Dear Seniors,

Presently I am working in a profile of HR Generalist. I have 1.3 years of experience in HR. Earlier I worked as a software consultant for 2.5 years but due to some circumstances I switched to HR.

Now I am looking for a change as from past few months I am feeling like neglected in my present company. They are cutting my role day by day and assigning them to one of the Technical project manager. My company is a team of 23 people. When I suggest something to my MD, he straightway says we are always being flexible to the team and he doesnt want any policy to be imposed. But the same thing suggested by that Project manager is accepted by my MD.

So finally I made up my mind for changing job as I really want to acquire good managerial skills in HR, which is not possible here. When I consulted one of my friend about it he has asked me that in which particular area I would like to work on like Change Management, Employee development etc.

My question is how will I judge myself that in which area in HR i will perform good. Please explain me the areas of HR and guide me how to opt from one of them.


From India, New Delhi
Hi Swati,
First let me clarify.. i am not a senior. .atleast not in specific HR field.. but am always interested in HR related topics hence am here on citehr.
now coming straight to ur question....
first point.. when u suggest some policy etc to ur MD, he straightway rejects it or doesnt pays attention.. we can make out two things out of it.... first.. he really doesnt want ur contribution towards his organization or second.. may be ur not presenting ur thoughts / policy in a way which can make him feel that .. yes.. this is actually good for me.. and my organization.. many a times... it happens with all of us.... that we tend to get tied down too much on our individual thought process and we start believing what ever we are saying / doing is only correct, but the senior person with more experience can differ from u..
so dont get too hurt with this.. try and match his frequency and understanding and term accordingly...
may be that is why ur md accepts it when it comes from project manager... coz he might be presenting the issue in a different language

but still if u r not satisfied and feel that your are not gaining too much here... and you want to acquire good managerial skills in HR, which is not happening here..
its right to go for a change...

and now ur second question ---

In which particular area you should work -Change Management, Employee development etc.

now this is what you will have to answer yourself after a bit of self realization and seld analysis...
what are you actually good at or wat are u most comfortable...

--> is your emotional intelligence very good???
--> do u have good comm skills ??
--> do u go along very nicely amongst ur co workers?? do they feel safe and secure with you to discuss all their problems?? even personal...??
you can also cross check this with your friends and relatives ?? do they feel u as a real advisor or friend??

if the answers to all these questions are in affirmation, then you must go ahead with
Employee development / retention manpower and related fields..
but if u feel you are better in paper works / policies etc, then you can be good in the HR Policy related work like legal formalities during joining / relieving/ PF/ESIC and others...

so all in all... my suggestion is that you should first analyze urself ... ur personality and attitude and take a job which can come closely to that...

hope i have been able to answer ur queries to some extent....


From India, New Delhi
hey swati,
further you can also plan out for a course in SAP and its relative implications in HR..
that is a field which is on good prospects these days..
and also alternatively to SAP .. you can plan for course in ISO certifications...
then you can broaden your prospects as HR and also in Administration and process related works in organizations..
once again.. just my suggestions..

From India, New Delhi
Dear Swati,
You hadnt explained about ur career, interest, and education properly, then ur asking where u can deput.... otherwise our suggestion will be wrong.
If you are technically fit, then choose T&D in HR.
Training and Development is very much necessory. You can procure the people, analyse where they are skill and have to be skilled according to ur company goal etc.,
otherwise, if u r interest in pshycology.
Take ER side, you can handle grievances and welfare, post recruitment and organisational culture.
more than that , if u r interested in public relations and law.
Take IR, where your skill can used for industrial relations, good policies, liasons etc.,
if u r interested in analytical and maths.
Take payroll, make new type of compensations which will satisfy ur employee and benifit for ur company too. process monthly payrolls etc.,
its all in ur nature, interest and basic qualification....

From India, Bangalore
Hi swati,
This is the typical situation with many of us i feel.It happens because
few Bosses do not understand the importance of HR dept and its people.
Even to some extent i am facing the same problem.
I suggest you to study what exactly your M.D's expectations are.
In that way you can change your strategy .It may be some communication gap between you both.Study that too.
Coming to the areas of HR (HR generalist).For a generalist he has to
be well equipped with all the function of HR. Right from recruitment ,
selection,induction and training , performance management,competancy
mapping, resource planning ,Payroll,Compensation and benefits , welfare,
CSR, Health and safety , statutory complience .............utpto full and final settlement.
A generalist has to be well aware of all these functions then only he can
play a role of a generalist.
Rajeev Dixit

From India, Bangalore
Hi Swati,
Hope i didnt offend you...
all i meant to say was and is ---- if we get to analyze ourselves truly.. the answers come from within ourself...
this is an amazing gift of god to human beings...
i have,over a period of last 5 -6 years have realized it and hence suggested...
am sorry if u felt bad for my reply..

From India, New Delhi

Please find below the list of HR Activities.

Take a Print out & site aside reat urself on 1- 10 basis (10 Being the best).

At the exercise you will know ur strengths & area of imrpovement.

Firstly please overcome ur inferiority complex

Regards / MPMS



  • Organization Mission / Vision, Business Goals, Strategy
  • Organization Life Cycle Stage
  • Organization Competency Identification (Key Competencies Required)
Competency Dictionary - Definitions
Proficiency Levels Defined
Existing Organization Competency Assessment
Existing Proficiency Levels
Competency Prioritization
GAP Analysis
o Competency Map (Employee Ratings, Observed / Desired / Gaps)
Employee Prioritization for Competency Development
Competency Development Program
  • Competency Mapping Industry/Competitor Analysis


Performance Management & Review Mechanism
Key Result Areas
      • Key Performance Indicators (Highest / Ideal Performance Expected)
Key Deliverables (Role Definition)
Competence Required
Position Descriptions Mapping across Organization
Performance Agreement
Goals / Objectives
Key Deliverables (Role Definition)

  • Performance & Potential Evaluation
Goals / Objectives (Previous Year)
Key Deliverables Assessment (3m,6m,9m,Yrly.)
Developmental Deliverables Assessment (3m,6m,9m,Yrly.)
Shortfalls in Deliverables Achievements
Significant Achievements
Strengths & Weaknesses
Competency Ratings (Managerial/Behavioral/Functional)
Trainings Received / Required Analysis
Performance Scores (Deliverables & Competencies Ratings)
Final Performance Ratings
Miscellaneous Discussions
  • Rewards & Recognitions - What is to be Rewarded/Awarded?
Overall Performance
Critical Performance
Spot Performance
Personality Growth
Loyalty Recognition
Best of the Best (Individual, Team, Group Recognitions
Developmental Deliverables (for Career / Succession Planning)
Trainings Required (Objective, Priority, Evaluation Parameters)
Organization Support Required
Career Planning
Succession Planning

Recruitment & Selection

  • GAP Analysis / Future Requirements
  • Budgeting New Manpower, Cost Estimates
  • Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
  • Internal Resources / External Resources
  • Position Description
Candidate Specification
Experience Specification (Mandatory/Preferred)
Key Performance Indicators (Highest / Ideal Performance Expected)
Key Deliverables (Role Definition)
Competence Required
  • Sources of Manpower (External)
Placement Consultants
Job sites
Campus Recruitment
Employee Referrals
Head Hunting
Professional Institutions
  • Vendor Relationship Management (Agreements, Contracts, Quotes)
  • Manpower Requisition Process (Authorisation, Documentation, Closures)
  • Selection Methodology
  • Interview Process (Panel, Evaluation Methodology)
  • Testing Processes (Test Instruments, Administration, Monitoring
  • Documentation
  • Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
  • Recruitment MIS Reports

Training & Development

  • Training Needs Identification
  • Skill-Gap Analysis
  • Competency Map (Employee Ratings, Observed / Desired / Gaps)
  • Training & Development Plans (Technical / Soft Skills / Knowledge)
Competency Development Programme.
Behavioural & Functional
Skill Development Programme
Performance Improvement Programme

  • Training Calendar
  • Prioritized List of Training Programmes
  • Individual Analysis
  • Faculty Feedback & Analysis
  • Employee / Supervisor Feedback
  • Developing Knowledge Sharing Practices
  • Training Effectiveness Parameters
  • Key Improvement Indicators Defined (Performance, Skills, Competence)
  • Time Frame for Improvement
  • Review Mechanism


  • Oganisations philosophy & values
  • Work Culture
  • Best HR practices / Policy
  • Grievance Management Process

  • Employee Communication formal & informal
Notice Boards
Inter Dept meetings
Dept Meetings
Staff Meetings
Suggestion Scheme
Work culture survey, Analysis & Findings
Employee Satisfaction Survey, Analysis & Findings
Effective Grievance Resolution


  • Offer / Appointment Letters, Compensation Sheet, Contract Letters, Consultant Agreements etc.
  • Salary Fitment Benchmarks / Salary Matrix
  • Joining Formalities & Documentations
  • Documentation Coding & Revision Guidelines
  • Induction & Orientation Company Overview (History, Business, Market, Products/Services, Geography)
Company Presentations
Key Personnel Meetings
Technical / Domain / Process Training Programme
  • Maintaining & updating Personnel Files
  • Compensation & Benefits Administration Salary Structure (Fixed, Variables, Perks)
  • Employee Welfare Schemes
  • Insurance Covers
  • Retiral Benefits
  • Tax Consulting
  • Legal Compliances (Employment / Labor / Compensation Acts)
  • Incentives, Motivational Allowances
  • Employee Relations Employee Benefit Schemes
  • Birthdays / Anniversaries
  • Festival Events
  • Sports Events
  • Inter Dept Events / Competitions / Games / Quizzes
  • Health & Safety Measures.

From India, Coimbatore
Hi All,
I think I need to check what are my potentials and in what areas I am more comfortable with.
Thanks all for your valuable suggestions. I'll let you know what I have decided and then I'll be needing your advise in how to proceed further on it.

From India, New Delhi
Hi, I am very keen in working as a visiting faculty in Bangalore. I have 4 yrs work exp. and currently working as a training strategist in a company based in Bangalore. Please respond to the same.
From India, Bangalore
hi I want to know the main role of management Trainee HR, Because i presently working with Paper mills pri. management Trainee HR. Please suggest me Regards, Abhishek kumar
From India, Lucknow

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