DILEMMA OF AN HR

"Nazrein aaj bhi us shaksh ko dhoondti hain,jisne kaha tha - MBA kar lo beta,bada scope hai!!" A large grin swept over my face as i read the above sms sent to me by one of my friends.It may sound sardonic but YES the fact is that MBA is today creating a bunch of confused 'entrepreneur wannabes' who join any XYZ college offering management course with dreams of six-figure package,good Co. tag and a cool lifestyle to flaunt among others.
I too belong to the same crowd of youngsters who looked at MBA as a passport to an entirely different new world where you get sit in a goggy office,meet top honchos of India Inc.,a part of a team that takes decisions,implements strategies...................the dream doesn't end here.
Fortunately or unfortunately,I landed up as an HR Executive in a Pharma Co. with a not so happening ambience.I was very excited about my job.My core job comprised taking interviews of aspirants looking for a job as a Medical Representative.
What followed thereafter was a complete eye-opener for me.I was hoping to interact with people having B.Sc/B.Pharma background having that knack to be a part of the Pharma Industry.Believe me guys - it's been 3 months and everyone (leaving a few exceptions) except for B.Sc(Biology) and B.Pharma have applied on being apprised of the job openings in our organization.
What shocked me was that MBA (Marketing) students were applying for the job of Medical Representative????Here comes the big Black Hole which exists in our education system.There is a concept in HR - "Competency Mapping" very much in practice especially in the private sector whereby a person's skill set is matched with the job profile just to ensure that maximum productivity is attained by an individual.Which concept should i apply in a scenario where overqualified person's applications were pouring in for a job offering a meagre salary of Rs. 7000 per month???
During the course of my Telephonic Interview with around 25 students of a college,I was continuously struggling with the question - Whom to select and whom to reject.My parameters of selection were simple - communication,knowledge,location preferrence and salary expectation.With almost 20 of them fulfilling these requirements,I decided to extract something out of their CVs!!!!
eg: There was this guy whose CV mentioned "Participated in Republic Day Parade" as the one and only achievement.When questioned,he ecstatically told how he was selected among a batch of so many candidates from the NCC.This guy was finally selected after the Personal Interview.Can "Participation in Republic Day Parade" be a criteria for selection as an MR??(No HR Book mentions it!)But here it is when more than your rote knowledge your humanistic approach has to take centrestage.
If a person can be so committed towards the country can you imagine his level of commitment towards the organization in which he is employed??
As an MBA (HR) student,I studied what is known as HRP(Human Resource Planning) which tells us about Right Person at the Right Place.But my practical stint as an HR Executive soon taught me that there is very little possibility of "Right Person at the Right Place".Many factors have to work together before a person finally lands with a job.
My dilemma continues as we over and again talk about 65% Indians being in the age bracket 25-30,is the Government really taking concrete step to convert this Youngistan into a Talent Pool which caters to the needs of the industry in various verticals???
Till I get an answer,I've decided to implement an HR pracyice at my organization which is a melange of HR concept + Humanistic Approach so that at least some "Right People" do land up at "Right Place".