February 22, 2016

The HR Profession

HR profession had a distinct reputation in the recent past. It was more looked at as a transactional function than “value adding”.  However, due to its continuous evolvement over a period of time, it has come up to a state where it should be playing its actual role.

This transition happened more due to  change in environment, IT boom and various Sun Rise industries boom where hiring and firing had become a “new normal” norm.  Many new ways were identified to address this challenge and HR professionals pioneered some of the solutions be it “outsourcing”, “third party hire’, “contractual hire” so on and so forth.  The New Normal norm piggy backed on various new type of challenges which business professional did not equate well with as they neither had a competence nor the time to address them. There comes a role of HR – a covet HR function.

The time changed and there was a need to have “strategic HR” which would not only spearhead addressing these challenges but also find newer ways to help business people to perform their function more effectively.  Talent dynamics, capability gaps and many more emotional side of problems were required to be addressed – all this helped in giving different perspective to HR professionals.  They are now more business savvy as they have realized that if they are not aligned with business needs – no one would want them solely for emotional needs.  Also, alignment between business and people is need of the hour.  In order to make situations more relevant to current times, a constant review mechanism of “capability mapping” is required and that is best managed by HR.

There are a few mandates any “effective” HR professional must focus at:

  1. Understand the “Core Purpose” of the business they are in through various ways
  2. Understand the “capability desire” of the business
  3. Identify the gaps
  4. Bridge the gaps
  5. Ensure “talent pipeline” is healthy all the time
  6. Developing, motivating and retaining talent
  7. Moreover, creating value in the “talent chain”
  8. Custodian of the organization culture

Talent Strategy can be shaped once the business strategy is well understood.  Business strategy not just includes the business model but also identifying the “value” which any brand wants to create over a period of time. Understanding that “value” is the core for any HR Strategy which only seasoned and professional HR can understand.  It is not so easy and simple, it requires much of perseverance, attitude and aptitude. Before we get onto the results on understanding “how great the brand has become” it is more important to understand “how the brand has become great”.

An Article by :

Seema Bangia

Ms. Seema Bangia

Head – HR

Mahindra Defence Systems Ltd