PERSPECTIVE OF AN HR

The presentation is a guideline as to what an HR looks for.

The points that have been covered are mentioned as below:

What matters most?

What an HR looks for?
What HR eliminates?
How does HR evaluate?
What you should look for?

WHAT MATTERS MOST ?

The very first point that one should reflect internally is
what matters the most.The 3 things that hierarchy wise
matters are:
1. Passion :
It being an intrinsic quality, drives an individual to do
the necessary to reach the target. When someone has
enthusiasm and passion, he ends up figuring out
somehow ,how to excel in the job. When we do something
that really matters then we end up getting lot of fulfillment
which eventually leads to peace.
If by any chance someone does not have passion for
something, he should try to seek the meaning that he can
attain through the job.
Steve Job said in his documentary video, If you do not
have passion, any rational person will give up.

If we do anything that gives value to something really

important, we can feel passion comparable to any passion
in the world.
If we cannot find both passion or meaning, a person should
try to get grounded and get peaceful through it.
Thus passion has two links as :
a) Meaning
b)fulfillment
2. Market value
3. Talent
If an individual has passion, he will have talent as well as
market value.
PASSION is the most important.

WHAT HR LOOKS FOR?

The factors that HR looks for are:
1. EXECUTION :
a. Role clarity
b. team goal
c. action planning
d. score cards

e. Performance feedback
f. resilience
The points in execution that the HR specifically pin points
are :
a. Setting stretched goals The individual should be ready to take up a stretched
goal.
b. If you dont succeed, surrender!!!
If one does not succeed, he should accept that the
method is not being successful so he should have multiple
plans of execution. There should be focus back on the
problem.

c. Consult for inputs.

It is good to consult for inputs so that all the
team members and the bosses feel involved through out the
process.
d. Deliver what is promised.
This is an obvious must.
e. Half step ahead
An individual should able to predict or foresee a
situation and must be at least half a step ahead in solving or
addressing the same.

2. COMMUNICATION :
The basic elements in communication skill are:
a. Continuous Update
The individual should update regularly the status of the
work being carried out at regular intervals so that the team
is aware and involved of what is happening.
b. Sincere and credible
Sincere means individual should show true interest and
be true to the work at hand. Being credible is that the
candidate must have credibility in what he says by being
true to his words.
c. Transparency
A vey important trait. By hiding some things or saying
untruth one may able to make his life easy for sometime but
it will not help in the long. By being transparent, he faces
temporary hiccups but it finally fetches credibility. One
should know how to put forth the truth and also the same
information to everyone.
d. Consulting for inputs :
One shall consult for inputs to keep team involved & rest
know what is happening . Moreover , this shall give a
different percpective of the issue .
e .Truth and Grace in feedback

One shall give real & truthful feedback upfront with

grace by considering other persons interests

TEAM WORK :
a. Communicate vision & evolve goals & mile stone:
It is the duty of the leader to communicate the
vision and the goal to the team clearly. They should no the
milestones they need to attend.
b. Having Fun while execution :
We should make a team where people will love to
run to office. They should get up and run to the office.
Work is fun and they should have fun which in no case shall
reduce productivity.
c. No Judgement , only reflection :
We shall not judge if work is too good or too bad. It
should be only unbiased reflection on a particular job.
d . Quickly share team success stories :
Team small success shall be shared to all which will
give them interest to work.

e. Definitely celebrate achievements :

Whatever happens, people shall be celebrating small
success. It need not be an expensive party all the time, it
can be small clap or a small laugh together.
WHAT HR ELIMINATES ?
a. Avoidance behaviour :
When a person tries to avoid a work, it becomes an
avoidance behavior which is not liked by HR at all.
b. Non Management behaviour :
When a person does not like to manage any urgent
situation whose responsibility does not lie with him it is
taken as a negative aspect.
c . Doubts in Integrity :
If a person is doubted on account of integrity, there is
no forgiveness. He is immediately chucked out even though
the fact is found after joining the office.

HOW DOES HR EVALUATE ?

a. Psychometry tests :
Such test shall give very close mapping to brain &
they are very robustly designed & fool proof in nature
which eventually helps to identify candiates subjective
behavior. They are too accurate today.
b. Competency based interviews :
These test are check his candidate strengths &
weakness. They are also very accurate.
c. Assessments centres:
These are ones that specifically made to simulate real
time conditions & observe his behavior in such
atmosphere .
d. Reference checks :
These are done to check the correctness of the
reference provided & its contents . If the reference person
does not answer confidently it also is a problem
e. Back ground checks :
These tests are done to evaluate the candidate
integrity about his qualification , behavior etc

Content Prepared & Delivered on 7/04/15 :

S.SADASHIV
VLMP Professor
Head HR , TechNova Imaging Systems
Complied by :
SHAONI MAJUMDAR ( VLMP /09/34)
C.SHIVA RAMA KRISHNA (VLMP /09/35)
Dt: 08/04/2015
Place: IIM C