"Exploring the Identity of HR: Profession or Just another Occupation?" In professions like medicine and law, formal education is a must. Doctors need MBBS or MD degrees, and lawyers need LLB or LLM qualifications. But what about HR practitioners, especially the leaders in HR? Managing Human Resources is a specialized craft. It demands a nuanced understanding of organizational psychology, labor laws, talent acquisition, performance management, employee engagement, and much more. It's a delicate balancing act that requires finesse, compassion, business acumen and strategic foresight. In a recent HR session, it came to light that individuals lacking formal HR expertise and qualifications are frequently being appointed as HR leaders. This trend often stems from their strong communication abilities, past success in unrelated roles, the personal loyalty of a secretary to the CEO, or the influence of certain individuals within the organization. This trend is risky. HR leaders lacking in HR knowledge can create toxic workplaces, hurting productivity, employee well-being and company brand. The HR profession shouldn't be confined to one function; it should be open for anyone within an organization to pursue as a career. However, this transition should be made only after careful evaluation of individuals' interest, professional readiness, and their compassion towards people, along with other intangible qualities. Encouraging individuals from various functions to move into HR can enrich the profession with diverse perspectives and experiences, but it's essential to ensure that those making the shift are genuinely equipped to handle the complexities of people management and organizational culture. By evaluating these factors, organizations can ensure that individuals entering HR roles are well-prepared to contribute effectively and positively impact the workplace environment. Shouldn't we expect HR leaders to have formal HR education, experience and passion to deal with people matters, just like we do for doctors , lawyers or other professionals?.....or this is just another fancy occupation in the making and not a true profession? What do you think? Let's talk about the future of HR leadership. #eduonn #drhrofficial #HRasaprofession #hrprofessionals #peoplemanagement #globalhr #hrtrends #toxicworkplaces #humanresourcemanagement #managementschools #daveulrich #marshalgoldsmith #nhrdn #dubaihr #abudhabihr #hrshapers #ethr #shrm #cxo #chro #astd #iimindore #isbhyderabad #middlesexuniversity #universityofbirmingham #spjainglobal #amityuniversity #imtghaziabad #iimahmedabad #iit #iimbangalore #xlri #tiss #xim
Well said Anil. I agree 💯% with your views.
Knowledge, experience, passion, intention, and sense of purpose are essential to be successful for any role and it's true for HR leader as well. A HR leader should play the role of an 'enabler' to connect all people-centric dots and build a meaningful picture which is functional, engaging, and motivating! In doing so, they not only champion the organization's values but also nurture a culture of growth and collaboration, ensuring that every individual feels integral to the collective vision.
Absolutely crucial to have a solid foundation in HR knowledge and experience when leading in people matters. 👩💼
Anil Kumar Misra thought provoking
Very nice
Test Consultant
6moAbsolutely Anil! The evolving nature of HR leadership prompts a deeper exploration of its identity. It challenges conventional notions by acknowledging that effective people management involves a blend of interpersonal skills, business acumen, and a grasp of HR fundamentals. Striking the right equilibrium ensures HR leaders are not just figureheads but catalysts for positive organizational change, fostering a workplace where both people and business thrive.