New York, NY (PressExposure) March 15, 2012 -- From last some years we are witnessing sea change in leadership style and process. Today, leaders are coming together at platform or conclave to stage their HR skills, as opposed to past where HR used to sit in their cabin and used to formulate the policies. It is not merely a process or role, but it is human driven process which is constant and ever evolving. HR role is intricately choreographed by an organization; hence, they need to understand following things They need to understand each individual has their own competency and proficiency- Future HR leaders need to understand individual's needs and their competencies. These competencies thereby distinguish each individual and leader. HR is not defined by the qualification that he holds; rather what distinguishes him is his capability and ability to understand the things.
He need to understand organization as a whole- Today, HR's role is not limited to his inline business rather he should try to master every line of business. But it is possible if you have strong support system and other qualities to manage the things. It is unlikely to have ample credibility in your name, but you need to identify and enhance this quality. HR, who formulates their policies, based on this framework is likely to succeed more. Team building activities are stimulating problem-solving tasks designed to help group members develop their capacity to work effectively together.
Positivity- The psychological capital in hands of HR leader is positivity. For a leader to attain success he/she needs to be high on scale of positivity. A negative HR leader breeds negativity in the whole organization. A positive exuberance is key to success. Negativity not only hampers people around you, but it also hampers your personality as a whole. Cribbing over trivial issues will make you look like puppet in hands of management. Rather than ferventing your emotions here and there, try approaching concerned individual. Optimism is a barometer against which a good leader leans.
Evaluate your subordinates' well- The mentors or HR leaders should evaluate their subordinates' on basis of their performance, rather than other things. Biasedness dwindles the faith of employees and creates negative vibes. Groom your subordinates according to their efficiency.
Resolve the issues on one to one basis- HR managers should refrain from complaining the trivial issues to management, if it can be solved on individual basis. This practice will create a professional hurdle and will surely create a barrier among you and your employee. Successful HR leaders intend to lead their employees by understanding them.
In nutshell, it is crucial to understand and follow above mentioned points otherwise you will suffer a defeat.