Jeevarathnam
Sr. Manager Hr/admin
Santosh_Nayak
Asst. Manager Hr In A Construction Mnc
Mayur Shinde HR
Assistant Manager - Hr
Hussain Zulfikar
Hris Implementation, Payroll, Recruitment,
Janarthanan .v
Human Resource Business Partner
Leolingham2000
Management Consultant
Atul.mystery
Sr. Executive Hr
Jimmii
Ehs Specialist
Amukam
In Human Resource Deptt
+6 Others

Hi
I am Rasmi ,working in a Company as HR Executives in Recruitment Field.
I have close to 3yrs work experience.But I ve no HR specialisation in MBA.
I want to be a HR manager in a Good Company.Si can you tell me is it possible without HR specialisation? If not possible then I ll do HR course.Please let me know which distance/executive programe ll be valuable?
Hi Rasmi,
MBA does not has to do anything for becoming Manager. If you have indepth knowledge of HR process and policies you can succed.
You said that you are working as HR Executive in Recruitment, I would suggest, you should look from some more responsibilities apart from Recruitments. Get involved in Operations and other statutory compliances. It takes time to be a Manager.
In case you want, you can go for any distance learning course in HR. What is your current location?
Hi.. I am from Bhubaneswar,Orissa. Can you suggest me about Distance Course of HR which will be valuable.
Hi Rashmi
As mentioned by Mr. Mayur Shinde to become HR, MBA is not mandatory. But almost all the organisation looks for Qualification. As already you are into recruitment and if you are able to learn CoreHR skills then you can try for HR position. But you should try into entry level only. and Doing MBA will be an added qualification and makes things easy to become HR. :)
HI..Actually i have done MBA ,2008 pass out batch.But I have finance as specialization.But fortunately i got an oppertunity in HR Department. so plz let me know which institute will be best for executive course.
Hi Rasmi.
Sure you shall call me and not a problem.
I am not so good in selecting the institute. But there are good institutes as symbiosys and others and quite expensive.
One more thing is any how you are MBA graduate & its not an issue as you are not HR graduate. Most of the topics of HR will be covered in general MBA stream.
so be confident :)
Hi Rasmi

You shall focus on working diligently and acquire relevant skills planning your career path. Please donít chase courses to justify your desired roles. You will be wasting money, time and effort and no guaranteed result.

A simple example is your own life, you majored MBA in Finance and you have ended up as HR executive ! Ask yourself what value does MBA-Finance hold ?

Once bitten but not shy, you are still seeking elusive courses and fancy shallow degree titles to bulk up your credentials ? what is the point in enrolling for a distance learning MBA / PGDBA / etc. You will pay a heavy fees and be dumped with books, which you have to read and go for exams ! you have been doing that for last (12 + 3 + 2) years of your life. Where is the practical experience, development of skills, exposure to best practices ? where is the grooming to be a Master ?

Your question is, how to become a Manager ? so ask your self, what is to be a manager. What does a manager do ? then seek that knowledge, experience, skills, ability to be one !

Seek relevant courses, workshops, training, seminars which will equip you with tangible skills to complement your work profile and help your grow better. Focus your energies on your job profile and innovate how you can make your work different, exceptional and inevitable then others. How do you make yourself indispensable part of the organization by your dediction, commitment to add value to process. Be it small or big. Get noticed !

Working hard has better rewards then chasing shortcuts of completing mundane courses. You will make more money, learn better, grow wiser, earn accolades, whereas chasing courses you will be stressed studying, expend money, time and effort for yet another mediocre degree with no guarantee to prosperous future.

Question is what are you really interested in ? Titles or knowledge ? If its knowledge you can take MBA books off the shelf and learn.
As mentioned by Mr. Mayur Shinde to become HR, MBA is not mandatory. But all the organisation looks for Qualification and i m alreadu MBA student.But doing a HR course will be an added qualification and makes things easy to become HR.
Rasmi,
As you said that you already are MBA in Finance, you can opt for dual specilization, it will give you a regular MBA HR degree in just one year time and you only have to appear for HR subjects and project.
Hi Mayur, I just want to know what the value of a 1 year Executive MBA Degree compare to a fulltime MBA.
Hi rashmi...
I totally agree with what hussain said,,, just go for corehr training...already having experience in recruitment, u can easily reach ur goal if u practice the corehr stuff... I think skills are important not titles.... All the best...
Hi Friend,
Acquiring some basic HR Text will be helpful to you always.
You may prefer studying part timely PGCHRM, XLRI through satellite mode. As far as i am concerning, this course is fully covering texts, as required to an excellent HR Manager.
Thanks,
Jana
Hi rashmi u can complete your MBA from IGNOU University and fees of MBA from ignou is also quite low. Arvind Dwivedi Asst. Manager JNIL-RAIPUR
Hi, Correspondence HR course from IGNOU is also a good option, reasonable fees with adequate exposure. Regards Javaid
Hi Rasmi,
that is a kind of mistake i shud say if u have done mba in Fin. and currently doing job in Recuritement field, now u r looking for some HR courses, again i guess u'll do a mistake and wastage of tym and money, ur recruitment experience is quite good and u can try for another HR admin or some related posts in co. i guess u'll get a better opportunity and also u can do bst in this recruitemnt field and get promotions and to become a Sen. head recruiter and then go on very soon. All depends on ur capability and practicle knowledge and skills. after all this if u still thinking about HR courses then you can do a short term couse which gives u practle knowledge also, not only theoritical, bcoz. that u hav already got ur Masters degree. Read HR books self way and also go through issues related to HR things here, it'll give u best and practicle knowledge of HR.
Thanks
Atul khanna
9812594235
HR Sen. Recruiter
Haryana
Dear Mr.Santosh Nayak, Please visit to know the current course fee details of PGCHRM in XLRI through Satellite Mode. sat.xlri.ac.in Thanks & Regards, Jana
There have been Great HR professional who does not have MBA in HR. There has been successful HR Heads/Corporate Heads who earlier has been been in Technical position. Jimmii D
Hi Rasmi,
MBA HR is mandate if you want to pursue your career in HR only. Be patient to be a MANAGER. You can go for SIKKIM MANIPAL UNIVERSITY, SYMBOISIS , ANNAMALAI UNIVERSITY, MAHARSHI DAYANAND & PUNJAB TECHNICAL UNIVERSITY also.
Regards
Minakshi Sharma
RASHMI,

One can specialize in a subject , without a MBA.

Provided you develop the knowledge , skills and competences thru other means.

An MBA [ distance learning ] will be useful.

IGNOU [ DELHI] IS A POPULAR/ GOOD ONE.

EVEN WHILE COMPLETING MBA [HR], IT IS NOT THE END

BUT JUST THE BEGINNING OF THE CAREER PATH IN HR.

I HAVE LISTED ,HEREBELOW, SOME OF THE AREAS,

YOU NEED TO WORK ON ---IRRESPECTIVE OF THE OPTION YOU CHOOSE.

NOW THESE ARE HRM PROCESSES

DEVELOP A SOUND UNDERSTANDING OF THE PROCESSES.

-CONDUCTING HR AUDITING

-DEVELOPING HR BUDGET

-DEVELOPING Strategic HRM Planning

-DEVELOPING HR Strategies and Policies.

-MANAGING change management.

-PREPARING Competency-based HR PRACTICES

-DEVELOPING Knowledge management

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

DEVELOPMENT OF

-Job analysis

-job Role/

-Job Description.

-Job specifications

-Job enrichment

-Job rotation

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

RECRUITMENT/ SELECTION

-recruitment

-selection

-induction

-orientation

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

ORGANIZATIONAL BEHAVIOR PROGRAMS

-employee engagement

-motivation

-organization culture

-organization development

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

ORGANIZATION

-org. designing

-org. structuring

-org. development

-job / role structuring

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

HUMAN RESOURCING

-HR planning

-manpower planning

-succession planning

-talent management

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

PERFORMANCE MANAGEMENT

-performance appraisals

-performance managing the processes.

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

HR DEVELOPMENT

-org. learning

-training

-education

-development

-Training evaluation

-e learning

-management development

-career planning /development.

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

COMPENSATION / BENEFITS MANAGEMENT

-job evaluation

-managing COMPENSATION process

-administration of PAYROLL/ SALARY/WAGES

-benefits like medical/insurence etc

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

EMPLOYEE RELATIONS

-organization communications

-employee communications.

-staff amenities

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

HEALTH AND SAFETY.

-OHS

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

HUMAN RESOURCE INFORMATION SYSTEM.

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

You should be able to develop the management

-policies

-procedures

-process

for each of these elements.

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

I have listed some of the areas the RECRUITER would focus on.

In addition to regulations tests like personality tests etc ,

the recruiter would be looking at

-professionalism

-competences

-handling/ managing issues/situations.

-managing/handling of HR PROJECTS

-EXPERIENCE in planning/ processes

-managing HR CONTRIBUTIONS

-your knowledge of HR techniques/tools

-upkeep/update of HR KNOWLEDGE MANAGEMENT.

ETC

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

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

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

SOME OF THE HR skill and knowledge requirements

LOCALLY/ 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. EXAMPLE --USA OR MIDDLE EAST OR ASIA ETC.

[LOCAL / INTERNATIONAL STANDARDS]

-how would you manage the Equity compensation,

-how would you handle merit pay,

-how would handle the healthcare benefits

- how would you manage COBRA.[usa]

-how would you manage , at the workplace ,Discrimination.

-how would you develop personnel policies,

-your experience with HR manuals

-your experience with employee handbooks.

-how would you manage Job analysis & personality research.

-how would you handle Employee motivation.

-how would you manage Continuing education.

-FLSA.[ usa]

-FMLA.[usa]

-how would you manage Telecommuting program guidance.

-how would you handle Salary surveys.

-how would you handle Labor issues.

-how would you handle Alternative staffing.

-how would you manage Independent contractors.

-how would you handle Blended staffing.

-how would you manage Temp workers.

-how would you manage Foreign nationals.

-how would you handle Recruiting, hiring and termination issues.

-how would you conduct Employee background checks.

-how would you manage Layoff

-how would you manage learning and development.

-how would you handle -- Addressing worker performance.

-how would you conduct/ manage 360 degree feedback.

-how would you manage Disasters (all)

-how would you manage General Management (all) Property -

-how would you conduct Emergency Plans.

-how would you manage OSHA (all) Regulations - ADA, EEOC, DOL, NLRB, OSHA, MSHA, US Codes.

-how would you manage Safety Mgt (all) Security - Background Checks, Bomb Threats,

-how would you manage Counter-Terrorism, Personal Protection, , Violence.

-how would you manage , as more women are entering the workforce.

-how would you manage different amenities at the workplace.

-how would you manage as more women with children are entering the workforce.

-how would you manage the needs of different facilities at the workplace.

-how would you handle equal emplyment opportunites laws

-how would you handle equal pay/ awards

-how would you handle anti discrimination laws

-how would you manage outsourcing of products/ services

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

HOW DID YOU MANAGE OR CONDUCT/ USE

-HR SCORECARD

-HR AUDIT

-HR METRICS

-HR BRANDING

-HR MARKETING [ internally ]

-HR KPI

-HR ACCOUNTING

-HR NUMERICALS

ETC.

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

WHAT IS YOUR EXPERIENCE IN CONDUCTING & MANAGING

COULD YOU PLEASE EXPLAIN , BRIEFLY, YOUR APPROACH

-HR PLANNING

-MANPOWER PLANNING

-HR STRATEGIC PLANNING

-SUCCESSION PLANNING

-CAREER PLANNING

-TALENT PLANNING/RETENTION / MANAGEMENT

-HR DEVELOPMENT

-DEVELOPING LEARNING & DEVELOPMENT BUDGET

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

HOW WOULD YOU DESCRIBE YOUR EXPERIENCE IN

-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.

*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

THESE ARE SOME OF THE AREAS YOU NEED TO WORK ON WHILE COMPLETING YOU MBA [ DISTANCE]

GOOD LLUCK

REGARDS

LEO LINGHAM
Hello friends,
This is my first scrap to hrcite, although I was closely viewing the conversations going on. I appreciate the valuable advices from seniors.
I am working in a hydro power company since last 6 years & deputed as the executive (Admin & Liason). Here I have been looking after mainly liason related matters wiz. getting clearances from govt departments, land acquisition, statutory compliances & etc.
I am an MBA with specialisation in marketing but in initial days of my career started with HR. Will it have any negative impact in my future growth. I don't have too much experience of HR processes.
So please suggest me how can I justify my experience to work at managerial level.
Thanks,
Kailash, Rudrapur
uttarakhand
Hi All,
Hats off to Hussain Zulfikar First of all!!!
Rashmi, For sure it will be an add on to do some Hr Course, Along with wot u can do at the hand is concentrate on ur present job profile well and strive to learn core HR Skills. See evrybody does job... but wot makes him different is his efficiency and quality of work. As already Mr. Zulfikar said Be it small or big! But get Noticed.
Be confident, all the luck!! No wonder with persistence u can do anything.
Best Regards
Seema
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