Leolingham2000
Management Consultant
Amitsinha
Mba Student In Hr

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I am in dire need of some guidance from all of you - this guidance pertains to my career path.
I would first like to give you my background - I did my B.A.(Hons) in Statistics and then went on to do Master in Social Work from University of Delhi right now i am in the second year of Master in Human Resources and Organisational Development(MHROD) from Delhi School of Economics
Now that the time has come for me to start working , i am a bit confused about which area to work in. If you all could guide me as to what will be the suitable area for someone with my profile , my confusion would somewhat be clear.

From India, Delhi
SEEKING CAREER PATH

Based on your brief,

you have

-BA in statistics

-MA in social works

-MA in HR & OD [ currently studying ].

This base give you sound background to HRD ,

where you can utilise your knowledge of

statistical methods/human relations/social aspects/

knowledge of HR/OD.

--------------------------------------------------------------------------------------

In your career plan, there are two aspects to consider

1. Business entry

2. Career

Initially, you must get to the groundfloor of HR department,

and gain exposure / experience in real life situations.

Apart from the regulation jobs like

-writing job analyses

- '' job description

- '' job specifications

-recruitment / selection process

-understanding compensation packaging

-performance appraisal

-HR policies/ procedures

etc

You, on your own initiatives, should take part and

gain solid experience in such areas as

-change management

-learning/ development

-training/ development

-conducting climate survey

-follow up action on climate survey

-HR auditing

-performance improvement programs

-organization culture study

etc etc.

This will help you tp prepare yourself for

DEVELOPMENT STAGE OF HUMAN CAPITAL

which is

HRD strategy/ policy development/ process implementation

for people development.

WHICH SUPPORTS CAPABILITY ENHANCEMENT OF

HUMAN RESOURCES.

IF the program is properly channeled, this would be

your competences / strengths.

=======================================

These are additional resources and guidelines,

which could help to view your career path.

AN “HRD STRATEGY” HAS DIFFERENT PARTs

• supporting the vision, values and strategies, and

the corporate philosophy for people management,

which guides our policies and choices “worldwide”

• supporting current goals and initiatives for units

and departments through learning

• providing remedial learning “to solve problems

and improve performance

• determine professional strategies for managing

and delivering learning

================================================== ===

WHAT HRD strategy could offer

Individual Learning

• Individuals take responsibility for their own learning and

development and can do so competently

• They have personal learning plans, derived from an

understanding of their own needs and those of the business

• They understand their own learning style, and how to both

choose and utilise different learning options

• They are skilled at both giving and receiving feedback

• They know how to use others, and help others, in the

learning process

Team Learning

• Teams and working groups utilise the capability of each

member for the benefit of all

• They frequently learn and unlearn together, in order to

share a common approach

• They support each other in individual learning objectives

• The organisation encourages cross-boundary groups,

communities of common interest, and internal and external

networks in order to maximise sharing of learning

• Teams help other teams and learn from each other

Organisational Learning

• The organisation consciously adapts its strategies to the

changing environment; planning processes are flexible &

iterative

• There are mechanisms for listening to all the

stakeholders, for benchmarking against best practice,

and for adapting objectives as a result

• There is a systematic and disciplined approach to the

flow of knowledge into and across the organisation

• Structures are designed to consider learning and

knowledge flow

==========================================

WHAT HRD OFFERS

• Invesment in people?

• A learning and organisation?

• Promoting self management of learning and

self ownership of career progress?

• A developer of internal talent and the potential

of all employees?

• A “knowledge managed” organisation?

WHAT IS THE SCOPE OF HRD ?

-Developing HR / OD Strategy for the organization.

-Developing / conducting Organization climate survey.

-Developing / conducting STAFF satisfaction survey.

-Developing / Implementing improved HR scorecard/ Organization

scorecard.

-Developing and ensuring linkage between strategy and

operational planning.

-Developing and establishing workplace performance management

planning and development programs.

-Developing personal development programs, which is closely

linked to the organization strategy.

-Develop a system approach to HR planning and manpower

planning.

-Development of core competences for various departments.

-Development of corporate learning / development plans

to support corporate plan.

-Design and development of management development

programs for middle management including leadership

development, clarifying roles/ responsibilities/accountabilities.

-Develop a managerial skills program for all line managers

to include diversity , performance planning & development,

communication/ involvement, policy awareness, health and

safety, staff induction and personal effectiveness.

-Review current training and development procedure to

ensure equality of access and appropriate monitoring.

-Review mechanism for staff involvement in decision making

processes across the organization.

-Establish a process for launching new HR policies.

-Establish a corporate induction training for all new entrants.

-Develop a work place health/ safety strategy.

HOPE THIS IS USEFUL TO YOU

REGARDS

LEO LINGHAM

From India, Mumbai
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