Skip to main content

An HR interview for my batch-mates!

It has been a decade since the MPM batch of SIBM 2003 passed out. I was one of them. Suddenly a thought came to my mind to have an interview with selected bunch of batch mates and check for how happy, realistic and fulfilling the journey has been, both personally and professionally.

1. Can you think for a moment, what are you ....without Job, Title, salary, Home, Family, bank balance-property ?

2. What noticeable difference, you seen in yourself/personality, as an individual in these 10 years?
3. What difference have you made  in other's lives in your career?

4. Have the wish list been checked fully?
5. Have you got your dream job yet?
6. What is the brand value of the product called "you"?
7. The euphemistic, "Have you made it large?",
8. What is brand new list of wishes and dreams now?
9. Have you got the "justification" for your so called premier B school degree?
10. What is your USP, you built during 10 years in the industry?
11. What is your key to a successful career in HR?
12. Do you think you have more than lucky, less than lucky, unfortunate or doomed in the career objectives you set for your post MBA life?
13.How has your post MBA life been in terms of your personal life, aspirations, relationships, etc?

14. Did you get chance to create the right workplace with values like "meritocracy, fair, equitable and transparent organisational policies and guidelines?
15. Have you published any book, articles, websites, blogs for your trade and skills?
16. Did you acquire any other degrees, certificates in your trade after MBA?

17. Do you think your premier MBA degree helped you get specific positions, title, career advancements, transfers, promotions, investments in you?

18. If you have to list 3 truths and 3 myths and 3 lies of HR that you discovered in your career or in outside world, as such, what would they be?

19. Do you have any big concerns, you noticed with HR department or function as such that you are really worried about?

20. What 3 differences, you would like to make to MBA HR curriculum after having experienced the function and identified gaps and irrelevance or incompleteness of the discipline?

21. As per you, who is the biggest contributor to HR function, the HR guy, the HR boss, the CEO or the employee?

22. Have you ever experienced or noticed HR department/HR folks playing a catalyst role in business? What was that?

23. How would you react to the companies, who have handed over HR leadership to non-HR people, be it Infosys or KPMG India or any other?

24. What is the biggest threat to HR as discipline today and what are the reasons for them?

25. What 3 key learning that you have got in HR, that you hold close to your heart, mind and conscience, in thought, planning and execution?

26. What branches of HR, do you think have been recognized as making business sense and value, of late?

27. What is the future of HR that you see? How hopeful are you about HR's future?

Comments

Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework
A new way of understanding reward
Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions.



The issue
Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] .
The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with non-financial rewards …

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives!
Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking!

If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular!
A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through innovat…