Interviewing HR Manager

Interview Section

I interviewed Sujan Sharma, Human Resource Manager of Medtronic Nepal Pvt. Ltd. Medtronic Nepal supplies all the medical equipment to more than 90 percent hospital in Nepal and it has 21 hospitals all over the Nepal. Medtronic Nepal is established in 1995 with few thousand Dollars in the corner of the Kathmandu City. At present, it is the largest chain of hospital business in Nepal with around more than 900 employees.

Sujan Sharma is Human Resource Manager in the Medtronic Nepal.  He has completed his MBA in human resource management from Tribhuvan University, the largest university of Nepal in 1992 and he got another MBA in leadership in 1996 from Indian university. He has started his career as a banker and later on in 2001 he joined Medtronic Nepal.

Following are some questions I asked with Sujan and his answer to the questions.

Ø  What drew you to a career in human resources?

I love dealing with people. I enjoy talking with them and solving their problems. I was very inspired by the human resource manager in the Bir Hospital. I was so surprised that what kept people happy in that stressful sort of work environment. And finally I knew that in every organization there is one specific department called Human Resource which manages people resource in the organization by helping them to solve their work life conflict and problems and finally I choose HR as my career.

Ø  What do you enjoy most about your job as a human resource manager? What are some challenges you face?

People are very dynamic in nature. All human beings are unique in nature. We cannot use one single technique to manage and motivate all the people. Therefore, we have to use unique way to motivate each individual employee in the organization which is the major challenge every HR Manager face in their profession. In addition to this, unifying groups with different cultural backgrounds, histories, objectives and agendas is the biggest challenge for every HR manager.

Ø  Does your job allow for a healthy work-life balance?

I said yes, because I don’t have be in my office at 10 AM to 5 PM every day. Some time I can stay in my home with my kids, wife and still work. I never let my family feel that I am more an office guy and not a husband and father. Moreover, I am not a HR manager in my home. I have to do my duties and responsibilities and for that I don’t need to be in the specific place and location all the time.

Ø  What skills are critical to becoming a successful HR professional?

In my opinion, one of the most needed skills to be the Human Resource Manager is People skills. All the HR manager must understand why different people act the way they do. In addition to this they have to have business acumen because being a HR manager one should have some understanding about the business and how it works. Besides this, system thinking, thinking about the system and organization as a whole, is another basic skills needed in HR professionals. In addition to this, HR manager should have strong problem solving and analytical capabilities like excellent oral and written communication skills, including the ability to communicate with and influence all levels of management and employees, strong process and project planning skills, working knowledge of all areas of HRM, broad exposure to business issues and functions, team and leadership skills, high level of intensity/energy, high ethical standards, flexibility, self-assurance.

Ø  What roles does HR Professionals have to play in general?

I think every HR professionals have to play some HR specific roles like linking role In which, HR managers and their departments understands the needs of the business and help address those needs Linking HR to the business. The second role played by the HR people is Strategic Role where HR departments and their professionals get involved in broader decisions that provide overall direction and vision for the organization. Third role play by the HR professionals is Innovator role. As part of the innovator role, HR can serve as a role model by continually streamline their operations and redesign the way work gets done.

Ø  What are your responsibilities in the Medtronic Nepal?

Some of my responsibilities are:

§  To maintain and develop HR policies, ensuring compliance and to contribute the development of corporate HR policies.

§  To ensure timely recruitment of required level / quality of Management staff, other business lines staff, including non-billable staff with appropriate global approvals, in order. to
meet business needs, focusing on Employee Retention and key Employee Identification initiatives.

§  Prepare information and input for the salary budgets. Ensure compliance to the
approved salary budget; give focus on pay for performance and salary benchmarks where
available. Ensure adherence to corporate guideline on salary adjustments and promotions. Coordinate increments and promotions of all staff.

§  To develop the HR business plan and ensure appropriate communication at all staff levels

§  To recommend and ensure implementation of Strategic directions for people
development within the organization.

§  Ensure a motivational climate in the organization, including adequate
opportunities for career growth and development. Etc.

Ø  What are the critical issues that you currently face?

In Medtronic Nepal, we have so many people with different cultural background work together to  a common objectives of the company therefore motivating, developing, an directing people as they work, identifying the best people for the job is critical for every HR manager.

Ø  What issues do you believe will be critical in the next decade or so?

There is tough competition in the market within similar business for hiring highly competent individual. Our highly skillful employees are constantly being approached by competitors even today. Therefore these trends will go up significantly in the future giving HR Professionals the biggest threats and challenge ever.

Ø   Are you still happy with your choice for your profession?

Yes, I am very happy with my career in HR field. This is what I wanted to do in my life. I enjoy talking hundreds of people a day and listening their unique problem and helping them to solve by allocating additional resources and time if necessary.

Ø  Do you have any suggestions to someone planning on becoming a human resources professional?

To be a human resource professional is not easy to someone who cannot handle people and enjoy them. Therefore, if someone enjoys handling people and their problems he/she might succeed in HR profession. Besides this, one should be up to date with what’s going on in the market in the field of human resources. He/she should know the current emerging trends in the market by reading HR magazine and newspaper? One can also study the history of the company which is specifically successful in the field of human resources.

Ø  What's the mark of a great HR leader?

The mark of a great leader in HR is his or her ability to bring out the best in others to meet the company goals. Leaders are able to set those goals, align them to the organization's success while developing the talents of those around them. Therefore, any HR professionals should understand the people around them and motivate them to achieve the desired goals of the organization.

Ø  What challenges did you face when you first join HR in Medtronic?

The most obvious challenge that I faced when I first join Medtronic was figuring out what I needed to learn to lay the foundation of an HR department of Medtronic. During that time I have to follow so many regulations and compliance issued by the Medtronic Nepal. To meet that challenge, I read so many HR related magazines, news paper, articles, and even success story of different company in the field of Human Resources.

Ø  How have you used your creativity for HR's benefit?

Retention is a problem that's inherent in a fast-paced environment with a talent pool that's constantly being approached by competitors. Although extrinsic benefits are the key to retention, I believe that the company's culture and growth opportunities are also plays significant role in retention.  I always try to understand the problems of staffs in the organization by coordinating the interview program to find out level of employ satisfaction. I just don’t focus in hiring new qualified employee but I also keep learning about how I can reduce our employees’ turnover to zero.

Learning Section

The Human Resources Management (HRM) is one of the core departments in every organization. its basic function includes a variety of activities, among them is deciding what staffing needs we have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.

After talking with Mr. Sujan Sharma, Human Resource Manager of Medtronic Nepal, I understand Human Resource Management more clearly from practical standpoint.  I knew the duties and responsibilities of the HR Manager. I also understand the basic role played by a typical Human Resource Manager. In addition to this I knew that People are very dynamic in nature. All human beings are unique in nature. We cannot use one single technique to manage and motivate all the people. Therefore, we have to use unique way to motivate each individual employee in the organization which is the major challenge of every HR Manager face in their profession. In addition to this, unifying groups with different cultural backgrounds, histories, objectives and agendas is the biggest challenge for every HR manager. Not only has this but also, with the growing importance of human resources to the success of the business, HR managers and their departments become more involved in the business. They know the needs of the business and are helping address those needs (Ulrich, 1998).

I also realized that HR manager needs to be mindful and may employ a ‘Think Global, Act Local’ approach in most circumstances. The challenge of workplace diversity is prevalent amongst everywhere no matter whether the organization is small or Medium Enterprises (SMEs) or a big corporation. In today’s global business perspective, even many local HR managers have to undergo cultural-based Human Resource Management training to further their abilities to motivate a group of professional that are highly qualified but culturally diverse. Furthermore, the HR professional must assure the local professionals that these foreign talents are not a threat to their career advancement. In many ways, the effectiveness of workplace diversity management is dependent on the skilful balancing act of the HR manager which emphasizes the responsibility of the HR manager in every small, medium and big organization.

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