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HR Superstar: Aumitha Ramash of Daly Credit Corp talks about leadership development

For this month’s edition of HR Superstars we spoke to Aumitha Ramash, Group HR Executive at Daly Credit Corporation. Aumitha has worked in HR for over two decades and she talked to us about the strategic importance of leadership development and looking after one’s people.

In the face of new challenges, technologies, market demands, and competition, genuine leadership is of utmost importance. In trying times, leaders need to restore confidence, hope, and optimism. They need the ability to rapidly bounce back from catastrophic events and display resilience. Leaders need to support their people in finding meaning and connection.

Aumitha believes that leadership development is the biggest opportunity in HR and recruitment right now.

“We need to coach and develop our leaders to improve their skills, abilities and confidence. Leadership builds morale and improves job satisfaction. Good leaders drive output by building confidence in employees and creating a positive environment that is conducive to productivity.”

She sees a big need for mentorship and skills development in particular, adding, “When employees feel stressed or distracted, job performance and job satisfaction suffer. Mentoring and coaching increases staff loyalty and assists with open communication. For me the ultimate purpose of strategic HR management is to help an organisation achieve its goals and objectives through developing people”

Aumitha expands on the role that leadership plays in creating a successful organisation. “I believe that good leaders recruit and motivate great followers so when I set up the HR department 23 years ago, I focused first on recruiting key people and then the processes,” explaining that “Starting from ground zero offered me the ability to mould our corporate culture into the exact vision we had for our company, recruiting and moulding my team to our work ethics and company culture was exciting and very rewarding. HR is the heart and culture of any business hence I continuously create a learning and development environment for my team.”

HR professionals are in the ideal position to influence leadership development and culture. They ultimately hold the power to define appropriate behaviours that set clear expectations about leadership for both leaders and followers. HR teams can address and close leadership skills deficits through coaching, mentoring and long term support programmes. Systems and processes and policies can be designed to support excellent leadership. For instance appraisal and performance management can support both the messages about what is expected of the organisation’s leaders and the measurement and development of leadership capabilities. These are just some examples of the many ways in which HR teams help their organisation achieve strategic advantage through people development. If HR professionals can execute these interventions successfully, they will unlock the leadership needed to attain sustainable competitive advantage.

We need leaders who lead with purpose, values, and integrity; leaders who build enduring organisations, recruit the best staff, motivate their employees to provide superior customer service, and create long-term value for shareholders. HR professionals have the ultimate power to create and cultivate the conditions in which the value of leadership is recognised and reinforced through the organisation.

 

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