Dear all,
Please help me.,,
Right now I am working in an automobile company as a Executive HR with 8K.,the duty timings nealry 9am to 8pm.,,recently i got one job in famous consultancy as Executive -Payrolls with 13K.,,Here the timings ara 10am to 6pm.,
Actulally i want learn SAP HR module,.presenetly i am having problem with time.,,In the new comapny the timings are good but the responsibility is only payrolls.,,My friends are telling that it is very difficult to get the job in Core HR in future.,,
Please give your valuable suggestions.,,ASAP,
Thnaks & Regards,

From India, Hyderabad
Sr. Od Consultant At Haier India
India's 1st Strategic Strengths Coach, Corporate
Operations Executive(generalist)
Hr Professional

Hi Murthy,
your friend is right...It is very difficult to get a job in core HR...Generalistic role is quite easier to get compared to core HR. Its better that you opt for the second one.. and if you learn SAP it would be an added advantage for you
Core HR is not only difficult to get into but also theres a very good scope for good candidates once you are experienced in this field..And payroll will be inter related to benifits,re-imbursements, compensations,medical allowances etc...etc... in the if you are in payroll, you even start learning about the other processes and vise versa.

From India, Bangalore

Hi Murty
Sorry I have not understood the area where you are asking for help. Can you kindly elaborate where you want suggestions?
Roopa - can you explain what you mean by core HR? I myself am not fully clear on this term.

From India, Mumbai
Hi Ryan,

Core HR would be the background work . usually in smaller organisations you would find either one or 2 max Hr personals handling the entire hr process, but in multinatinal companies with more than 2000 employees alone in one branch would have different department for each process, like recruitment, payroll, benefilts,medical re-imbursement, loans, MIS etc... there are many companies who follow this method like hewitt, IBM, duesche bank etc to name a few. and to each such department they would have 5-6 ppl.

So a recruiter who recruits a candidate wouldn't be calculating his monthy salary or wouldn't know what benifits he would be getting.

In such companies, genralist role will be very minimal, and limited to paper work like generating the offer letters, exp letters, relieving letters etc. since the number of employees are more they get to generate approximatly 500-600 such letters every day...

I do not know how the companies work in other part of the india... but in bangalore most of the bigger companies follow this method.


From India, Bangalore

Thanks Roopa,
I had understood core HR work to be strategising work with respect to manpower planning, competency mapping, culture building, compensation management, performance management and such. I always thought of MIS, payroll, letters etc to be categorised as "personnel administration".
I got this understanding from the below quote
"HR is also a business strategy partner as well as change agent apart
from being an administrative expert and a employee champion - Dave

I am also attaching some PPTs which I received sometime ago which can throw some light on the understanding of CORE HR.

From India, Mumbai

Attached Files (Download Requires Membership)
File Type: ppt strategic_role_of_hrm_166.ppt (56.5 KB, 472 views)
File Type: ppt strategic_role_of_hrm_166.ppt (56.5 KB, 241 views)

Hi Ryan,
Thanks for the info.
But one cannot jump to management level without prior knowledge of the operational part of HR.
To manange a process one has to know that process from the root level

From India, Bangalore
Yes Roopa. You are right. Understanding various' human dimensions' is the first and fundamental lesson to any one who wants to be a HR professional should learn.Core HR is nothing but addressing or executing various functional / organizational requirements thro' set procedures with a human touch. Ultimately that leads to peaceful industrial relation situation and employee satisfaction. It mostly comes out of exposure to different situations.Make use of it and do it differently ,you will be successful.

hi all,
roopa and ryan, i read ur conversation its enlightening, but i feel it differs frm comapny to campany and also there is a difference between corp hr and unti hr at plant level in a manufacturing unit. ffor example, i am working with a manufacturing firm in panjab as a hr head for one of the unit. my role is of hr gernalist but i do most of the strategic work and admin work is handled by my juniors. all manpower planning, recruitment, compensation, training, retention is done by me on strategic level, in contrast to this my collegeas in corp office as hr generalist work as you explained

From India, Delhi

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