What does 'good' look like when it comes to HR professionals?
What makes a good HR professional? As the demands on HR increase, this question is becoming critical - not just for HR, but for business, too.
What makes successful HR professionals through the eyes not only of HR, but also its business partners and HR headhunters?
What does good look like?
In this environment, the business's need for HR talent is greater than ever, but research suggests that not enough HR professionals have what it takes to meet the challenge. So what do they need?
Study shows that the best HR people bring a highly commercial outlook, combined with deep HR expertise and an unusual quantum of emotional intelligence (EQ).
HR wants to have influence, it must be able to clearly articulate the business challenges in the language of the business, focusing not on what HR does, but on the value it brings. The worrying insight from the research was that "the majority of senior HR people cannot enumerate the value they bring".
Credibility
Finance does not get credibility from knowing about the business alone. It gets credibility from its deep understanding of the numbers. While HR must understand the business, it adds value through its deep understanding of people and how they react and behave. Once again, we noted how few HR directors have a deep experience and understanding of HR models and theory, or spend time philosophising about HR.
The final element that differentiates great HR directors is a combination of integrity, political savvy and courage. They develop deep, trusting relationships with the business so people confide in them, knowing that they will use that information for the benefit of the business, not their own careers. They know how to influence the chief executive and board, and say what needs to be said.
Development
The second question we sought to answer was if we know what a good one looks like, how do we find and develop them? Once again, the research showed only a minority of organizations are practicing talent management in the function. HR needs to consider how it will attract good candidates into the profession and provide them not only with deep HR expertise, but also with commercial experience. By the time they become an HR director, they need to have an intuitive understanding of what business is about and how they can contribute to it.
Any more points from your side friends
Regards
Shilpa
From India, Bangalore
9What makes a good HR professional? As the demands on HR increase, this question is becoming critical - not just for HR, but for business, too.
What makes successful HR professionals through the eyes not only of HR, but also its business partners and HR headhunters?
What does good look like?
In this environment, the business's need for HR talent is greater than ever, but research suggests that not enough HR professionals have what it takes to meet the challenge. So what do they need?
Study shows that the best HR people bring a highly commercial outlook, combined with deep HR expertise and an unusual quantum of emotional intelligence (EQ).
HR wants to have influence, it must be able to clearly articulate the business challenges in the language of the business, focusing not on what HR does, but on the value it brings. The worrying insight from the research was that "the majority of senior HR people cannot enumerate the value they bring".
Credibility
Finance does not get credibility from knowing about the business alone. It gets credibility from its deep understanding of the numbers. While HR must understand the business, it adds value through its deep understanding of people and how they react and behave. Once again, we noted how few HR directors have a deep experience and understanding of HR models and theory, or spend time philosophising about HR.
The final element that differentiates great HR directors is a combination of integrity, political savvy and courage. They develop deep, trusting relationships with the business so people confide in them, knowing that they will use that information for the benefit of the business, not their own careers. They know how to influence the chief executive and board, and say what needs to be said.
Development
The second question we sought to answer was if we know what a good one looks like, how do we find and develop them? Once again, the research showed only a minority of organizations are practicing talent management in the function. HR needs to consider how it will attract good candidates into the profession and provide them not only with deep HR expertise, but also with commercial experience. By the time they become an HR director, they need to have an intuitive understanding of what business is about and how they can contribute to it.
Any more points from your side friends
Regards
Shilpa
From India, Bangalore
h shilpa,
i agree to what you have said.....but dont you think there is one more point which an HR professional lacks.
See i dont mean to say that all HR professioals are not good........but those HR professionals are good who take immediate actions whose replies or responses towards their decisions / actions are always positive.....
also an hr professional is good when he / she implements the theoritical knowledge into the practical use and when that knowledge brings positive change in / during the growth of the organisation........
Regards
Ankit
09869851356
From India, Mumbai
i agree to what you have said.....but dont you think there is one more point which an HR professional lacks.
See i dont mean to say that all HR professioals are not good........but those HR professionals are good who take immediate actions whose replies or responses towards their decisions / actions are always positive.....
also an hr professional is good when he / she implements the theoritical knowledge into the practical use and when that knowledge brings positive change in / during the growth of the organisation........
Regards
Ankit
09869851356
From India, Mumbai
Yah You are right ankit
Thanks for sharing Your views.
But I want to share one point…..where there are some HR Executives who are very innovative in there ideas and are following rules and regulations strictly.
What happens means some times management wont allow there ideas to be implemented
Regards
Shilpa
From India, Bangalore
Thanks for sharing Your views.
But I want to share one point…..where there are some HR Executives who are very innovative in there ideas and are following rules and regulations strictly.
What happens means some times management wont allow there ideas to be implemented
Regards
Shilpa
From India, Bangalore
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