Has #MeToo reshaped the role of HRs
Tuesday, October 23, 2018
In the era of movements like #MeToo, HR professionals should learn the art of listening the unsaid at work places, writes Sheetal Banchariya
For global or local opportunities, students aspiring to have a strong career in human resource management domain need to have a set of core skills, which include strong business skills, negotiation skills and communication skills – speaking and listening to what is not being said, like #MeToo movement.
Coretha M Rushing, board chair, Society for Human Resource Management (SHRM) stresses upon the need for HR professionals to be comfortable with change and realise the changing responsibilities in work space. “#MeToo is nothing but one person coming forward to share their story and making it comfortable for other people. It is HR professionals’ responsibility to be balanced and help in making work environment inclusive and positive,” said Rushing.
Indian market is booming with businesses with global companies making a base here and Indian companies expanding their horizons. The changing outlook of industries, the job responsibilities of human resource managers are also taking a shift. “Movements like #MeToo underline the responsibilities of human resource managers. With the growing population in India, HR professionals become crucial contributors to Indian society,” said Nick Schacht, chief global development officer, SHRM.
Highlighting the need for equipping students pursuing human resource management with behavioural skills, Aditya Christopher Moses, assistant professor, Indian Institute of Management (IIM), Ahmedabad, said, “To train a cadre of objective HR professionals, institutes should conduct regular sensitivity trainings. Young generation should have more role models, who are good in both business and behaviour. Students should be trained to develop unbiased policies and practices, which is inclusive for all genders.”
Most of the times, it becomes difficult for institutes to education students about real-time industry challenges. To minimise this gap, Rushing suggests that Indian universities should keenly identify industry-academia gaps that exist in courses related to human resource management and collaborate with domain experts and institutes in other countries to provide opportunities of holistic development for students.