HR Manager – Expectations From Industry

By Dr. Shantanu K Biswas

It’s high time business schools considered the industry expectations seriously and mould their curriculum by establishing linkage between course outcome and program outcome.

Some People Dream of Success, While Others Wake up and Work Hard for It.

Conventionally, Human Resource Management (HRM) is a function in most organisation that deal with basic functions like recruitment, management and providing direction to the people within the organisation. HR function has evolved over the years from traditional WELFARE function -> Personnel Management -> Human Resource Management to -> Strategic HRM. Strategic HRM is the link between the organisation’s strategy and their HRM function. It is concerned with how HRM contributes to the overall effectiveness of the organisation, by ensuring that the people in the organisation are managed effectively to ensure that the objectives and goals of the organisation are met. Professionally managed organisations are always on a look out for dynamic HR Managers who can play the role of a Strategist.

New Roles of HR

One of the best thinkers in the field of HR, Dr Dave Ulrich, recommended three new HR roles viz: Strategic Partner, Employee Advocate and Change Mentor.

Strategic Partner

As a Strategic Partner, HR is expected to contribute to the development and accomplishment of organisational plans and objectives. It is required to think like business people, know finance and accounting and be accountable and responsible for matters like cost reduction and measurement of HR programs and processes.

Employee Advocate

As an Employee Advocate, HR needs to have the expertise on how to create a work environment in which people feel motivated, contributing and happy. The role involves goal setting, communication and empowerment, and establishing an organisation culture and climate in which the employees have the competency, concern and commitment to serve stakeholders.

Change Champion

As a Change Champion, HR needs to have the knowledge and the ability to execute change strategies. It requires linking change with the strategic needs of the organisation so as to minimise employee dissatisfaction and resistance to change. It involves helping to create the right organisation culture, monitoring employee satisfaction and measuring the results of programs and initiatives.

The million-dollar question is - Are the Business Schools aware about the new roles of HR? Are they designing their curriculum and help prepare students to adapt themselves with the new role of HR?

Today, the industry is looking for professionals excelling in people management and possessing necessary skills so that they can:

• Develop the HR skills required in today’s business scenario
• Create a healthy HR culture within their team
• Develop a close relationship with their team members
• Maximise individual and team performance
• Align team members with organisational goals
• Uphold Dignity and Respect in the workplace

Possessing desired competencies is a very important criteria for selection. Competencies are nothing but a combination of knowledge, skill and attitude which provides a description in common parlance what a person needs to carry out his/her job effectively. The role and competencies of HR professionals are very critical compared to that of line function because of increasing performance requirement and business challenge. The changing need requires appropriate focus and designing of course curriculum by business schools to meet the expectations of industry.

Students from Tier 1 B-schools are definitely more prepared. Students from mid-segment B-schools have been found to be deficient in some aspect but not lagging far behind and trying to become more competitive.

Desired Competencies of MBA (HR) Graduates

Interpersonal Skills:

Team skills, communication skills, self-motivated, dedication, commitment, EQ, problem solving capability, result orientation.

Leadership Qualities:

Value and ethics driven, thrust for success, strategic thinking, patient, tolerant and able to work under stress, risk taker, influencing people.

Employability Skills:

Business schools are required to focus more on this important aspect. Although curriculum accommodates appropriate slots, however, the evaluation is found to be ineffective because of time constraint, lack of expertise, ineffective grading system, low priority, etc. Let’s look at some of the employability skills.

Domain knowledge, analytical skill, communication skill, presentation skill, team building skill etc. These are basic skills. Freshers lag when real life situation involves problem solving, critical thinking, creative thinking, displaying Interpersonal and interdisciplinary teamwork skills. Business communication is the weakest link. It’s not all about learning English or speaking in that language. Creativity/originality of putting across one’s point of view effectively is seen missing. WHAT can be done to address this malady?

What Corporates Expect From Young Graduates?

A person having the right attitude, hardworking, quick learner, honest, creative and energetic. Sounds simple and logical.  

To address the gap/deficit Business schools will have to boost domain knowledge by emphasizing on concept and outcome of each course and continuous evaluation. Concept of open lab has to be introduced for enhancing creativity and teachers should act as mentor for monitoring the progress. Industry-university interface should be enhanced for bringing about innovation. Industrial internships including industrial visits needs to be planned effectively. Guest lectures by Industry experts should form a regular feature. Co-curricular activities like yoga, sports etc should be encouraged for holistic development.

Communication skill is another deficit area. Students should be encouraged to read newspapers and watch discussions on TV channels. Presenting paper in seminars and participating in extempore and speech competitions should form a part of the curriculum.

Attitude and value system is another deficit area. Creating concern for the preservation of environment and involvement in service to the society needs to be appropriately propagated.

Preparation for Interview

The three most common questions asked in the interview are:

1) Tell me about yourself.

2) What are your strengths?

3) What are your weaknesses?

There is nothing wrong with these questions but I have found from my experience that candidates mess up their answer and poor opinion is formed without even testing candidate’s professional skill. Are the business schools doing enough for preparing candidates to face interview? Starting point is a well-structured resume. Mock interviews is another way. Teacher will have to devote time to assess the students and prepare them well for the Interview.

It’s high time business schools considered the industry expectations seriously and mould their curriculum by establishing linkage between course outcome and program outcome and proper evaluation is done constantly over a period of time. Apart from focus on theoretical knowledge more concentration on personality development is the need of the hour. Industry exposure is the next important aspect. Industry-academic interface needs to be enhanced. Summer projects/internship should be taken seriously. More interaction with industry professionals needs to be planned. For overall development of personality participation in college/business fests is very important. The overall objective of business schools should be to enhance functional and behaviour competencies.

About the Author:

Dr. Shantanu K Biswas is Professor HRM at Jaypee Business School. He is also the Ex Director (Personnel), THDCIL.