 BUSINESS
ACUMEN FOR HR MANAGERS
We don't need HR Managers
to manage HR dept. but manage our business-and
focus on people development. I am sure this
must be the
expectation from all CEO's. Think about this, how
many HR Managers read balance sheet of the
Co. and
present his in depth analysis on business results?
Does he present his viewpoint on setting right
the
skewed Manpower cost - Turnover ratio? Is he a
wanted person by the CEO for conceptualizing
the business
model of the Co.? If the answers are negative,
then it is high time we do a soul searching!
The days
are over HR Managers can seclude with the impudence
of Industrial relations and crutches of repulsive
labour laws and express his inability to transform
human resource to human capital which can be
deployed
keeping business strategy in mind.
How many of us
feel excellence is a passion and it is a never-ending
passion. What is excellence? An answer may be to meet
the customer's satisfactions and infinite. Excellence
is infinite. The moment we define excellence, we are
putting a full stop to the level of acceptance of
change of excellence. Excellence is complete infinity.
The performance satisfaction is to what extent? we
raise the bar, raise the bar and raise the bar. The
moment we raise the bar we stretch ourselves to perform
better. Manager who fail to raise the bar become complacent.
How many of us vociferously argue for linking customer
satisfaction index to our salaries in lines with consumer
price index to dearness allowance?
The rapidly changing
environment requires HR Managers who can stretch,
stretch & stretch. The challenge lies ahead for
HR Managers to help CEO's in building a smart organization,
which can perform better. Narayan Murthy once said,
I am smart, but the smartest person in my organization
is our Receptionist!. If she is not then she is going
to give wrong impression about Infosys to every caller
and make every other person who is down the line in
the hierarchy smarter than me and that is the competence
I have to face upto "Many of us really get scared
while appointing smart people in our Co.s ."
Smart people have abundance of confidence and confidence
comes from being competent. Can you "Kick your
butt because the day you learn to kick your butt you
will learn to do it much more effectively and much
more handsomely". Acquiring competency is tougher,
but the challenge is to make it know to people that
you know this competency.
The four areas
which HR Managers need to focus in next couple
of
years. First is HR needs to be marketing oriented.
The HR function has never marketed itself internally.
Second is HR Managers needed to develop the competence
of understanding, analyzing and influencing industry
competencies. Third is HR Managers need to develop
is of assessing and managing potential. Assessment
center is no longer a buzzword. Assessing and Managing
potential is a big task and great challenge. The
last
but not least is to challenge you. Every day we need
to ask ourselves, " what have I done today that
can make me do things better tomorrow?" In the
new world, organizations require not the performer
but an achiever. To conclude, our challenge is do
not just sit but do something.
Milind
Kaulgud
Chairman, NIPM Pune Chapter & Gen. Manager HRM,
P&O Nedlloyd IT Services Pvt.Ltd
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