Its time I think....

Almost 2 years back when I walked into the compunds of Xavier's, Mumbai, I had no clue what my XAT interview was going to be like. Only idea I had was that "they" would certainly ask me something about HR as I was supposed to "know" things after having worked one year in HR department of a company. And they did.

What exactly did they ask and what exactly did I answer I do not remember anymore. But something was asked about the history of HR or something to that effect anyways and my views on it. Having discussed with my boss a couple of evenings earlier, I started with great confidence. Having explained the 50s and 60s I ventured to explain the way terms personnel management and industrial relations came about. What an answer it was. Or so I think as I got selected anyways....

Almost 2 years to that date and much has changed indeed. Having learnt the fundas we are ready to enter the world as future HR managers. And I think it is time for me and probably a few more in XL to stop and think if we want to continue to call the diploma we are supposed to receive as "Post Gradulate Diploma in Personnel Management and Industrial Relations"

I mean; people; we are talking about us being the strategic partners in the businesses and if we continue to label ourselves as majored in the administrative tasks it is not going to help much. Some would say its just the terminology, how does it matter really? or does it?....

I had an opportunity to learn the evolution of HR and the way terminology was built over the years but think a few years down the line. Or for that matter think what perception we are having in other parts of the world. I got an opportunity to do internship with a foreign company and everytime someone asked me what degree I was going to get, a single line answer never was sufficient. PMIR?? What on the earth is that?? You are given some special training as personnel administrators?? Or are you being groomed as the specialists who solve the union problems??.....

See the point now?...

To build my point further let us have some hard facts. However we say that IR is still a burning problem, is it really the case?? or we just do not want to let it go beyond us as we are the specialists?? Dont IR problems ultimately arise if no attention is paid to HR part of it?? I am not saying that there are no IR problems. But with the growing dominance of service and knowledge economy I see them only diminishing. In spite of the fact of newly forming unions in IT industry.

Not that changing the name of the course from PMIR to HR is going to do some wonders for us. But atleast it is a sign that we are ready to acknowledge and accept the change and move ahead with it. Call it our little contribution to the evolution of Human Resource Development!!