I was privileged to attend the society of Human Resource Management yearly conference in Atlanta and I also had the privileged to have a one on one conversation with Dr. Jeff Peroni of Glaxo Smith Kline; the chief Human resource officer in the Company. In his new role as the chief human resource manager, I shall be finding out the ways he will be using to plan for diversity and inclusion. I asked Jeff whether he would spend ten minutes of his time to graciously respond to a few questions I had.
Q: Being at the position of the head of HR in one of the largest organizations around the globe, would you at least share with us the downside and the upside of being a HR pro in a non-HR organization.
Dr. Jeff: The downside is just like my fellow HR practitioners say. There are more than 200,000 people who think they can do a better job that you and think they can provide you with advice on how to run your HR activities. I would want to respond to these kind of people replying; I would love to have help because it is what we need to perform a better job. An advantage of being in the HR profession is through the members I am presented with a chance to help on a day to day basis. We get to design what HR practices are, what knowledge should be incorporated in HR, the standards and licenses that are needed in the practice. Most significantly, as a HR manager, we have to also figure out how all these relate to the performance of the business through people. I believe this is a great life.
- The SHRM introduced another competency model in the recent annual conference. And since they are all important, which competency do you consider as the most significant
Jeff: The competency model s for the HR profession has about nine competencies: Business acumen, consultation, global and cultural effectiveness, critical evaluation, ethical practice, relationship management, communication for impact and HR technical expertise. If I am forced to choose, I would select HR technical expertise to be at the topmost level while business acumen follows with an objective of being a superstar in HR ability and knowledge in business. However, I do not think that these competency models work when one or two are picked. Instead, these competencies operate like a body that has tissues, muscles, tendons, joints, bones and organs. All of them are needed to function. Depending on where HR professionals are placed in the careers and what their specified jobs are, a varying degree of each competency is necessary.
Q: I am always interested in the C-suite visit for HR as a human resource professional. What are the three things that would be expected from me if I were to work with you?
Here is my top ten list of what I expect from every HR practitioner
Embrace diversity, being able to work in a team, acting with a sense of urgency, making tough decisions, always telling the truth, treating others with respect and dignity, enhancing other people’s reputation particularly those who deserve it and above all staying at the level of discipleship.
What I have learnt
Human resource has a lot of exciting opportunities. However, they must have certain characteristics to qualify for a HR position. HR managers have the responsibility of developing policies within an organization. HR managers’ advice the company on policies and procedures that benefit the company in the long run.
