‘HR management is about catalysing harmony’
- strictly business
Sep 4, 2017-
Mohan Ojha started his career in 1993 as office assistant. Then he spent the next two decades moving from one organisation to another, gathering valuable experience and know-how.
In 2008, he finally opened his own company Growth Sellers, an independent consulting firm which provides human resource related solutions to its customers.
After Growth Sellers’ success, Ojha went on to establish Growth Leadership Academy, which aims to strengthen human resources managment across the country. In this interview with the Post’s Alisha Sijapati, Ojha talks about his passion towards human resources management and shares some of his mantras for success. Excerpts:
The importance of human resource management is now slowly being internalised by Nepali companies. However, organisations still lag behind with regards to developing and nurturing their employees. How can this be improved?
Human resource management has been getting significant attention in most organisations. Just a decade ago this wasn’t the case—there weren’t any HR departments in Nepal.
The Administration Department played the role of HR managers and this certainly didn’t help in further development of employees.
HR as a subject and as a profession is booming today. Currently in Nepal, there are about 1,000 professionals working in the HR field who have contributed their share in improving the HR landscape.
Due to the contribution made by such professionals, employers are also slowly prioritising HR and understand what an important role it plays in the smooth operation and growth of an organisation.
The value of people management is finally being recognised and HR is no longer a department that is looked down upon.
That being said, HR management is still relatively new in organisations and they do need to come up with HR awareness activities.
HR professionals should focus strategising knowledge management as well as other tasks under their supervision. Organisations need to focus on the training and development of their employees, and need to emphasise hard work over favouritism.
The next step for Nepali companies would be to incorporate their HR departments into strategic long-term planning as well, rather than just restricting them to recruitment and personal filing.
What kind of challenges does a HR department come across regularly and what are the keys to overcoming such challenges?
As an HR professional, I would say that challenges are divided into two parts—internal and external challenges. Firstly, in terms of internal challenges, management and line managers should play a supporting role in helping HR managers develop and better equip their teams.
The other challenge for HR manager is to have fair judgment. In many organisations, employees feel that the HR department favours the management and ignores their needs.
HR departments thus are easy targets in the blame game. HR departments need to understand people and motivate them according to their needs. It is important for HR departments to understand and master the keys of retaining and recruiting employees.
Externally, there is a huge gap between demand and supply of right people in the market. It is a challenge for every HR department to get the perfect person to fit into the positions that an organisation has vacant.
HR employees’ job description includes spreading peace and prosperity at work. How can one avoid conflict at a workplace?
In an organisation, conflicts are inevitable. However, it is necessary to ensure that these conflicts are quickly resolved to avoid any kind of negativity clouding optimum productivity. It is all about the vibes in the end.
If one employee is negative, it won’t take too long for other employees to develop the same trait. Negativity is a disease. I look at conflict in two ways: positive and negative conflict.
A conflict could take place for the betterment of a company and help its employees grow. The other kind of conflict arises from the inability of employees to perform their tasks, and from the lack of appraisals and equality.
To avoid such conflicts, HR departments need to act as a bridge between employees and the management.
What are some attributes that all HR leaders must possess? What mantras should they abide by?
Any HR leaders should possess the capacity to take on pressure and stress. A leader should look beyond their job description and bring in new strategies to grow along with the employees.
Leaders need to catalyse a harmonious balance between employees and the employers. They need to understand the importance of time management. A leader should also listen to their team members rather than just talking all the time. They need to have proper knowledge of their field and should be able to make proper decisions.
What advice do you have for fresh graduates wanting to pursue a career in human resource management?
The importance of HR is increasing every day. With the scope in current market, where there are limited HR professionals, different companies are increasingly
seeking out HR professionals.
So, the demand is certainly there but young graduates need to internalise that there is only so much classroom-based theoretical knowledge will help you in the professional world. It is absolutely essential that you equip yourself with extra skills and knowledge.
Published: 04-09-2017 08:36