After these, I’ve found the make-up the perfect HR professional or HR team is highly dependent on the unique skills necessary for success in each position.

When it comes to sticking employees from other functions into HR, I think it can work when the employee has the core skills for success mentioned above as wells the right behaviors, values, and personal skills necessary for success in the job. Of course, on the job training and development is a must too!

I’ve featured your post in my weekly Rainmaker ‘Fab Five’ blog picks of the week (found here: http://www.maximizepossibility.com/employee_retention/2010/03/the-rainmaker-fab-five-blog-picks-of-the-week.html) to share your thoughts with my readers.

Be well!

Chris Young

One bit of history. For years, Microsoft has taken line executives with no HR experience or knowledge and dropped them into the top HR slot. I have no knowledge of the incumbent, but many predecessors lasted only six months. Why? Cause they had no knowledge of or respect for the basic blocking and tackling of HR. In their rush to be strategic, they forgot about little things like compliance.

Thanks for the callout of my column in your technology section. But may I advise your readers just starting to learn about technology NOT to read Naomi. Her blogs, though without equal for the tech savvy, will make them even more fearful.

Instead with loathsome self-interest, let me suggest that the best way for a busy HR executive who knows he or she needs to start learning more about the business benefits of technology is to attend the conference http://www.HRTechnologyConference.com, which you did last year and wrote so kindly about.

No rush since the 2010 program for the September event is not up yet, so they should wait until you finish bludgeoning me to give your readers a special discount on registration. Which I will be delighted to do.