Soft Skills

‘We invest in soft skills’

In today's competitive environment, it is essential for employees to imbibe the soft skills that are required for their role in the organisation. Quintiles Data Processing Centre focuses on these skills too while hiring employees and also while training them. Sonal Shukla speaks to Mallika Datta, Associate Manager, Human Resources, Quintiles Data Processing Centre on this issue.

How do soft skills help in developing competencies?

Competencies are a set of desired behaviour. Soft skills or behavioural training programmes are one of the most effective ways to enhance desired behaviour and correct or change certain unwanted behaviour. Competencies like leadership skills, team work and team management skills, time management, decision-making skills, presentation skills and etiquette as well as numerous others can be improved or enhanced through targeted training programmes and monitoring of continuous application and implementation of these skills on the job.

How can absence of soft skills affect an employee and an organisation?

The employee will most likely be unable to handle or deal with future or anticipated responsibilities if there is no preparation for the role, both in terms of technical and soft skills. In the long run, if the organisation does not invest in soft or behavioural skills programmes, they are likely to face a leadership crisis.

How can the development of soft skills lead to an advantage for any organisation?

Without the right skills and targeted investment in learning opportunities, an organisation cannot hope to compete successfully. Training leads to engaged employees who know that the organisation is investing and interested in their development. With reference to Quintiles, we are a relatively new industry in India and the skill sets of our employees are often niche. Thus we try and hire the brightest technical talent with the right attitude. Once the on-boarding is complete, we try and equip them with the requisite soft skills and managerial skills to function better in their roles as team leaders and managers.

How do employers identify people with soft skills?

Aptitude tests and face-to-face interviews which use BEI help to gauge competency levels and attitude. We sometimes deploy tools like Thomas Profiling for a certain level of new recruits.

Can you tell us about the different soft skills that are needed today by executives working in the pharma industry?

We invest in soft skills, which will translate into more productivity and effectiveness in their roles. For instance managerial effectiveness, personal effectiveness, time management, team building, presentation skills, business and telephone etiquette are some of the soft skills that are required by executives today.

Do you take help from consultants when recruiting or training employees with soft skills?

We have identified soft skills trainers who have a long standing relationship with the organisation and understand the business and industry. This is because we view training as a crucial effort which can be best imparted by specialists in the field to make it more effective and productive.

What kind of importance is given to soft skills in promoting employees?

50 percent weightage is given to core competencies (leadership, teamwork, decision-making and innovation) during performance appraisals. We have a standard list of competencies across the organisation, though different levels of the competency are defined for each role. These competencies are given equal weightage when considering promotions.

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