Dear All,
I have completed my MBA (HR & Marketing) in 2007. I started my career as a HR Recruiter. Till the date i am working in the same field. So nearly 3 years experience i am having into Recruitments. I am getting no.of call letters for the same position. But the problem is.. now i am not interested again to move to Recruitments. Why because the salary getting is less than 5 digits & targets to be reach more than 5 digits/pm. So first i just want to move out of recruitments & want to see other sides of HR.
Kindly suggest me what will be the best step to take in this stage of career................
Hope that I can get a good response from any one of you.. that need to change my stage of career into a challenging way.
Thanking you,
Mani

From India, Hyderabad
Hi mini,
As you have good exposure to recruitment industry and gained experience in various skill sets. If income is the issue for changing job, rather then career growth. Then i would suggest you to take more chalenge and start your own recruitment firm to develope business at location to generate good revenue.
Staffing is ever growing business and in long term it can get you more satisfactory in term of career and money.

From India, Pune
Hi Mani, See you have 4-5 years of experience as a Recruiter which is a really good experience but if you are really seriously and looking for Core HR/ HR Generalist Profile, you need to learn about “My 7 Stars of HR”

These are seven management functions of a human resources (HR) department that will be specifically addressed: Staffing, Performance Appraisals, Compensation and Benefits, Training and Development, Employee and Labor Relations, Safety and Health, and Human Resource Research.

These can give you the required skills and help you in establishing your career in Core HR or HR Generalist other then Recruitment Profile.

Roles & Responsibilities:-

Induction & Joining Formalities:
1) Plan, organize, and conduct induction programmed, devise the orientation plan for the new joiners.
2) Complete the joining formalities i.e. Collect the required documents, creation of login id for attendance / introduce and set the KRA for new joiners, design reporting system & assign mentor as per the respective department wise.

Performance Appraisal:
- Involved in Performance Review process, defined all roles and developed role descriptions which are mapped against KRAs through daily reporting tracker system.
- Managing Appraisal process across the levels and establishing framework for substantiating Performance Appraisal system linked to Reward Management

Attendance, Payroll & Salary Administration:
- Maintain the employee attendance in Time Management System and generate the attendance report by online system for the salary process.
- To coordinate with the finance for monthly payroll system, make necessary entries for new joinees, separation cases, unpaid leave.
- Follow-up with Bank for timely credit of salary & Issuing salary slips.

HR Policies, Procedures, & Processes:
- Implement, review, redesign and introduce HR policies.
- Keep a track of records to the procedures, processes, formats / forms in line with organizational goals

Compensation and Benefits :
- Overall co-ordination of manpower planning, induction and ensuring cultural fit.
- selection policies, attendance management system, exit interviews, transfers & re-deployments
as per staffing projections.
- Handling Salary negotiations, increments, and compensation administration.

Full & Final Settlement and Exit Process:
- Conducting exit interview process for resigned, quit / terminated employees
- Coordinate & manage the Full & Final Settlement with the help of finance division and sending circular to other departments at the time of relieving of an employee.
- Analyzed the issue by giving warning through verbally or written by issuing warning letter till termination of employees due to continuous absenteeism, no prior intimation before taking leaves, unable to reach assigned targets, lack of ownership & responsibility etc.

Training & Development :
- Identifying training needs and development of action plans for imparting training including
measurement of effectiveness.
- Conducting managerial and technical trainings to enhance the managerial and soft skills of the
employees.
- Organizing customized training programmers based on the training need analysis to enhance
the manpower skills & efficiency

HR Administration & Welfare:

- Offer release, bank account opening, ID card coordination, sending details to the support staff.
- Verification of documents and employment screening/background verification of new joined employees i.e. verification report includes: Tenure with the Company, Title of last position held, Starting & ending salary
- Dues with the company, Reason for leaving, eligible for rehire, Attendance, overall Satisfaction of Employment, Behavior with Colleagues, etc
- Conducting employee satisfaction survey, designing reward and recognition scheme.
- Clarify the Employee Grievance and various issues/queries on Leave policy, Salary payment.
- Maintain the notice board with the information about “Thought of the Day” message, Employee of the month announcement, articles on weekly and fortnightly basis
- Maintain & Update the Daily/Weekly/Monthly MIS report, HR files and employee information in various reports like employee database, employee CV's, preparing all HR letters and certificates etc.

Im sure you already are well familiar with some of above but you have to learn more about them and have to make your new HR Generalist Profile so that you can get a place in HR world that you are looking for or interested in.

- https://www.citehr.com/285974-career-hr.html
- <link outdated-removed>
- https://www.citehr.com/284244-how-pr...list-role.html

From India, Gurgaon
Dear Mr.Gopi,
Thank you very much for your valuable suggestion.
But myself its not the right stage to start Recruitment firm.. I feel so. Because, for just only 3 years of Experience into recruitment, is not enough to start the firm. There are lot of things to learn i think so.. as of now I am seeing in Consultancy.
Definitely if I reached to that stage, I will definitely follow your suggestion. And at that point of time I will inform to you to where ever I am.
*** If I am thinking wrong. Please guide me.
Regards
Mani

From India, Hyderabad
Dear Mr. Anil Arora,
Its very nice to see your suggestion. Thank you very much.
As you said, i am little bit aware of all those "My 7 Stars of HR". Yes I will definitely concentrate on it & try to learn more.
Here my doubt's raised are:
1) Is it should be learn from Institutions or can be learn independently?
2) If I am thorough with "My 7 Stars of HR" & attended for interview for CORE HR, then the company people will consider me as Fresher / Experience?
3) If as Fresher, then what about the experience in Recruitment till date?
4) If you say its better to learn from Institution, then which is the best in Hyderabad?
5) Some says its better to learn SAP HR / ERP HR / ORACLE HR, then only can grown in HR after completion of PG. Is it right?
I am so thankful if you clear my doubts.
Hope so you will give better suggestion.
Thanking You,
Mani

From India, Hyderabad
OK! Well Mani before going further, I would like to know how much you know about “My 7 Stars of HR” and how?

Now the answers of your question :

Ansr 1: You can join any reputed institute to learn about Human Resource and can go for Certificate Course which will enhance your skills and HR knowledge.

Ansr 2: As I said above and advise you to go for Certificate Course to learn more about “Human Resource” but one thing I wanna say there that none of single institute will teach you or define you on HR with this concept of “My 7 Stars of HR” but you can learn them in details and can get the practical knowledge. And why no institute can teach on that because this “My 7 stars of HR” is my own theory on very important and major functions of HR whereby one can learn about them easily and everything about HR comes under them which are based on my research on Human Resource and have compiled this so that I can help the peoples like you who are still untouched with them but know theoretical.

To learn “My 7 Stars of HR” means to have a complete knowledge of HR with a specified concept. And rest assure if you will go to them sincerely, you’d be able to answer every single question of recruiters. And after learning them, you can share your knowledge with them and can say that you are able to handle the work and have worked on them.

For example:

-Recruiter must have knowledge about the Compensation Structure and the Salary Break Up with other elements of Salary which is a really important to perform this job.
-Understanding and Importance of position, designation and the grade structure which also comes under the same Compensation Structure.
-

Therefore you just need to know how to work on them and how to prepare salary and the other calculation and elements of Salary which you can know and learn from this esteem place CiteHR as there are lots of formats and examples sheets and discussion being held by the member…

You are a recruiter thn must have knowledge about all the factors of HR and I wud say again that I don’t blv that you are untouched with them and have never worked on them.

Also if you have gone through the “My 7 Stars of HR” must have noticed that there are many things which also come under a recruiter’s job profile.

See the peoples have learnt a lot on them while their studies at large but have never realize the actual things which can help them easily to understand and work on them.

About Q3, I don’t think you need to be too worry about it bcz you can start your job as HR Executive and Recruitment is also a part of HR Executive’s job profile. You’ll be the responsible person for both the work like Recruitment and other HR work. By this way you can reach to the station where you wanna go but definitely a long journey.

We cant ignore the truth that you are un-experienced but can start with this way. And after few time or getting experienced, you’ll be a experienced person with both the profile and expect more….guess you know what im talking about..

Ansr 4: For good institution, you have to work on that and have to find a good institute in this regard. You can expect the help from the Cite peoples here who are from the same region Hydrabad and also need to Google for this…

Ansr 5: RIGHT!! Bcz SAP HR / ERP HR increases the skills of HR professional which is a latest demand of this hi-Tech and developing HR world and one must have to go for it. But its not like that without SAP/EPR HR, one can’t survive in the HR world.

Well I wud suggest you to go for a institute who can serve you with both the skill and practical knowledge.

From India, Gurgaon
Hi Team ,
This is Namrata.
I have 3 years of experience in IT/Non IT Recruitment AS well all HR (payroll,performance apprisal,salary negotation, exit interview,training,orientation etc )work i am also into admin .
I want to do a SAP course in HR . Please let me the future scope of sap hr
But I have heard that it is very difficult to get a SAP job
Can you tell me the name of the institutes where i can do this course ( in bangalore).
Can anybody help me out to know more about SAP HR and its Pros & Cons...
If any member who is in SAP HR please help me or write me at namrata.panda.abs@gmail.com

From India, Paralakhemundi

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