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Human Resources can’t Afford to be a ROBOT

Human Resources can’t Afford to be a ROBOT!
In this era of customer empowerment, managers that specialise in Emotional Intelligence (EI) find valuable aid within the selection, recruitment and development process. Emotional Intelligence is all about an individual’s ability to know emotions and act appropriately. Human Resource (HR) Managers find selection indicators such as intelligence, education, personality and experience adequate in qualifying a candidate for a job, but it’s not enough to predict performance.
The ability to understand the behavioural patterns of candidates is essential to the human resources department. It is found that communication is connected to Emotional Intelligence, a predictor that can be measured by what is termed as EQ or Emotional Quotient.

“Emotional intelligence can be defined as the juncture between our thoughts and feelings.”
A lack of emotional intelligence from both leaders and employees often creates unnecessary anxiety, resistance and depression. What matters most is that leaders demonstrate compassion and act with sensitivity if they need people to adapt to it.
Emotionally intelligent employees are able to form strong relationships because they can communicate effectively and are able to cope well with stressful situations in the workplace. HR managers need to use and integrate these instruments into their standards for selection and development.

Several EQ elements are proved to be most important in achievements. However, IQ elements still play a really important role in superior performance. Results also exhibit that correlation of IQ and EQ levels of superior performers is critical and powerful.

Too often there is an assumption in HR that the rational is enough. It is necessary but not sufficient for success.
We must remember that HR stands for human resources. Human beings are essentially as much emotional as rational.

If HR, from the start, sets out a case for action that has an emotional resonance as well as a rational foundation, it will significantly increase the probabilities of both agreement and implementation success.
The HR role is complex and paradoxical in nature. HR practitioners face divergent expectations and must negotiate the needs and values of multiple stakeholders. From an organizational point of view, the primary role of an HR professional is to contribute to strategic business objectives by ensuring that adequate numbers of employees exist, with the right skills, in the right positions, to achieve business goals but Employees tend to see the HR professional as someone who will care for their needs and champion their cause.

In conclusion, HRM specialists need to test both IQ and EQ within the hiring process, to ensure a high-performing workforce in their organizations.

Samruddhi Verlekar [MBA HR]
Manager HR 
AirCrews Aviation Pvt Ltd


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