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Added for You - Competencies for HR Professionals in Knowledge-based Industry with Reference to IT, ITES-BPO's
Billing is one important area of all small and big businesses. Billing software market is crowded that choice of one becomes so difficult for a start up business owner. The question is will billing software survives the flood of software suits or packages offered by small and big software developing companies.It should. The problem open software community today faces is the lack of skills or interest to learn the basics of programming and working of programs.People also seek comfort zones all the time. We all live in an age of instant gratification and we are hardly programmed to wait or try hard to get something. This is the general trend and they will go for easily available packaged solutions, instead of trying to learn what it is about the working behind the things they see.Needless to say a billing cum accounting system will, to a great extent take the load of learning accounting from your shoulders. With Free and Open Source Software (FOSS) the modern mantra, it is quite understandable if a few companies have taken the initiative to make major inroads into the field of free open source billing software.It is necessary for the user to have a basic coding and programming knowledge to tweak the pieces of software to a workable suite. Then again the attempts in that direction should be recognized.When introducing an open-source billing software, it is sure to be met with much skepticism and prejudices. No open source software is an exception. The whole hearted attempts from skilful people keep the trend alive.A recent addition to free software, specifically billing software is JBilling, located at http:
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented; hard working; likes challenges.
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspecti
During the late 1950s there went the story of Lycra that remained almost unknown until 20 years further. Inventive things mostly have the lengthier period of commencement. But the most fortunately the people over the world have now adopted cotton fabrics that are specially designed to protect the bodies from the commuting strain.For easy and comfortable travel conditions these days we have Waterproof, wrinkle proof and in some of the case even the temperature proof Travel wears. The fabric that adjusts according to the wearer's body temperature makes the traveling between the different climatic areas comfortable. Now we can have many necessary things from fabric like the material of running shoes that allows the feet to breathe freely, stockings or the socks saturated with vitamin C for keeping legs healthy during winter seasons and the healthy / restorative fabric from milk protein fibers.Innovative Fabrics from JapanJapan has always been contributing the most modern and innovative products like fabrics and fashions. Almost all the designers and manufacturers mainly concentrate on the richer class markets with prices justified by the quality. Natural fibers and fabrics were initially produced by many manufacturers but most of the raw material was to be sourced from other Asian countries. This reality clubbed together with higher labor cost turned it in to uncompetitive in the world markets. Japan's innovation in the use of natural fabrics rendered the world carried away. Japan is yet manufacturing fabrics from banana and pineapple fibers but it's not used Japanese due to the higher production cost.Healthy FabricsJapanese have started producing synthetic fiber
“High performing HR function affects bottom line nearly 10%”- A survey
Competencies have become integral part of HR field. In the last 25+ years, the competency approach has emerged from being a specialized and narrow application to being a leading method for diagnosing, framing and improving most aspects of Human Resource Management. Changes to business practice have forced HR professionals to adjust their role and the contributions they make as well as to obtain new skills and competencies to meet these demands.
In a survey conducted in USA the following were the observations: (Source Internet)
1) HR professionals from high-performing companies are shifting their focus from internal to external customers.
2) HR professionals are taking greater responsibility for disseminating cultural underpinning throughout their organizations.
3) HR professionals are emerging as strategic partners who identify problems, provide alternative insights and raise the standards “Intellectual rigor”, for business decision making
Understanding Competencies
Competencies are those behaviors or sets of behaviors that describe excellence in performance within a particular work context. They can be useful in clarifying work standards and expectations, help focus appraisal and reward systems, and align individuals with the institutional or department mission. We have identified a number of topical areas and competencies we believe to be the building blocks and requisite skills needed to be successful as a human resource professional. While specialists may be highly skilled in a relatively narrow field, generalists, by their very nature must have a broader base from which to operate. They must have a wider perspective on the issues and the workplace environment.
A typical professional career pattern would see the development of the novice into a fully skilled staff practitioner within a career specialty or family of specialties. Through maturity, experience and professional development, individuals would broaden their professional perspective and understanding of the human resources profession. Due to the nature of the range of demands placed upon HR departments, smaller organizational units tend to develop "generalists", while larger departments have the need and resources to develop "specialists".
Basic competencies required for any professional…to excel in any profession
Job Knowledge/Competency: Demonstrates the knowledge and skills necessary to perform the job effectively. Understands the expectations of the job and remains current regarding new developments in areas of responsibility. Performs responsibilities in accordance with job procedures and policies. Acts as a resource person upon whom others rely for assistance.
Quality/Quantity of Work: Completes assignments in a thorough, accurate, and timely manner that achieves expected outcomes. Exhibits concern for the goals and needs of the department and others that depend upon services and work products. Handles multiple responsibilities in an effective manner. Uses work time productively.
Planning/Organization: Establishes clear objectives and organizes duties for self, based on the goals of the department, division, or management center. Identifies resources required to meet goals and objectives. Seeks guidance when goals or priorities are unclear.
Initiative/Commitment: Demonstrates personal responsibility when performing duties. Offers assistance to support the goals and objectives of the department and division. Performs with minimal supervision. Meets work schedule/attendance expectations for the position.
Problem Solving/Creativity: Identifies and analyzes problems. Formulates alternative solutions. Takes or recommends appropriate actions. Follows up to ensure problems are resolved.
Teamwork and Cooperation: Maintains harmonious and effective work relationships with coworkers and constituents. Adapts to changing priorities and demands. Shares information and resources with others to promote positive and collaborative work relationships.
Interpersonal Skills: Deals positively and effectively with coworkers and constituents. Demonstrates respect for all individuals.
Communication (Oral and Written): Effectively conveys information and ideas both orally and in writing. Listens carefully and seeks clarification to ensure understanding.
Basic Competencies for a HR Professional…irrespective of his/her designation
Relationship Focused: approachable; relates easily to diverse groups and individuals; builds and develops relationships.
Customer Focused: focused on all aspects of service and product delivery; always knows the customer comes first.
Organizational Skills: able to set priorities; time and meeting management skills; able to delegate.
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented; hard working; likes challenges.
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspectiv
In the fast-paced, high-tech culture of the 21st century, you might feel tempted to experiment with flashy ads for your products or services. But, don’t give into the temptation. More often than not, the flashy and cutesy touches in advertising don’t work.What does work is a message that matches the needs, desires, and values of the people you’re trying to motivate. For example, if you drive down the street of any city or suburb you’ll undoubtedly see several pizza places. If you want to capture the attention of people with an ad for your pizza, you should put strong emphasis on the wide selection of toppings you offer. The ad could say something like this: 400 Pizza Toppings! More Than Any Other Pizzeria in Town!That’s not very colorful or cutesy, but if a lot of people start buying pizza from your shop over and over again, what do you care about winning advertising awards?Once you have identified your target market, you can then design your ad with the specific needs of that population in mind. For example, if you are selling health supplements, such as vitamins, you can assume that your prospects are health-conscious. You could write an ad that offers a free trial workout at the local health club for the first 25 customers. Or, with each purchase you could include free samples or coupons from a health store.By making such offers, it may seem at first that you are actually losing money, but if these giveaways and bonuses generate interest in your product or service, the long term financial rewards for your business will be well worth the initial sacrifice.Don’t be afraid to go into detail in your ad. Detail is key, especially if you are serious about making
A typical professional career pattern would see the development of the novice into a fully skilled staff practitioner within a career specialty or family of specialties. Through maturity, experience and professional development, individuals would broaden their professional perspective and understanding of the human resources profession. Due to the nature of the range of demands placed upon HR departments, smaller organizational units tend to develop "generalists", while larger departments have the need and resources to develop "specialists".
Basic competencies required for any professional…to excel in any profession
Job Knowledge/Competency: Demonstrates the knowledge and skills necessary to perform the job effectively. Understands the expectations of the job and remains current regarding new developments in areas of responsibility. Performs responsibilities in accordance with job procedures and policies. Acts as a resource person upon whom others rely for assistance.
Quality/Quantity of Work: Completes assignments in a thorough, accurate, and timely manner that achieves expected outcomes. Exhibits concern for the goals and needs of the department and others that depend upon services and work products. Handles multiple responsibilities in an effective manner. Uses work time productively.
Planning/Organization: Establishes clear objectives and organizes duties for self, based on the goals of the department, division, or management center. Identifies resources required to meet goals and objectives. Seeks guidance when goals or priorities are unclear.
Initiative/Commitment: Demonstrates personal responsibility when performing duties. Offers assistance to support the goals and objectives of the department and division. Performs with minimal supervision. Meets work schedule/attendance expectations for the position.
Problem Solving/Creativity: Identifies and analyzes problems. Formulates alternative solutions. Takes or recommends appropriate actions. Follows up to ensure problems are resolved.
Teamwork and Cooperation: Maintains harmonious and effective work relationships with coworkers and constituents. Adapts to changing priorities and demands. Shares information and resources with others to promote positive and collaborative work relationships.
Interpersonal Skills: Deals positively and effectively with coworkers and constituents. Demonstrates respect for all individuals.
Communication (Oral and Written): Effectively conveys information and ideas both orally and in writing. Listens carefully and seeks clarification to ensure understanding.
Basic Competencies for a HR Professional…irrespective of his/her designation
Relationship Focused: approachable; relates easily to diverse groups and individuals; builds and develops relationships.
Customer Focused: focused on all aspects of service and product delivery; always knows the customer comes first.
Organizational Skills: able to set priorities; time and meeting management skills; able to delegate.
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented; hard working; likes challenges.
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspecti
There has always been a big issue in the world of franchising regarding how to count the number of franchised outlets that exist. Many web sites of Franchisor's show more outlets than their uniform franchise offering circular. The Uniform Franchise Offering Circular is the official Franchisor disclosure document, which would be given to each franchise buyer 10 days before purchase as mandatory by law. The number of franchised outlets must be disclosed in that document. When customers go to a web site of the franchising company they may notice that the outlets are numbered by city or zip code and there may be one outlet servicing more than one zip code or city. Or in some instances one franchisee owns multiple outlets and this is often confusing to the franchise buyer who peruses the Franchisor's web site prior to the purchase.One franchise buyer indicated to me that they noticed that there were 32 more locations listed on the web site than there were in the uniform franchise offering circular. I indicated; Yes, well also consider how many of those were multiple store owners? You see? We use to count all our franchisees who purchased multiple territories as multiple outlets to be fair. Some say this over inflates, yet as you can see by how this might also cause the number of units to be under inflated.It is important that Franchisors are careful to alert franchisee of the differences and why they exist because many franchisees for franchise buyers may not understand this and they may believe that there is some fraud concerning the differences in numbers. Why might a buyer suspect there is fraud? Well, the consumer has been told by the government that most businesses are fraudule
Job Knowledge/Competency: Demonstrates the knowledge and skills necessary to perform the job effectively. Understands the expectations of the job and remains current regarding new developments in areas of responsibility. Performs responsibilities in accordance with job procedures and policies. Acts as a resource person upon whom others rely for assistance.
Quality/Quantity of Work: Completes assignments in a thorough, accurate, and timely manner that achieves expected outcomes. Exhibits concern for the goals and needs of the department and others that depend upon services and work products. Handles multiple responsibilities in an effective manner. Uses work time productively.
Planning/Organization: Establishes clear objectives and organizes duties for self, based on the goals of the department, division, or management center. Identifies resources required to meet goals and objectives. Seeks guidance when goals or priorities are unclear.
Initiative/Commitment: Demonstrates personal responsibility when performing duties. Offers assistance to support the goals and objectives of the department and division. Performs with minimal supervision. Meets work schedule/attendance expectations for the position.
Problem Solving/Creativity: Identifies and analyzes problems. Formulates alternative solutions. Takes or recommends appropriate actions. Follows up to ensure problems are resolved.
Teamwork and Cooperation: Maintains harmonious and effective work relationships with coworkers and constituents. Adapts to changing priorities and demands. Shares information and resources with others to promote positive and collaborative work relationships.
Interpersonal Skills: Deals positively and effectively with coworkers and constituents. Demonstrates respect for all individuals.
Communication (Oral and Written): Effectively conveys information and ideas both orally and in writing. Listens carefully and seeks clarification to ensure understanding.
Basic Competencies for a HR Professional…irrespective of his/her designation
Relationship Focused: approachable; relates easily to diverse groups and individuals; builds and develops relationships.
Customer Focused: focused on all aspects of service and product delivery; always knows the customer comes first.
Organizational Skills: able to set priorities; time and meeting management skills; able to delegate.
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented; hard working; likes challenges.
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspecti
The costs and logistics of shipping from China to the UK can be intimidating for inexperienced importers who don’t know what to expect. The wide variety of shipping rates just adds to the confusion - it’s very difficult to tell what ‘reasonable’ costs actually are.The first thing any new importer needs to do is make some inquiries. Don’t forget to shop around for shipping rates before selecting a wholesaler.I also recommend finding out the following details when you are arranging shipping:· Is there an inland freight charge to get to from the wholesale warehouse to port?· Is there a duty payable on the product?· Are there any restrictions on bringing this product to the UK?· Request the tariff number from the shipping agent.· Ask the shipping agent to quote you on the shipping cost, including any clearance document costs.· How are you going to pick up the stock once it arrives? How much will this cost?My tips to NZ and Australian importers apply here as well: make an effort to bargain with the wholesaler over shipping costs. If they seem unwilling, tell them that you are shopping around to find the best deal!After you have been trading with the wholesaler and/or shipper successfully for some time, inquire about lower rates for frequent customers. Most won’t offer if you don’t ask.And another thing: everything imported into the UK from outside the EU is subject to VAT of 17.5%. This applies to everyone, not just VAT registered companies. If you aren’t VAT registered, you will have to get a PSEUDO TURN number. Your goods won’t get clearance without one.I think th
Problem Solving/Creativity: Identifies and analyzes problems. Formulates alternative solutions. Takes or recommends appropriate actions. Follows up to ensure problems are resolved.
Teamwork and Cooperation: Maintains harmonious and effective work relationships with coworkers and constituents. Adapts to changing priorities and demands. Shares information and resources with others to promote positive and collaborative work relationships.
Interpersonal Skills: Deals positively and effectively with coworkers and constituents. Demonstrates respect for all individuals.
Communication (Oral and Written): Effectively conveys information and ideas both orally and in writing. Listens carefully and seeks clarification to ensure understanding.
Basic Competencies for a HR Professional…irrespective of his/her designation
Relationship Focused: approachable; relates easily to diverse groups and individuals; builds and develops relationships.
Customer Focused: focused on all aspects of service and product delivery; always knows the customer comes first.
Organizational Skills: able to set priorities; time and meeting management skills; able to delegate.
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented; hard working; likes challenges.
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspecti
Who doesn’t enjoy the accessibility of eating lunch or dinner in their car while rushing back to the office, or to their child’s next activity? After all, quick service is what we expect from quick-serve restaurants. To make sure your quick-serve gets it right —at the dine-in, drive-thru, or to-go—the key to success is to get your employees to Give a S.H.I.R.T!—yes, there is an ‘R’ in there.•Speedy accuracy—Get the order to the guest quickly and accurately. Ensure, however, that speed is balanced with the rest of the formula. Far too often, drive-thrus feel like a mail train in the old west—there’s a bag on an arm hanging out the window and you just pick up the food, pay, and go.•Hospitality—Deliver three-second sizzle to wow the guest. Make their day by being friendly—it helps make the wait time feel shorter and the guests smile. Some examples include: “Great to see you again!” “Having a great day?” “Going to the game?” Or, try filling the dead time with small talk and conversation—make it an interaction vs. a transaction.•Inform—Don’t sell the guest, rather inform them of their options. Leverage the impact of point-of-purchase signs or preview boards by asking the guest, “Which combo would you like today?” or “Welcome! Today’s special is…” This way it’s suggestive selling without adding time to the experience.•Repeat—To ensure the order is accurate, have the cashier repeat the order back to the customer as they order, as well as when the food is handed out to the guest. If the production crew is wearing headsets or listening to the order called back on a microphone, mistakes will be greatly reduced. I can not overemphasize this step—don’t leave the
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented; hard working; likes challenges.
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspective and see all sides of an issue.
Vision: ability to see the 'big picture' within the industry, the organization and the function now, and in the future; ability to translate a future state for others and instill a sense of vision in them; ability to motivate others.
Political Awareness: sensitive to political situations; able to assess political climate and how it affects responsibilities.
Competencies required in knowledge based industry (IT, ITES-BPO, Service Industry)
As per a survey done in US of A, the following competencies are required for a HR Professional in excel in “Knowledge Based Industry”…
1. Understanding the business of the Company. To become key players in the organization, HR Professionals must understand their organizations and the industry in which they work. However, knowing business is not enough. It has been proved in various studies conducted all over the world that HR professionals in high-performing organizations know as much about the business as their counterparts in the low-performing organizations. The difference lies in the usage of that knowledge. The HR professionals of high-performing organizations use their knowledge to make strategic contribution.
2. Personal Credibility. HR professionals must be credible to both their colleagues and the employees they serve and hence they must-
A) Possess a track record of success and have earned trust.
B) Instill confidence in others.
C) Demonstrate integrity.
D) Ask important questions.
E) Frame complex ideas in useful ways.
F) Take appropriate risks
G) Provide candid observations and
H) Offer alternative perspectives on business issues.
3) Knowledge of best practices. The HR professional must
A) Be an effective verbal communicator
B) Work with management to send clear and consistent messages.
C) Be an effective communicator in writing.
D) Facilitate organizational restructuring
E) Design programs that drive change
F) Facilitate design of internal communication processes
G) Attract the appropriate talent to the organization
H) Design compensation System
I) Facilitate dissemination of Customer information.
4) Ability of Manage Change. With regards to Change, the HR professional must
A) Establish trust in relationships with others
B) Be a visionary.
C) Take a proactive role in bringing about change
D) Build supportive relationships with others
E) Encourage others to be creative and
F) Identify problems critical to business success.
5) Ability to manage Culture. The culture of any organization is an important aspect and hence HR professionals must
A) Share knowledge with units/departments/divisions throughout the organization
B) Champion culture transformation
C) Translate the desired culture into specific behaviors
D) Challenge the status quo
E) Identify the culture required to foster the organizations business strategies and
F) Frame the culture in a way that excites employees.
6) Implementation of technology. Technology is increasingly used as a delivery vehicle for HR services. HR professionals need to be able to use HR Technology and web-based channels to deliver services to employees.
7) HR & Delivery. This competency encompasses the HR activities that are traditionally associated with HR function. There are six major factors within this domain- Staffing, development, organizational structure, HR measurement, and legal compliance and performance management.
HR Professionals in India
To start with, let me illustrate one case, it is from one Multi-National, IT company (Sorry, I am not suppose to mention the name of the company). In India they are having offices in two cities…Pune and Hyderabad. They are having manpower of 2,750 (Approx); to manage this manpower they have a HR-Team of 28 people (12 in Recruitment; 9 in HR-Operations and 7 in employee relations). Now, look at these statistics:
Attrition rate in the above-mentioned company is as high as 32 % Every month they pay 300,000 – 500,000 INR to recruitment vendors. Every month they get 15-20 % salary related queries (Attendance, Leaves etc) HR people in most of the ITES-BPO companies are busy only in recruitment, settling full-and-finals and to some extent database management.
Now look at this, as per a survey done by, Virgin Management Consultants;
A. 77-84 % HR professional don’t know the business of company
B. More than 92% HR professionals are novice to economic reforms and economic growth of the country
C. 69-76% HR professionals are even aware of role and expectations of a HR.
D. 86% of HR Professionals are not aware of the business model of their organization
E. As much as
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