Fruitas Holdings

Chermaine Laced

Confucius said, “Choose a job you love, and you will never have to work a day in your life.”

HR is a profession and is not an easy-breezy job. It may for some, but for most, it is not. Being an HR requires prolonged training and a formal qualification to execute the job efficiently and effectively.

In a business setting, HR or Human Resources is a department in-charge of all people and people-related matters. On a day-to-day basis, HR deals with hiring, training, onboarding, timekeeping, employee disciplining and counseling, administering compensation and benefits to name a few. Basically, HR is a paid occupation because we are hired to do these tasks.

On the other hand, to be an effective HR, one must have a passion. Passion is translated as an intense desire or enthusiasm for something like helping others achieve their goals and not being acknowledge for it. People expect HR to be the solution provider, if they have problems, personal or work-related; they always go to the HR. If leaders look for answers, or even search for something they do not know, they ask HR. In this sense, HR plays a pivotal role in the ongoing process of fostering and shaping the future of the organization by nurturing people at all levels.

In the ever-changing, fast-paced and dynamic economic landscape, the role of HR is crucial to the growth and success of a business. HR should expand beyond the traditional administrative functions. Instead, HR must see themselves as a strategic partner of the organization. They must have heart and compassion for the organization and for the people in order to create and design employee and culture initiatives. So, how can being HR personnel be a profession and a passion at the same time? Here are the top two things that can help HR practice their passion through their profession:

1. Hire Smart, Fire Less

I remember one of my mentors said, building a team with the wrong people is like serving a meal with rotten vegetables and poor ingredients. Even if you hire more people, and hire faster, it just won't matter if the quality of people is poor. Hiring people can make or break a business over the long term. 

Moreover, having the right person is not an easy task especially if the labor market is tight, as it is right now. In this sense, HR must identify the key competencies required for the position. By conducting comprehensive needs analyses and engaging with senior leaders to create a framework that serves as a foundation for identifying potential individuals and designing targeted leadership and professional development programs.

"By promoting a culture of learning, HR can encourage leaders to embrace challenges and continuous improvement"

2. Learn. Train. Repeat 

In the digital era, HR can harness the powers of technology to boost organizational efficiency and productivity. By implementing learning management and providing accessible, self-paced online courses, and virtual learning modules to employees. By promoting a culture of learning, HR can encourage leaders to embrace challenges and continuous improvement. HR may also establish mentorship programs by training leaders to create succession planning strategies to ensure and build a pipeline of talent ready to step into leadership roles.

These two are just some of the strategies that HR must focus in creating a dynamic talent and work model for the future. We are now in the age of perpetual organizational upheaval. So, it’s time for HR to step up from the bygone administrative function and foster a culture of growth, and pave the way for organizational success.