Invest in attending HR related training which will be useful for you in future.. Keep the learning an on going process by reading new books on HR or building up good HR network which will motivate you and you will learn new things..
You should have competitive advantage with u.. which will make u look different from rest of the crowd..
All the best!!
From India, Pune
Pre-hire: You may need to get expertise in job profiling, KPA/KPI , manpower planning & budgeting, attrition analysis etc
Post-Hire: Apart from induction, you can even go deep in to employee socialization, independent experiments in the areas of talent management, employee utilization etc.
Hire : This is your own area and definitely you can further add value by acquiring more knowledge and try/experiment new techniques
From India, Bangalore
To start -
- Keep yourself updated on the happenings in HR.
- Increase your contacts by enrolling for SHRM / NIPM / NHRD or any other HR forum. Attend their seminars / workshop and try to analyse it from your org prespective.
- Pick up a case study and start discussing over it with your HR friends / contacts, ask for thier opinion.
- Hunt down process description... and analyse them from cost, time and effectiveness prespective. Infact i would suggest start analysisng everything from a cost, time and effectivness point of view. (I mean everything - your eating / clothing / spendings / investings / sleeping / waking etc)
- Every HR shoudl know where he / she is headed for and understanding the way to analyse and develop reports is the first step towards it.
- Set your own bencmark against the reports data. (eg: staffing cost was 100,000 in 2008. Keep an objective of reducing it to 50,00 for 2009.)
- You should be able to relate everything that you do in numbers and trust me you will gain a hang of it insometime and would love to do it.
- Case Study way is the best way. If you are facing a issue in your org, try to come up with a plan to answer the issue in a cost effective way.
- The more you do analysis the easier it will be for you to grab the idea of a HR genrelist.
Practice will make you perfect. Would be more than happy to help you out if need be. I believe in the fact that if i have more views / solutions to a problem the better it would be for me to reach a harmonious conclusion. I can be reached on
From United Kingdom, London
Best of luck!
Phillip Johnson, PHR
From United States, Washington
From India, Delhi
Quality of experience is better than Quantity (length) of experience. Always try to learn new things even under your work area or not but related to your line job. CiteHr is a best option to learn new things and sharing knowledge. Don’t restrict yourself in a particular area - try to go beyond the boundaries of knowledge.
From India, New delhi
I am a new member of this community, after seeing the discussion I felt that same thing can happen with me also and 5 years down the line i may also end up with knowledge of only one domain. so being proactive I want to develop a good network with hr professionals and gather knowledge of various of hr areas. Please let me know names of a few good hr forums and magazines.
From India, Jamshedpur
HERE IS SOME USEFUL MATERIAL.
I understand your situation.
It is not bad as it looks to be.
You have 6 years experience, that is doing
activities, on an everyday basis.
You have not developed the job.
What you have to do is, take each
of the core activities and develop the job.
TAKE ONE--RECRUITMENT/ SELECTION.
-write the policy.
-develop the process.
-develop the procedures.
-develop the practices.
-develop some of the documents,like
THIS WILL ENRICH YOU AND TAKE
YOU TO THE NEXT LEVEL OF EXPERTISE.
FROM THERE, YOU CAN KEEP UPDATING.
AS AN EXAMPLE, I CAN HELP YOU
WITH ONE,SAY--RECRUITMENT/ SELECTION.
YOU CAN USE THAT AS A BASE FOR DEVELOPING
BUT I WILL NEED YOUR email ID
my email id
WITH YOU CURRENT EXPERIENCE, PLUS
SOME READING/ RESEARCH, YOU CAN
WORK ON FEW AREAS LIKE
-induction / orientation
-career planning/succession planning
THIS WILL NOT HAPPEN ON ITS OWN,
YOU GOT TO MAKE IT HAPPEN.
THROUGH SOURCES LIKE -internet/hr sites/books
and others, update your knowledge level on
FOCUS ON CORE HR FUNCTIONS/STANDARDS.
International personnel management
Health and safety
Pay and benefits
Training and development
Discipline and grievance
IN FEW AREAS, YOU CAN PICK/ CHOOSE
AND ATTEND SHORT COURSE TO ENRICH
SOME OF THE HR skill and knowledge requirements
I.2 Decision making
and problem solving
I.3 Business acumen
I.4 Credibility and
II.1 Knowledge of
II.2 Knowledge of
II.3 Knowledge of
II.5 The HR
department as a part
of the organisation
III.1 Management of
III.2 Management of
III.3 Management of
III.4 Management of
III.5 Management of
IV.1 HR planning
IV.3 Employee and
IV.5 Health, safety,
welfare and security
IV.6 Systems and
FOCUS IS ON THE COMPETENCIES REQUIRED FOR A
SUCCESSFUL HR MANAGER?
The suggested competencies are
-human relations handling skills
-professional knowledge of HR
-adding value through people development
-strategic thinking capability
-business / culture awareness
-communication [ oral/ written ]
HUMAN RESOURCE MANAGERS ARE ASSESSED IN THE FOLLOWING
AREAS DEPENDING ON THE PLACE THEY ARE LIKELY TO BE
HOW WOULD YOU DEVELOP THE PROCESS/SYSTEMS
AND HOW WOULD YOU
-manage the Equity compensation,
-handle merit pay,
-handle the healthcare benefits
-manage , at the workplace ,Discrimination.
-develop personnel policies,
-develop the HR manuals
-develop the employee handbooks.
-manage Job analysis & personality research.
-handle Employee motivation.
-manage Continuing education.
-manage Telecommuting program guidance.
-handle Salary surveys.
-handle Labor issues.
-handle Alternative staffing.
-manage Independent contractors.
-handle Blended staffing.
-manage Temp workers.
-manage Foreign nationals.
-handle Recruiting, hiring and termination issues.
-manage the employee performance appraisal/management.
-manage the exit interviews
-conduct Employee background checks.
-manage learning and development.
-handle -- Addressing worker performance.
-conduct/ manage 360 degree feedback.
-manage Disasters (all)
-manage General Management (all) Property -
-conduct Emergency Plans.
-manage OSHA (all) Regulations - ADA, EEOC, DOL, NLRB, OSHA, MSHA, US Codes.
-manage Safety Mgt (all) Security - Background Checks, Bomb Threats,
-manage Counter-Terrorism, Personal Protection, , Violence.
-manage , as more women are entering the workforce.
-manage different amenities at the workplace.
-manage as more women with children are entering the workforce.
-manage the needs of different facilities at the workplace.
-handle equal emplyment opportunites laws
-handle equal pay/ awards
-handle anti discrimination laws
-manage outsourcing of services
HOW WILL YOU MANAGE OR CONDUCT
THE HR TOOLS.
-HR MARKETING [ internally ]
UNDER THE PROCESS, BEHIND THESE HR DEVELOPMENTAL
-HR STRATEGIC PLANNING
-TALENT PLANNING/RETENTION / MANAGEMENT
-DEVELOPING LEARNING & DEVELOPMENT BUDGET
HOW TO HANDLE SUCH ACTIVITIES, LIKE
-MANAGING DIVERSITY AT WORKPLACE
-MANAGING THE CHANGES IN ORGANIZATION STRUCTURE
-ALIGNING HRM WITH CORPORATE OBJECTIVES / STRATEGIES.
-CREATING/ MANAGING HR DELIVERABLES.
-HR CONTRIBUTION TO THE COMPANY'S COMPETITIVENESS.
-AUDITING YOUR OWN HR DEPARTMENT.
CAN YOU BRIEFLY EXPLAIN
-HOW/WHAT HR CAN CONTRIBUTE IN MERGERS.
-HOW/WHAT HR CAN CONTRIBUTE IN ACQUISITIONS.
-WHAT HR SYSTEMS HAVE YOU SET UP
-WHAT INTERVENTIONIST ROLE HAVE YOU PLAYED
-HOW WOULD YOU SET UP/MARKET GREENFIELD SITES IN HR.
-HOW/WHAT HR CAN MAKE CONTRIBUTION TO THE COMPANY'S
-HOW WOULD YOU GO ABOUT WITH HR-SET UP IN AN ORGANIZATION.
WHAT ARE THE Compendium of Current Tools and
Techniques , YOU ARE COMPETENT IN APPLYING
ON THE JOB.
AT LEAST, TAKE 5 AND WORK ON IT.
*Alternative Dispute Resolution
*Breakthrough Action Teams
*Chaos Theory and the New Science
*Contingent Work Force
*Economic Value Added
*High Performance organizations
*Job Enlargement/job Enrichment
*Lateral Thinking/Out-of-the-Box Thinking
*Laws and Principles: Murphy/Parkinson/Peter
*Lean Production/Lean and Mean
*Management by Objectives
*Management by Walking Around
*Networking (Personal Strategy and Structure/Information flow)
*New Paradigm Business
*One Minute Manager
*Open Book Management
*Peer Mediation/Peer Intervention Teams
*Quality of Worklife
*Quick Response/Rapid Deployment Teams
*Reinventing the Corporation
*Right Brain Thinking
*Self-managing Work Teams
*Spirituality in Organizations
*Third Wave/Fourth Wave Organization
*Trickle Down Technology
I have no information on your background.
1.If you have a MBA hr, this will be a piece
of cake for you. All you need to do is
to put some ''x'' hours a week on developments.
2.If you are not, I will suggest pick up
-PART TIME MBA HR [ 3 YEARS]
-POSTGRADUATE DIPLOMA IN HR.
Also, do an aptitude test, to see what is
you leaning and then select the subject
in which you want to focus on.
GIVE SOME THOUGHT AND LET ME
KNOW, IF I CAN HELP YOU FURTHER.
From India, Mumbai