HR (Human Resource) is an important wing of all Organizations and Companies. Many aspire to be a part of this profession; however, we all agree that effectively managing a human resource isn’t an easy task. Like any other role, HR has its own set of challenges. It has been observed that today, typically, HR professionals spend almost 5 to 6 years doing operations to be able to do justice as a Business Partner / Specialist. If you are an HR aspirant then you have reached the right blog. Below we have listed some challenges faced by HR aspirants and ways to overcome them.
HR is a much matured role. It is an imperative task of HR associates to understand the business, people, and vision of the organization and ensure that everyone’s career vision is aligned with that of the organization. As an HR, you will have to take numerous decisions and a lot of strategic decisions are based on the nature of the business. Also, in an ever-evolving and changing dynamics of HR profession, you must keep yourself abreast with current practices and learning’s. It can easily be achieved by spending significant time reading books, blogs, cutting-edge practices, etc. In a nutshell, never stop reading to acquire knowledge. Additionally, a good set of mentors are boon in raising your bar hence, take the advantage of networking. Again, do not build your network to pounce upon opportunities but network with an aim to learn and progress. Always stay hungry to learn more; whether you get your lessons from your peer or junior or senior, be open to acknowledging it.
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Moving on, many established HR specialists have opined that they have witnessed barrier when it comes to employees conversing with their respective managers. Most employees shy away from encountering a candid conversation with their managers in times of issues or any other general occasions as they believe that it may affect their future prospects in the company. As an HR, it is your responsibility to sense the gap and facilitate a platform to dilute such differences. An open conversation leads to clear heads and eventually to job satisfaction, an essential ingredient to retain employees. We are in an era when attrition rate has been considered very high in almost all organizations. Many youngsters do not think twice before resigning from the current company to join other for a hike of few thousand rupees. Instead of understanding and coaching them during an exit interview, it will be prudent to speak to them on regular intervals and engage them in conversation to learn their aspirations and how you plan to support them in building their career in a satisfying role. HR is a strong bridge between an employee and the employer. Be thoughtful while using this bridge to prevent it from collapsing. As an HR, attain proficiency in your basics, the laws of HR, processes, and technicalities of HR. You are the brand ambassador and representative of the organization. People perceive the organization through your manners and illustration hence never carries the baggage of ‘Attitude’. Adopt advanced technologies, simplify processes, ensure to enforce compliance and find ways to add value to the company you are associated with. Remember, Employers value your opinion!
With the changing market dynamics, companies’ goals are also frequently changing, in such situations the responsibility falls on HR department to keep employees informed of these fast-changing goals and targets. The role of HR here is thus to incorporate the organizational culture and ensure everyone abides by the ideology of an organization by providing a visual and emotional interface allowing the leadership and employees relate to each other. As an HR, you have to be instrumental in creating and establishing a culture that reflects the core values of the organization. An identifiable culture attracts employees, gives them a sense of purpose and offers a basis for participation in decision-making.
HR has to be aligned by all means with Business and vision of the organization at large. The prime objective of HR function is to balance the needs and goals of both the company and the employees. HR strategies can also indirectly affect the organization’s profitability, as the company workforce is one of the most important assets that drive a company’s success. The ability to maintain good human relations in the company can positively impact the employees’ efficiency and consequently the bigger goals of the organization. Your goals should be focused on managing internal customer satisfaction, employees’ benefits, administrative support, engagement, balance long-term objectives which revolves around attracting best-suited talent for the organization, retention, development, succession planning, etc. Proactive HR leaders take the time to analyze the organizational structure from the start and make sure it facilitates efficient decision making to leverage organizational goals.
With multiple successes achieved through driving commercially embedded HR strategy and programs across Africa, Europe, the Middle East, USA, and Hong Kong, Sanjeev Himachali, Talent Strategist & Management Consultant exhibits over a decade and a half years of progressive, leadership experience and core competencies in talent acquisition, management, and development, HR program management, compensation & benefits management, and staff engagements. In January 2015 he launched Ecliptic HR Solutions to provide strategic human resource and talent management consulting across BFSI, Manufacturing, Automobile, IT & ITES, Telecom, Retail, and FMCG sectors.
As a Talent Strategist, Sanjeev partners with organization’s hiring managers to find, select, and hire top talent which exemplifies firm’s values and provides a foundation for organization’s future growth. Sanjeev is adept at expediting change management through leadership, differentiated talent models, attracting and developing the best talent, and building a culture of engagement, agility, and innovation. He has proved to be a trusted advisor to organizational leadership in initiating human capital management strategies and aligning HR best practices and processes with organizational objectives.
As a Management Consultant, Sanjeev is credited with pioneering best practice HR systems and processes for clients that brought a new era of employer brand visibility and saw the company’s HR systems heralded among the industry best. Sanjeev has championed psychometric assessment DISC and Thomas Profiling, and developed Managerial Competency Framework for clients, while simultaneously deploying succession planning strategies for high profile roles in organizations. He is highly experienced in the organizational diagnosis and the design and facilitation of events and staff development activities including executive coaching. Sanjeev has earned his MBA in HR and is certified in MBTI, PPA & Extended DISC Practice, and Green Belt Lean Six Sigma.
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