IPM to lobby for international recognition HR Leader

Ramani KANGARAARACHCHI

The human resource is the most valuable asset of any company. It is crucial that human resource management is run efficiently and effectively if employees are to work as a team and the organization is to benefit.

IPM President Ajith R De Costa

Human resources professionals may be responsible for identifying training needs, sourcing and selection, and disciplinary procedures in the event that an employee is not meeting expectations.

Also he or she should be the change agent and advisor to the top management on people management aspects.

When it comes to a professional institute, training people on personnel management has a huge role to play.

Daily News Business interviewed Institute of Personnel Management Sri Lanka President Ajith R De Costa for this week's HR Leader column. He is also the Deputy General Manager - Performance Management at Sri Lanka Telecom. Here are the excerpts of the interview:

Q: What are the objectives of the IPM Sri Lanka?

A: The IPM mainly focuses on raising professional standards in human resources management and developing the human resources management profession through a process of conducting professional courses ,examinations, seminars , workshops, conferences, HR consultancy , research studies and members' continuous professional development initiatives. Currently IPM has at any time about 3200 students following HRM programs at different levels.

Q: What made you to select HR as your career path and what is your background with the IPM to take up its high position?

A: Initially my dream was to be an IT professional as I did my basic degree in science subjects.

At that time I never had an idea to become a HR Professional.

However after doing my post graduate Diploma in Industrial Engineering, I got the opportunity to learn HRM for the first time as a subject.

Then in 2002 I started my MBA and that time I was invited to take up the post of Administration Manager in a leading dairy company.

During that period they requested me to help their HR Manager to sort out certain HR issues.

Having seen my talents in negotiations and the ability in conflict resolution, the top management invited me to take over HR management in addition to the Administration functions, finally I was appointed as the HR and Administration Manager.

As a result of this unexpected opportunity I decided to enroll with the IPM and follow the diploma course in HRM and completed the course successfully within the specified period of time. That was a turning point in my life from IT to HR.

Since 2007 I served in the IPM Council in various positions and last year I became the Senior Vice President.

Q: As IPM President, what are your plans for the future?

A: As the new IPM President, I have clearly identified four areas for improvement in the future.

Q: First to strengthen the brand name of IPM as the most preferred brand for human resources management in Sri Lanka.

A: Second I will take action to strengthen the international links by exploring new ways and means to expand our international representation.

Third to revive relationships with other professional bodies , other HR related institutions ,private and public sector institutions and finally to make IPM a recognized body for HR related initiatives by the Government to develop HR policies of this country.

In addition to above key objectives, I will take initiatives to enhance the quality of existing HR courses and make IPM business school to a degree awarding institution in the South Asian region meet the future demand of HR education.

I am sure with my initiatives, the IPM as the nations' leader in HR can provide state-of-the-art facilities to all fulltime students such as HR library, E-learning facilities, professional advice and also industrial HR training in member organizations.

I am planning to get the fullest support from the Higher Education Ministry to fulfill the national need for quality HR education.

Also IPM has a social obligation to enhance the HR education in a satisfactory manner to create future HR professionals who have the academic and professional blend.

Q: Can the IPM lobby with the Government in National HR issues?

A: Yes. As I mentioned above, one of my key objectives is to build a long lasting relationship with Government to seek ways and means to become an active partner in addressing national HR issues.

Q: What are the HR issues which the IPM can intervene to help the Government to find solutions?

A: The challenge of 'brain drain' is one.

Also there is no proper criteria to train middle level professionals to take up top positions in organizations such as CEOs - HR Director and other senior strategic positions.

As such the Government together with professional institutions should identify a proper criteria to encourage both public and private sector institutions to identify leadership qualities and talents to develop them through overseas training and global exposure for future positions.

Otherwise a majority of organizations will face difficulties in recruiting and replacing positions to fill new openings due to the retirement of senior people.

There is a mismatch of skills and competencies developed through various academic courses to fill existing vacancies. As such there is a considerable unemployment problem in Sri Lanka. But you may find a large number of graduates and diploma holders passing out from various universities and institutions striving for job opportunities.

Any professional institution should be instrumental in getting Government support to enhance strong soft skills to cater to job requirements here and overseas.

The IPM will also lobby the Government and other professional institutions to develop specific mechanisms take up HR issues with key policy makers. At the moment , our country doesn't have such a mechanism and it is happening on an ad-hoc basis.

IPM should strive to be the change agent of certain gray areas and differences ,and should be the active partner in lobbying on HR issues.

Q: What leadership qualities do you follow?

A: I usually respect people who can think out-of-the-box and try to do something different.

However as the leader I would like to maintain a participative culture after identifying my team members who are trustworthy.

They will do everything to assist me to drive my own vision with a realistic plan, which will give ultimate benefit to the HR fraternity and the society at large.