Passion for HR, perceptiveness or emotional intelligence? Lee Xieli finds out what senior HR professionals say is the topmost quality young HR practitioners should possess in order to succeed. 

Jacqueline Goh, director, human resource & administration
Suntec Singapore

There are many "things" that today's young HR practitioners should learn about in the industry given the dynamic economic scene.

One important aspect of the industry that stands out is the multi-generational workforce. Young HR practitioners are now entering a workforce where we have a convergence of five different generations.

For example, we have the silent generation, the baby boomers, generation X, the baby boom echo and the millennium generation.

Thus, the need to understand and learn about the different working styles, learning styles and lifestyle needs of each generation becomes increasingly necessary and important for an organisation. This in-depth understanding will help to ensure the development of company-wide programmes for employee benefits, HR policies and procedures, and retention programmes.

The programmes will become more inclusive of the multi-generational workforce as opposed to a "one-size fits all" approach towards programme development. Leveraging off this in-depth understanding will allow organisations to deal more effectively with the talent crunch and brain drain through a directed management approach.

Elfast Goh, group human resources manager
Gallantventure

One needs to have a sense of emotional intelligence because there is no rigid and regimental formula to work out in human relations.
"Emotional Intelligence" in HR context can be generally interpreted as being self-aware, confident, flexible, empathetic, self motivated and having the ability to bring people together.

In the human resources arena, especially within Singapore context, fresh practitioners are trained academically to cope with the evolving HR issues. However, human resources is not strictly about policies or rules and regulations. It is more in relations with personal belief and emotional competence that navigate peers relationship. This is to enhance a cohesive working environment that brings about a more successful teamwork to achieve higher productivity.

I strongly believe that a HR practitioner must always continuously learn new knowledge.

The practitioner must also establish and develop effective relationships within and beyond the organisation to keep in brace with the fast changing environment.

In addition, a HR practitioner's demeanour must always be professional, and evidently demonstrate an understanding of dealing with various levels of individuals and situations. This allows HR professionals to address the key challenges they will face and overcome in their daily work.

Marilyn Chua, HR manager
Kewill-IPACS E-Solutions Singapore

To start out their careers in HR, young HR practitioners must have a passion for their jobs. He or she has to be supportive, be amicable and show encouragement whenever employees share their challenges with them.

It will also be better for young HR practitioners to open up a broader perspective on things, such as finding out the sentiments of their staff. That way, they can build a better engagement for a healthier and happier workforce, which can help drive towards the business excellence.

Indirectly, it will lead young HR practitioners to understand the business operations better. This will enable them gain the insights into how things work through their application and allow them to shape the company procedures and improve on various HR policies and HR trends.

It will also help them to improve employee skills and performance, boost motivation and help focus employees on key organisational objectives through effective communications and development programmes. Once they are found to have reacted well in the HR industry, the "Y" generation HR practitioner is able to act differently via their change management actions, initiatives and strategies within the HR arena.