be it with employees, is based on trust and honesty. If ever, you break that trust, you will never be able to win it again
Source : hrwale.com