Do not depend on the answers we may provide you unless the they answer your reality!
As a matter of fact, any decision is a consequence of some thought process (at least it should be!) and the thought process presents the justification for the decision.
In your case, do you "wish" to specialize in HR or is it your conscious "decision"? I hope it is your conscious decision. Now ask yourself the justification for this decision. You have so decided for any or all of the following reasons:
1) You "like" dealing with people!
2) You "understand" people.
3) You are patient, studious and respect humanbeings for unfathomable potential to perform amd contribute.
4) You are a good and an effective leader.
5) You are good at conceptualization, abstractions, unstructured situations, are not controlled by precedents, can negotiate effectively, commmunicate effectively. etc. etc.
What ever your reasons for the decision, you should be able to convince the interviewers of the rationale of your decision to work in HR.
And for heaven's sake don't borrow someone else's reality of decision and pretend that these are yours! You could be "dound out" sooner than you think.
Your question is of great importance and must be handled sensitively, skillfully and credibly!
Best of luck & Regards
July 28, 2007
28th July 2007 From India, Pune
HERE IS SOME USEFUL MATERIAL.
WHY HR AS SPECIALIZATION ???
My first suggestion
-contact career consultant and do an aptitude test .
get a second opinion of your interest.
WHAT IS YOUR REAL INTEREST?
HR covers subjects like
-recruitment / selection
-staff amenities planning
OF these subjects, you may have good knowledge of all the
subjects but may be leaning with special interests in some
selected areas. The aptitude test would reveal the leaning.
The questions are centered around
-career interest/ why
BASED ON THE ABOVE PLUS THE INFORMATION PROVIDED
BELOW---YOU SHOULD DIGEST THESE AND THEN POSITION
YOURSELF WITH YOUR OWN PERSONALITY/ CHARACTERS
AND LOOK NATURAL.
AT A PERSONAL LEVEL, I ENJOY AND AM PASSIONATE ABOUT
-listening to others
-empathising with others
-relating with others.
COME MORE NATURALLY TO ME.
I THINK THESE QUALITIES ARE BEST SUITED FOR AN HR ROLE.
AT BUSINESS LEVEL,
WHETHER IT IS A PRODUCT OR SERVICE TO THE MARKET [PEOPLE-CONSUMERS]
-HR is as important as the other functions like marketing/finance to business.
-HR can make significant contributions to the business strategic management.
-Improved delivery ultimately depends on enabled, engaged and capable people.
-It is important we make the most of that investment, particularly given the evidence of a direct link between the success of an organisation and the quality of its people management. The most successful organisations manage their people well and reap the rewards.
HR professionals must help to achieve better delivery, using their expertise to build capability and support change in their organisations whilst providing value for money services.
HR Transformation is about changing the way HR professionals deliver services to the people in their organisations and improving the partnership between managers and HR professionals to get the best out of people.
Why is Human Resources ROLE Is Important TO THE BUSINESS.
HR professionals are responsible for hiring and protecting your company’s most important asset-people. Without strong, satisfied and motivated people in place your business will not grow to its potential.
Human Resources include experts in the field of Organizational Development, Change Management, Continuous Process Improvement, as well as those in Benefits Administration, Recruiting, Policy Analysis, and Training.
HR is the partner in your business that is the expert on people and human behavior.
HR is an integral part of organization management.
Good/ effective HR is about observation and analysis behind the scenes, compiling complex data about individual workers as they progress through the workforce.
HR professionals can build measurable strategies to address turnover, low morale and underperforming employees.
HR can instill in employees a clear understanding of what your organization is trying to achieve and why.
HR can instill in employees enthusiasm about your team’s and organization’s goals.
HR can help the employees to have a clear “line of sight” between their tasks and their team’s and organization’s goals.
HR drive satisfacation into employees with the work they have accomplished at the end of the week.
HR can instill a feeling into the employees that their organization fully enables them to execute key goals.
HR can instill a feeling into employees they work in a high-trust environment.
HR can create/ foster open communication that is respectful of differing opinions and that results in new and better ideas.
HR can make the employees feel that their organization holds people accountable for results.
HR can make the employees feel fully trusted the organization they worked for.
HR can develop teamwork with high-trust, highly cooperative working relationships with other groups or departments.
Why Is HR Management Important to THE ORGANIZATION ?
It costs approximately three times more to recruit and train a new employee than it does to retain and develop an existing employee. And this doesn't even take into account the hidden costs associated with misdirected management time spent on recruiting activities rather than effectively managing existing staff.
The fact is, employees are the lifeblood of every organization. The better they are—the better qualified, trained, and managed—the more effective and profitable your organization will be.
HR management solutions can help you manage your employees for greater profit with processes that help ensure:
-HR can align itself with the organization objectives/strategies.
-HR can make contribution to the organization's effectiveness
-HR can make contribution to the organization's efficiency
-HRcan make contribution to the organization's productivity improvements
-HR can help to set up/ manage the succession planning program.
-HR can help to set up/ manage the talent management program.
-HR can help to set up/ manage the career planning/ development program.
-HR can manage the organization development programs
-HR can manage the organization change management programs.
-HR can a vital role in mergers/acquisitions programs of the company.
-HR can offer a market oriented compensation advice.
-HR can develop the organization's core competencies.
-HR can help to set up/ manage the organization's performance management programs
-HR can lead the way in changing the organization culture
-HR can help to set up / manage the organizations training/ management development programs
ALL THESE CHALLENGING ASSIGNMENTS MAKE ME FEEL THAT
THIS IS THE AREA I WANT TO BE -- WITH MY MBA HR
29th July 2007 From India, Mumbai