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HR Competencies and Gender
Anurag Shrivastava
HRNEXT
IIM K HR SUMMIT 2012
COMMENTS
“I'd like to believe that there is no difference between the genders when it comes to HR. But now that I think about it: I can't remember ever dealing with a male HR executive, either where I worked or where I applied. Staffers, occasionally yes; execs, no. So I can't speak from experience.”
“Men usually become either too involved personally or are too aloof. Women are more empathetic. They can listen, counsel without it disturbing them. There's also a question of stereotype - most employees are not used to seeing men in HR profession.”
‘ Why are you in HR ? You are an IIT Grad ? ‘ ( functional and gender )
IIM K HR SUMMIT 2012
Evolution of hr
IIM K HR SUMMIT 2012
18th Century ; women appointed for welfare of women and girl workers
Seen as a female profession which attracted few men – soft and fluffy
Women seen as more suited - ability to empathise, relate and influence, and use emotional intelligence.
Function seen as more employee advocacy than a bottomline driven one
Evolved into the business partnering role –today - but much is left to be desired there.
HR leaders display
IIM K HR SUMMIT 2012
Strategy leadership – for HR and for company
Trusted advisor Decisive ; and ability to say know Business Knowledge Boldness Do things differently – value for best
people HR functional expertise –
communications, compliance , rewards, staffing,
Employee Advocacy
HR leaders display
IIM K HR SUMMIT 2012
Result orientation Self Esteem ; being comfortable with
oneself Collaborative Change champion Active listener Ideator Diversity champion Persuasive Coach
Hr winners …
IIM K HR SUMMIT 2012
Relationship Management – with all key stakeholders- internal and external
Strong technically – functional excellence rewards,staffing,laws,capability/OD,ER,problem solver
Unruffled under pressure ; self control
Credibility : create record of keeping difficult commitments and sticking to them. Exceptional integrity.
My two role models – of different genders live the above but different as
personalities
Competencies for 2010s
IIM K HR SUMMIT 2012
Manage resources better – do more with less
Tighter integration with business leaders for results- capability needed to compete in a space –innovation , costs or accountability
Compete in new markets – talent , people, culture transfers – global mindsets
Fairness champion – going beyond employee advocacy, diversity , and CSR
Women in HR
IIM K HR SUMMIT 2012
Significantly higher representation at managerial levels in corporate HR > 45%
Negligible presence in industrial relations
Over 80% drop in presence at senior leadership levels of large corporations, not much better than overall 4-6% representation ( US scores much higher ) .
Greater presence in functional areas like OD than in rewards, staffing and industrial relations.
Women in HR
IIM K HR SUMMIT 2012
Gender stereotypes, non-executive career path – towards staff rather than line roles
Family support - growing children, guilt Career breaks Flexible work options post childbirth,
day care Rapid societal changes, two income
norm, fewer women dropping out of career
Perception Survey
IIM K HR SUMMIT 2012
Sample size of 129, mainly in leading MNCs and Indian firms; HR & line 50% mix , 37% women respondents
Dimensions More verbal ; better ability to reach out and
communicate Multi-tasking , Juggle competing priorities Establishing trust and becoming a trusted advisor 6th sense , catching behavioural clues
Survey of professionals
IIM K HR SUMMIT 2012
20%
17%
8%
50%
5%
Women are better HR Professionals
Unique qualities- high empathy,caring
Multi Taskers
Men are better in HR
No Gender difference
6th Sense on people issues
BLOCKBLOCK SUGGESTIONSSUGGESTIONS
IIM K HR SUMMIT 2012
Family commitments are considered – not usually an issue with men
Making the choice to be career focused & stay focused
Competence & performance important not gender
Chose roles carefully which are important to business, don’t take things as they come
Lack of exposure to so called “hard nosed roles “ ; more in OD and welfare
Don’t ask for special treatment but never be apologetic about need for work-life balance
Channelise aggression more effectively. Don’t over do
Instead of just external networking , build on internal networks, Grapewine
Move beyond “HR hat” to look at problems using “business hat”
Women in hr- expert view
Developing HR career
IIM K HR SUMMIT 2012
Be an expert - applying theory to business to get respect
Take a 360 view of a problem - to be an employee advocate as well as value creator
Build relationships - lasting . Professional and personal across levels
Champion fairness as core professional and personal value
So does gender matter ?
IIM K HR SUMMIT 2012
Women dropout rate from career extremely high Only 2/22 women of 1992 XLRI batch in corporate HR
leadership role Industries mainly services – IT or Banking Negligible presence in core sectors
Significant ( 70% ?? Or more ) of CXOs in HR are men while at entry level they are about 60% or so Work-life balance choice ? Far better represeentation of
wmen at exec level More men exploring the feminine side and
women becoming more hardnosed about business – gender shall be irrelevant
Path forward
IIM K HR SUMMIT 2012
Industrial exposure , IR General management path Develop internal networks Stay focussed on career but not be apologetic about
worklife balance Exposure to hiring,rewards,measurements International postings, East Asia Stint in business functions – sales Leverage Technology, Social Media