HR managers need to be better performers

It may sound a bit ironic. Indian managers may be high performers in their area of expertise but the performances of the people who manage them leave much to be desired for. That in short is the synopsis of a recent survey conducted by global management consultancy firm.

In the firm’s High Performance Work Force study 2007, conducted by interviewing 40 Indian CEO and Human Relation (HR) department heads, the majority of the executives cited that HR is their most critical workforce (Globally, HR is ranked No. 7 in the pecking order of importance).

However, there was deep dissatisfaction with HR’s performance. In an adequacy vs expectations survey across different workforce like sales, manufacturing, R&D, HR, etc HR performed the worst. The study pointed out that CEOs believed that there is a huge gap between the potential and actual achievement by their HR function.

The survey sought executive insights in three broad areas – most important factors in achieving high performances and how their companies are addressing these factors, the importance of various workforces to company’s success and their performances and the extent to which the HR function is supporting the company’s key workforces and positioning them for success.

The executives in the study came from diverse industries like steel, construction, engineering to finance and entertainment.

In India, both old and new economy companies are trying to fish in the same pond, creating severe talent crunch.

As new economy companies continue to attract talented people in droves, old economy companies such as those in steel, power generation and manufacturing appeared to be better prepared to deal with talent issues. These companies are more willing to use “appropriate metrics” to track HR and over workforce performance.

In what could be particularly worrisome, the middle management level was found to be unhappy with how organizations treat them. The amount of effort in retention and leadership development at this level is just not good enough.

As companies often get their next generation of leaders from this level, the study found that the HR department needed to do much more as executives in this level are at a critical point of their career. The study found that it is a situation that should be troubling not only for HR leaders themselves, but for the executives as a whole.

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  • anupam anurag

    I strongly believe what the article meant for. If HR managere are not going to do well in their expertise, how can they expect same from the talent they are having. If HR persons are not motivate towards their work, how can they motivate others. The job and concerned respnosibilities that are there along with HR executive position is vital not for that HR individual himself but with the associated workforce as well. If HR department of an organization is copmetent enouh no doubt that compnay will do well in future.

  • sanjay kumar arora

    Respected sir,
    I want to start leave policy in manufacturing company in mohali
    so please suggest me by mail what can i do better
    sanjay kumar arora

  • Manideepkattamuri

    for a companies need how to manage the company and how to take the payrolls in the company and how to manage the employes the hr needs what u read mba that will  be updated  in the sap hr

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