Top New Follow Journal Login
Dear All,

I have 6 years of experience as a HR.I started my career with a consultancy(recruitment), joined a IT firm and got exposure in induction and again recruitment, now I am in a US IT MNC for past 2 years.Currently i am into recruitment, induction, payroll and HR operations work.I never had a boss in both the companies to guide me or teach me since all of them left as soon I joined the company.

I never got real exposure to a real Generalist HR role.

Till now I am into recruitment(is not my intesrest) and as far as other activities like appraisal, employee relations etc is concerned, I am only doing the operations part of it.

I want to be a hard core HR Generalist.I dont have scope to be one in my office for atleast next 1 year, since I am not equipped with the skills, knowledge and experience required for the same.So, I have to learn things on my own or else I cant survive in the market.

I have 6 yrs experience, but actually my seniors both inside and outside the company say that my experience is equal to 2 years.If I try for a job outside after few months or years, I wont get any job.
So, it's time to pull up my socks and get going!!!!!:mad:

Please let me know what should I learn now to survive in the market and how should I learn, since the market is very competitive.What is the expectation of the market from a 6 yrs experienced HR?

:dry:

Sonia
From India, Bangalore
You are correct Sonia market is competitive.. It happens with most of the HR guys they don't get good mentor or guide to atleast tell them basic of HR fundas or to tell them the path to reach their goals (not talking about spoon feed).. We ourselves have to learn and impliment things in the organization.. so try to find out what new things you can impliment on your own..
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
I think instead of planning for HR Generalist role, 'Talent Management' would be the suitable stream for you. From the post it is understood that you got wonderful experience in recruitment and related operations. If you acquire more knowledge and expertise in pre-hire, hire and post-hire activities, that would add more value to your profile and a recruiter can find you focused.
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
I can understand your dilemma.

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
thank you so much all of you. Please also let me know if I can go for any kind of HR certification which would be of relevance. Any institutes offering such certifications?
From India, Bangalore
Dear Sonia m agree with Trinity-Morpheus, also join HR.com and abouthr.com here u will receive a news letter on daily basis. It will help u to learn about others parts. Raghubar
From India, Pune
Seek out a SHRM approved class that will prepare you for the PHR cerification exam. Focus your studies on the materials provided. Obtain your PHR certification then start preparing for the SPHR. You will be amazed at how quickly you get "up to speed". The knowledge you acquire along with that HRCI / PHR certification will give you the clout needed to get to that next level!
Best of luck!
Phillip Johnson, PHR
From United States, Washington
Yes Taz, I agree with you.I would have been a very technically competent HR by now in some good firm by now.But, all are not fortunate and lucky like you, dude!!
But, let me try improving rather than brooding :idea:
If you also help me out, I will be obliged.:(
From India, Bangalore
Hello everyone.I am Anureet from Punjab.I am graduate in Pharmacy and recently I have completed my MBA in HR.but now somewhere I am finding myself guilty of spoiling my pharmacy career by going for MBA since this combination is not workable which I understood very late.Kindly help me.
From India, Delhi
I am already earning lot of money without tension, but still not happy.Money doesnt give you everything.:x
From India, Bangalore
Dear Sonia,
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.
Regards
Pankaj Chandan
From India, New delhi
Hello all
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.
Regards
Pragya
From India, Jamshedpur
 
SONIA,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
========================================
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
*job analysis
*job descriptions
*job specification
*recruitment requisition.
*application form
etc etc
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
OTHERS.
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
-recruitment/selection
-induction / orientation
-performance appraisal.
-career planning/succession planning
-termination
-leave management
-compensation management
-training/ development
-employee communications/engagement.
-discipline/ grievance.
 
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.
Recruitment/selection
Environmental issues
Computing/IT
Counselling/welfare
International personnel management
Retention/promotion/appraisal
Health and safety
Employee communication
Equal opportunities
Change management
Pay and benefits
Training and development
Strategic management
Discipline and grievance
Industrial relations
Employment law
WORK CONDITIONS/POLICIES
CHANGE MANAGEMEMENT
CRISIS MANAGEMENT/SECURITY
===========================================
IN FEW AREAS, YOU CAN PICK/ CHOOSE
AND ATTEND SHORT COURSE TO ENRICH
YOURSELF.
SOME OF THE HR
skill and knowledge requirements
INTERNATIONALLY.
I. Personal
I.1 Communication
I.2 Decision making
and problem solving
I.3 Business acumen
I.4 Credibility and
professionalism
I.5 Leadership
I.6 Relationship
management
I.7 Adaptability
 
II. Organisational
II.1 Knowledge of
the environment
II.2 Knowledge of
the industry/sector
II.3 Knowledge of
the organisation
II.4 Impact
assessment
II.5 The HR
department as a part
of the organisation
III. Managerial
III.1 Management of
self
III.2 Management of
people
III.3 Management of
resources
III.4 Management of
operations, including
outsourcing
III.5 Management of
information
III.6 Change
management
IV. Functional
IV.1 HR planning
and staffing
IV.2 Performance
management and
development
IV.3 Employee and
labour relations
IV.4 Compensation
and benefits
IV.5 Health, safety,
welfare and security
IV.6 Systems and
information
management
IV.7 Organisational
design and
development
================================================== ===============
FOCUS IS ON THE COMPETENCIES REQUIRED FOR A
SUCCESSFUL HR MANAGER?
The suggested competencies are
-initative
-personal effectiveness
-human relations handling skills
-leadership skills
-professional knowledge of HR
-adding value through people development
-continuing learning
-strategic thinking capability
-influencing
-negotiating skills
-interpersonal skills
-business / culture awareness
-service delivery
-communication [ oral/ written ]
-presentation
ETC
================================================== =============
HUMAN RESOURCE MANAGERS ARE ASSESSED IN THE FOLLOWING
AREAS DEPENDING ON THE PLACE THEY ARE LIKELY TO BE
APPOINTED.
 
HOW WOULD YOU DEVELOP THE PROCESS/SYSTEMS
AND HOW WOULD YOU
-manage the Equity compensation,
-handle merit pay,
-handle the healthcare benefits
-manage COBRA.[usa]
-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.
-FLSA.[ usa]
-FMLA.[usa]
-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 Layoff
-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 SCORECARD
-HR AUDIT
-HR METRICS
-HR BRANDING
-HR MARKETING [ internally ]
-HR KPI
-HR ACCOUNTING
-HR NUMERICALS
ETC.
===============================================
UNDER THE PROCESS, BEHIND THESE HR DEVELOPMENTAL
TOOLS.
-HR PLANNING
-MANPOWER PLANNING
-HR STRATEGIC PLANNING
-SUCCESSION PLANNING
-CAREER PLANNING
-TALENT PLANNING/RETENTION / MANAGEMENT
-HR DEVELOPMENT
-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
KNOWLEDGE MANAGEMENT.
-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.
*360-degree Evaluations
*After-action Reviews
*Alternative Dispute Resolution
*Benchmarking
*Best Practices
*Boundarylessness
*Breakthrough Action Teams
*Centralization
*Chaos Theory and the New Science
*Competitive Advantage
*Contingent Work Force
*Corporate Culture
*Crisis Management
*Cross-functional Teams
*Cycle Time
*Deming System
*Dialogue Group
*Diversity
*Downsizing/Demassing
*Economic Value Added
*Employment Contracts
*Empowerment
*Enlightened Leadership
*Entrepreneurship
*Environmental Marketing
*Excellence
*Future Search
*Gain Sharing/ESOPs
*Healthy Companies
*High Performance organizations
*Horizontal Organization
*Impression Management
*Intelligent Organization
*Intrapreneurship
*IS09000
*Japanese Management
*Job Enlargement/job Enrichment
*Just-in-Time/ just-in-Case
*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
*Management/Leadership Coaching/Mentoring
*Managerial Grid
*Mass Customization
*Matrix Management
*Micro-managing
*Myers-Briggs
*Networking (Personal Strategy and Structure/Information flow)
*New Paradigm Business
*One Minute Manager
*Open Book Management
*Organizational Transformation
*Outplacement/Purgatory
*Outsourcing
*Outbound
*Participative Management
*Pay--For--Performance
*Peer Appraisals/Review
*Peer Mediation/Peer Intervention Teams
*Principle-centered Leadership
*Quality
*Quality Circles
*Quality of Worklife
*Quick Response/Rapid Deployment Teams
*Reengineering
*Reinventing the Corporation
*Reinventing Government
*Restructuring
*Results-driven Quality
*Right Brain Thinking
*Rightsizing
*Scientific Management
*Self-development Group
*Self-managing Work Teams
*Servant Leadership
*Seven Habits
*Situational Leadership
*Skunkworks
*Social Responsibility
*Spirituality in Organizations
*Stakeholder Issues
*Strategic Alliances
*Stretch Goals
*Sun Tzu
*Sustainability
*Synergy
*Systems Thinking
*T-Groups
*Theory X/Y
*Theory Z
*Third Wave/Fourth Wave Organization
*Trickle Down Technology
*Transformational Leadership
*Virtual Organization
*Visions/Missions/Values
*Wellness
*Workout
*Workplace Community
*Zero-based Budgeting
================================================== ===========
SONIA,
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]
OR
-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.
 
GOOD LUCK
REGARDS
LEO LINGHAM

From India, Mumbai
Reply Here Start New Discussion






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2017 Cite.Co™