Hi Harish

A couple of dimensions which we can look at it,

Behaviour - U say that they are extremely professional and top performers in their own area of expertise, I hope on floor attitude and dealing with counterparts is fine with both of them, check on this some times an insecurity/over cautious can build up on their minds and which leads to mistakes or change in the behaviour is very much possible. So one should keep an eye to know the developments, rather leaving it to the floor.

Is information authenticated - Some times their colleagues or counterparts may have mistaken the relationship and it may have reached u in the same fashion also, so the authenticity of the information is very important before talking or dealing with these issues.

A little negative approach by HR can cost the company with the attirition, am sure even the delivery manager/program manager may be knowing this gossip. As long as he is fine there is no point in HR action because there is every possibility if he loose both of them he will blame HR saying that on what basis one has taken action.

On the otherside if they get married there is every possibility that they will stay with the company for a long time :-)

Also all of our friends have added some valuable stuff which you can take it.

Thanks
Mahendra

well said and gud one....

thanks a lot, very useful information for all of us.....

look forward for so many other things in HR...

Regards
Mahendra

very helpful in our daily work life...

Regards
Mahendra

very informative and thx to all.

Regards
Mahendra

Hi

You need to have a minimum understanding of technical terms, when you go through the profile you should understand his projects, experience, domain, clients, platforms etc. It is not mandatory to have a indepth understanding but a fair idea will help you. Also it depends on the role what you are doing, imagine if you are closing the offers on your own you will be much more into parity analysis, fixing designations, meeting the business heads, manpowere planning and rest of the things. if you are in the role of talking to the candidates and line them up for the interviews you need to have a idea on technical terms.

It depends what exactly your role demands, and at the same time you should be a little dynamic in understanding the new technologies or atleast keep an eye on that.

Regards
Mahendra

Hi Ashwini

good one, keep posting....

"Attitude defines the altitude of the person"

Regards
Mahendra

good topic

Well said claudia....

Most of you have covered all the points, i would like to mention something which we all know but will not give that importance i.e hidden learning let me tell you a MBA graduate maturity levels and a grduate maturity levels are different. In my team i have a 4- 5 people with a mix of graduates and MBA's who work in different areas of HR and my observations always tells that a post graduate in HR will gives you that seriousness, observation power, patience(very important in HR), able to manage things, kind of analysis, to get things done with technical people etc. Am talking from 0 - 1 year exp levels who would like to make a career in HR, after gaining exp it all depends on the individual and the efforts that they put in. Even though HR is a combination of practical and theory i feel that MBA helps a lot to understand the terms, importance of some HR policies right from the day one. As said by every body MBA will help a lot to grow faster in the career when you are working in big teams.

Regards
Mahendra

very true and a good one.

Thanks & Regards
Mahendra

Hi Aravind,

Very informative and precise.

Thanks & Regards
Mahendra