An HR manager can Even Become a CEO: HR Professional

 Human Resource Management, as the name suggests would teach you all about recruiting, training, team building, performance updates, employee policy, salary, benefits and increments, employee health and safety as well as staff amenities. If you’ve got good people skills and can handle tough situations well, you can go a long way in this field.

The interview with Neeraj Goes who is a Director with Super Religare Laaboratories was taken by Pranab Ghosh.

 

What are the various branches of HR? Of these, which branch would be most rewarding to work in from the perspective of an HR professional?

Main branches would be as under:

·         Recruitment, selection, and onboarding  

·         Organisational design 

·         Business transformation and change management 

·         Performance, conduct and behaviour management 

·         Industrial and employee relations 

·         Human resource analysis and workforce personnel data management 

·         Compensation, rewards, and benefits management 

·         Training and development

All these branches are rewarding though different industries reward them differently. Example: in service organisations, people costs are significant and therefore ‘compensation and benefits management’ gets paid very well. However, to play a strategic and leadership role, an HR manager needs to develop a decent understanding of each of these sub-specialties.

What are the industry verticals where an HR manager can find employment?

HR managers find employment in almost every industry vertical. In fact, even small and medium scale enterprises have started understanding the importance of HR management and are increasingly using HR professionals.

HR is a very important function today and managers are treated as strategic partners in the business. HR people are reaching CEO and board-level positions.

How has the job profile of an HR manager evolved vis-à-vis globalisation and spurt in communication technology? 

The challenges of an increasing globalised business environment are significantly impacting the role of an HR manager. In today’s environment, an HR manager is expected to help organisations develop a workforce with a global mindset, capable of successfully operating across different landscapes and countries.  An HR manager is required to grapple with cross-cultural issues, international regulations, frame global and country-specific policies, acquire and manage people resources across different countries, raise people capabilities to face international challenges, engage people of different nationalities gainfully with the company’s vision and goals in mind.

New technologies in communication are helping HR managers in coping with these and managing these challenges. Internet and intranets enable HR managers to be available on real time basis to workforces across continents. Reaching out to the employees and communicating en-masse has become a simple affair thanks to communication technologies. Web-based training and interactive company websites are being used to not only train but also orient people towards a shared vision.

With introduction of the human resource information system, HR managers spend a significant amount of time establishing, maintaining and using the database.

The HR software applications have reduced a considerable time spent on various activities such as attendance and time-keeping, documentation, recruitment, performance management etc. We have recently started an e- learning programme for our senior management team. Training through the web has broken all the boundaries of time and space.