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Advice You - Competencies for HR Professionals in Knowledge-based Industry with Reference to IT, ITES-BPO's
Introduction
“High performing HR function affects bottom line nearly 10%”- A survey
Competencies have become integral part of HR field. In the last 25+ years, the competency approach has emerged from being a specialized and narrow application to being a leading method for diagnosing, framing and improving most aspects of Human Resource Management. Changes to business practice have forced HR professionals to adjust their role and the contributions they make as well as to obtain new skills and competencies to meet these demands.
In a survey conducted in USA the following were the observations: (Source Internet)
1) HR professionals from high-performing co
“High performing HR function affects bottom line nearly 10%”- A survey
Competencies have become integral part of HR field. In the last 25+ years, the competency approach has emerged from being a specialized and narrow application to being a leading method for diagnosing, framing and improving most aspects of Human Resource Management. Changes to business practice have forced HR professionals to adjust their role and the contributions they make as well as to obtain new skills and competencies to meet these demands.
In a survey conducted in USA the following were the observations: (Source Internet)
1) HR professionals from high-performing co
According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product
mpanies are shifting their focus from internal to external customers.
2) HR professionals are taking greater responsibility for disseminating cultural underpinning throughout their organizations.
3) HR professionals are emerging as strategic partners who identify problems, provide alternative insights and raise the standards “Intellectual rigor”, for business decision making
Understanding Competencies
Competencies are those behaviors or sets of behaviors that describe excellence in performance within a particular work context. They can be useful in clarifying work standards and expectations, help focus appraisal and reward systems, and align individual
2) HR professionals are taking greater responsibility for disseminating cultural underpinning throughout their organizations.
3) HR professionals are emerging as strategic partners who identify problems, provide alternative insights and raise the standards “Intellectual rigor”, for business decision making
Understanding Competencies
Competencies are those behaviors or sets of behaviors that describe excellence in performance within a particular work context. They can be useful in clarifying work standards and expectations, help focus appraisal and reward systems, and align individual
; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.
Examples of combination products may in
Examples of combination products may in
s with the institutional or department mission. We have identified a number of topical areas and competencies we believe to be the building blocks and requisite skills needed to be successful as a human resource professional. While specialists may be highly skilled in a relatively narrow field, generalists, by their very nature must have a broader base from which to operate. They must have a wider perspective on the issues and the workplace environment.
A typical professional career pattern would see the development of the novice into a fully skilled staff practitioner within a career specialty or family of specialties. Through maturity, experience and pr
A typical professional career pattern would see the development of the novice into a fully skilled staff practitioner within a career specialty or family of specialties. Through maturity, experience and pr
lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.
fessional development, individuals would broaden their professional perspective and understanding of the human resources profession. Due to the nature of the range of demands placed upon HR departments, smaller organizational units tend to develop "generalists", while larger departments have the need and resources to develop "specialists".
Basic competencies required for any professional…to excel in any profession
Job Knowledge/Competency: Demonstrates the knowledge and skills necessary to perform the job effectively. Understands the expectations of the job and remains current regarding new developments in areas of responsibility. Performs responsibiliti
Basic competencies required for any professional…to excel in any profession
Job Knowledge/Competency: Demonstrates the knowledge and skills necessary to perform the job effectively. Understands the expectations of the job and remains current regarding new developments in areas of responsibility. Performs responsibiliti
here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe
es in accordance with job procedures and policies. Acts as a resource person upon whom others rely for assistance.
Quality/Quantity of Work: Completes assignments in a thorough, accurate, and timely manner that achieves expected outcomes. Exhibits concern for the goals and needs of the department and others that depend upon services and work products. Handles multiple responsibilities in an effective manner. Uses work time productively.
Planning/Organization: Establishes clear objectives and organizes duties for self, based on the goals of the department, division, or management center. Identifies resources required to meet goals and objectives. Seeks gu
Quality/Quantity of Work: Completes assignments in a thorough, accurate, and timely manner that achieves expected outcomes. Exhibits concern for the goals and needs of the department and others that depend upon services and work products. Handles multiple responsibilities in an effective manner. Uses work time productively.
Planning/Organization: Establishes clear objectives and organizes duties for self, based on the goals of the department, division, or management center. Identifies resources required to meet goals and objectives. Seeks gu
d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.
Combination pro
Combination pro
dance when goals or priorities are unclear.
Initiative/Commitment: Demonstrates personal responsibility when performing duties. Offers assistance to support the goals and objectives of the department and division. Performs with minimal supervision. Meets work schedule/attendance expectations for the position.
Problem Solving/Creativity: Identifies and analyzes problems. Formulates alternative solutions. Takes or recommends appropriate actions. Follows up to ensure problems are resolved.
Teamwork and Cooperation: Maintains harmonious and effective work relationships with coworkers and constituents. Adapts to changing priorities and demands. Shares inform
Initiative/Commitment: Demonstrates personal responsibility when performing duties. Offers assistance to support the goals and objectives of the department and division. Performs with minimal supervision. Meets work schedule/attendance expectations for the position.
Problem Solving/Creativity: Identifies and analyzes problems. Formulates alternative solutions. Takes or recommends appropriate actions. Follows up to ensure problems are resolved.
Teamwork and Cooperation: Maintains harmonious and effective work relationships with coworkers and constituents. Adapts to changing priorities and demands. Shares inform
ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc
ation and resources with others to promote positive and collaborative work relationships.
Interpersonal Skills: Deals positively and effectively with coworkers and constituents. Demonstrates respect for all individuals.
Communication (Oral and Written): Effectively conveys information and ideas both orally and in writing. Listens carefully and seeks clarification to ensure understanding.
Basic Competencies for a HR Professional…irrespective of his/her designation
Relationship Focused: approachable; relates easily to diverse groups and individuals; builds and develops relationships.
Customer Focused: focused on all aspects of service and product delive
Interpersonal Skills: Deals positively and effectively with coworkers and constituents. Demonstrates respect for all individuals.
Communication (Oral and Written): Effectively conveys information and ideas both orally and in writing. Listens carefully and seeks clarification to ensure understanding.
Basic Competencies for a HR Professional…irrespective of his/her designation
Relationship Focused: approachable; relates easily to diverse groups and individuals; builds and develops relationships.
Customer Focused: focused on all aspects of service and product delive
easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi
y; always knows the customer comes first.
Organizational Skills: able to set priorities; time and meeting management skills; able to delegate.
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented
Organizational Skills: able to set priorities; time and meeting management skills; able to delegate.
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented
nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically
; hard working; likes challenges.
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspective and see all sides o
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspective and see all sides o
and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ
an issue.
Vision: ability to see the 'big picture' within the industry, the organization and the function now, and in the future; ability to translate a future state for others and instill a sense of vision in them; ability to motivate others.
Political Awareness: sensitive to political situations; able to assess political climate and how it affects responsibilities.
Competencies required in knowledge based industry (IT, ITES-BPO, Service Industry)
As per a survey done in US of A, the following competencies are required for a HR Professional in excel in “Knowledge Based Industry”…
1. Understanding the business of the Company. To become key players in
Vision: ability to see the 'big picture' within the industry, the organization and the function now, and in the future; ability to translate a future state for others and instill a sense of vision in them; ability to motivate others.
Political Awareness: sensitive to political situations; able to assess political climate and how it affects responsibilities.
Competencies required in knowledge based industry (IT, ITES-BPO, Service Industry)
As per a survey done in US of A, the following competencies are required for a HR Professional in excel in “Knowledge Based Industry”…
1. Understanding the business of the Company. To become key players in
ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi
the organization, HR Professionals must understand their organizations and the industry in which they work. However, knowing business is not enough. It has been proved in various studies conducted all over the world that HR professionals in high-performing organizations know as much about the business as their counterparts in the low-performing organizations. The difference lies in the usage of that knowledge. The HR professionals of high-performing organizations use their knowledge to make strategic contribution.
2. Personal Credibility. HR professionals must be credible to both their colleagues and the employees they serve and hence they must-
A) Poss
2. Personal Credibility. HR professionals must be credible to both their colleagues and the employees they serve and hence they must-
A) Poss
ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.
Following aspects would a
Following aspects would a
ess a track record of success and have earned trust.
B) Instill confidence in others.
C) Demonstrate integrity.
D) Ask important questions.
E) Frame complex ideas in useful ways.
F) Take appropriate risks
G) Provide candid observations and
H) Offer alternative perspectives on business issues.
3) Knowledge of best practices. The HR professional must
A) Be an effective verbal communicator
B) Work with management to send clear and consistent messages.
C) Be an effective communicator in writing.
D) Facilitate organizational restructuring
E) Design programs that drive change
F) Facilitate design of internal communication processes
G) Attract the
B) Instill confidence in others.
C) Demonstrate integrity.
D) Ask important questions.
E) Frame complex ideas in useful ways.
F) Take appropriate risks
G) Provide candid observations and
H) Offer alternative perspectives on business issues.
3) Knowledge of best practices. The HR professional must
A) Be an effective verbal communicator
B) Work with management to send clear and consistent messages.
C) Be an effective communicator in writing.
D) Facilitate organizational restructuring
E) Design programs that drive change
F) Facilitate design of internal communication processes
G) Attract the
dd to the challenges in developing combination products:
Which markets to tap where the combination products can do fairly well?
Which combination prod
Which markets to tap where the combination products can do fairly well?
Which combination prod
ppropriate talent to the organization
H) Design compensation System
I) Facilitate dissemination of Customer information.
4) Ability of Manage Change. With regards to Change, the HR professional must
A) Establish trust in relationships with others
B) Be a visionary.
C) Take a proactive role in bringing about change
D) Build supportive relationships with others
E) Encourage others to be creative and
F) Identify problems critical to business success.
5) Ability to manage Culture. The culture of any organization is an important aspect and hence HR professionals must
A) Share knowledge with units/departments/divisions throughout the organization
B)
H) Design compensation System
I) Facilitate dissemination of Customer information.
4) Ability of Manage Change. With regards to Change, the HR professional must
A) Establish trust in relationships with others
B) Be a visionary.
C) Take a proactive role in bringing about change
D) Build supportive relationships with others
E) Encourage others to be creative and
F) Identify problems critical to business success.
5) Ability to manage Culture. The culture of any organization is an important aspect and hence HR professionals must
A) Share knowledge with units/departments/divisions throughout the organization
B)
cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
Champion culture transformation
C) Translate the desired culture into specific behaviors
D) Challenge the status quo
E) Identify the culture required to foster the organizations business strategies and
F) Frame the culture in a way that excites employees.
6) Implementation of technology. Technology is increasingly used as a delivery vehicle for HR services. HR professionals need to be able to use HR Technology and web-based channels to deliver services to employees.
7) HR & Delivery. This competency encompasses the HR activities that are traditionally associated with HR function. There are six major factors within this domain- Staffing, development,
C) Translate the desired culture into specific behaviors
D) Challenge the status quo
E) Identify the culture required to foster the organizations business strategies and
F) Frame the culture in a way that excites employees.
6) Implementation of technology. Technology is increasingly used as a delivery vehicle for HR services. HR professionals need to be able to use HR Technology and web-based channels to deliver services to employees.
7) HR & Delivery. This competency encompasses the HR activities that are traditionally associated with HR function. There are six major factors within this domain- Staffing, development,
tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
rganizational structure, HR measurement, and legal compliance and performance management.
HR Professionals in India
To start with, let me illustrate one case, it is from one Multi-National, IT company (Sorry, I am not suppose to mention the name of the company). In India they are having offices in two cities…Pune and Hyderabad. They are having manpower of 2,750 (Approx); to manage this manpower they have a HR-Team of 28 people (12 in Recruitment; 9 in HR-Operations and 7 in employee relations). Now, look at these statistics:
Attrition rate in the above-mentioned company is as high as 32 % Every month they pay 300,000 – 500,000 INR to recruitment vendor
HR Professionals in India
To start with, let me illustrate one case, it is from one Multi-National, IT company (Sorry, I am not suppose to mention the name of the company). In India they are having offices in two cities…Pune and Hyderabad. They are having manpower of 2,750 (Approx); to manage this manpower they have a HR-Team of 28 people (12 in Recruitment; 9 in HR-Operations and 7 in employee relations). Now, look at these statistics:
Attrition rate in the above-mentioned company is as high as 32 % Every month they pay 300,000 – 500,000 INR to recruitment vendor
t?
As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel
As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel
s.
Every month they get 15-20 % salary related queries (Attendance, Leaves etc)
HR people in most of the ITES-BPO companies are busy only in recruitment, settling full-and-finals and to some extent database management.
Now look at this, as per a survey done by, Virgin Management Consultants;
A. 77-84 % HR professional don’t know the business of company
B. More than 92% HR professionals are novice to economic reforms and economic growth of the country
C. 69-76% HR professionals are even aware of role and expectations of a HR.
D. 86% of HR Professionals are not aware of the business model of their organization
E. As much as 89% HR professionals are n
Now look at this, as per a survey done by, Virgin Management Consultants;
A. 77-84 % HR professional don’t know the business of company
B. More than 92% HR professionals are novice to economic reforms and economic growth of the country
C. 69-76% HR professionals are even aware of role and expectations of a HR.
D. 86% of HR Professionals are not aware of the business model of their organization
E. As much as 89% HR professionals are n
ping new procedures for reviewing their safety, efficacy and quality.
Professional from academic institutions, pharmaceutical industries, health care indust
Professional from academic institutions, pharmaceutical industries, health care indust
t aware of the effect of Financial Bills of their salary.
This is alarming.
Now, also analyze this, traditionally HR meant to be…Recruitment, Training and development, Compensation and Benefits, Performance Management, Payroll, Behavioral Scientists, Human Psychologist, Employee relations (in manufacturing sector we have Industrial Relations Expert, and Welfare officer), Employee related strategies and planning.
In present scenario,
Training and Development is a separate department;
Recruitment and payroll can be outsourced;
Strategies and Planning is a role of senior profile
People are not grown-up enough to understand human-behavior and hence they
This is alarming.
Now, also analyze this, traditionally HR meant to be…Recruitment, Training and development, Compensation and Benefits, Performance Management, Payroll, Behavioral Scientists, Human Psychologist, Employee relations (in manufacturing sector we have Industrial Relations Expert, and Welfare officer), Employee related strategies and planning.
In present scenario,
Training and Development is a separate department;
Recruitment and payroll can be outsourced;
Strategies and Planning is a role of senior profile
People are not grown-up enough to understand human-behavior and hence they
y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products
are not fit to be in employee-relations.
We have very few experts as Compensation and Benefits Analyst and most of the time this activity can be outsourced.
Now, you list out what are the activities that a HR Professional can do?
My take:
It is a well-known fact that most of the HR professionals are not good with numbers, they are not experts in statistics or taxation or economics; they are also not so good in “Human behavior” or “Human Psychology”…but most of them are too good in “internal politics”…making an issue out of nothing.
1) HR professionals as a taxman. A big portion in Direct Tax is “Salary”…components of salary…affect of tax on each comp
We have very few experts as Compensation and Benefits Analyst and most of the time this activity can be outsourced.
Now, you list out what are the activities that a HR Professional can do?
My take:
It is a well-known fact that most of the HR professionals are not good with numbers, they are not experts in statistics or taxation or economics; they are also not so good in “Human behavior” or “Human Psychology”…but most of them are too good in “internal politics”…making an issue out of nothing.
1) HR professionals as a taxman. A big portion in Direct Tax is “Salary”…components of salary…affect of tax on each comp
.
As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de
As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de
nent. A HR Professional can analyze this and restructure the “Salary Structure” of the company. This will also help in Compensation and benefits analysis. They can also take-up a role of “internal tax advisor” to employees.
2) HR Professional as a Strategist and a Policy-maker. To perform this activity, they must have good knowledge about business, industry, and best practices in the industry and best global practices.
3) HR Professional as a Coach, mentor and guide. In order to take-up this role, HR professionals must be empathetic, high on emotional quotient, expert in Human Behavior and Human Psychology.
4) HR Professional as a Business and Industry
2) HR Professional as a Strategist and a Policy-maker. To perform this activity, they must have good knowledge about business, industry, and best practices in the industry and best global practices.
3) HR Professional as a Coach, mentor and guide. In order to take-up this role, HR professionals must be empathetic, high on emotional quotient, expert in Human Behavior and Human Psychology.
4) HR Professional as a Business and Industry
elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.
Companies that provide selfless information through particip
Companies that provide selfless information through particip
expert. As mentioned above, here also they need to have good knowledge about the business and industry.
Conclusion
These are some of the activities that I feel can change a face of this profession…called “Human Resource Management”. The path ahead is difficult to walk-on but it is not challenging. I know there are many HR-Heads and VP-HR, working in ITES-BPO industry or Service industry, drawing a salary as high as 60-75 lakh INR PA, but I doubt, if they can justify their salary with their work. As I have mentioned in the beginning, for HR-Professionals to be a Strategic Partner…Delhi Abhi Door Hai.
Looking forward to your comments and Feedback.
Regard
Conclusion
These are some of the activities that I feel can change a face of this profession…called “Human Resource Management”. The path ahead is difficult to walk-on but it is not challenging. I know there are many HR-Heads and VP-HR, working in ITES-BPO industry or Service industry, drawing a salary as high as 60-75 lakh INR PA, but I doubt, if they can justify their salary with their work. As I have mentioned in the beginning, for HR-Professionals to be a Strategic Partner…Delhi Abhi Door Hai.
Looking forward to your comments and Feedback.
Regard
tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products
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