what scope does hrm has . how much hr manager has to b paid? does freshers are applicable to direct HR managerial post?
From India, Marg„o
In order to answer your queries, can you kindly let us know what is the basis of such query?
Are an aspirant job seeker or a recruiter who wishes to know who all would fit in this job role?
Are you seeking the clarification for academic purpose or for professional/career growth?
Can we know something about you?
The reasons for this is, the question you asked, answers can be very much found by surfing the net or google it.
But incase you need practical answers, then I think kindly reframe the query and mention the details.

From India, Mumbai
A fresher cannot be a manager directly dear.
There is a growth ladder to all the things.
If you have the right qualifications to be in HR, I would suggest to take up a Generalist profile at Executive level (junior level) and learn as much as you can.
The usual growth is as
HR Executive --> Sr. Executive (HR) --> HR Manager --> HOD (HR)
However depending on the industry and the size of the firm there are many positions like head of recruitment, head of employee relations, head of training etc, who reports to hr manager who in turn to HOD (HR) and so on.
Hope it cleared your doubt

From India, Mumbai
it depends on the company to give a Managerial post.
it it is 10 people company, directly they give a manager post....even you dono manager spelling,
but MNC's and Fortune 500 companies will give Sr.exe designation even after 5 years becoz they have grade system and so many policies...even if they are throwing they will give you 1 month salary and say bye bye.
but people who give you manager designation will just say, Don't come to office from tomorrow. you have done nothing as a hr so we don't need you (todays corporate training companies expect Sales also need to be develope from Hr's- )
coming to future of HR
Don't run behind success, Let success run behind you (oop's so Soon you forgot 3 IDIOTs Dialogue, shame on you man!!!)
everything has a value and respect, all you need to do is Be expert in what ever area you and your HEART likes to work for 10hrs per day.

From India, Bangalore
HR is truely an experiencial stream. knowledge of best practices and theories, does not make one a good HR Professional. Human nature and reaction to situations are different for every individual. hence an HR Professional (here an HR ececutive who prepares salary sheets and documentation should not be mixed) develops over a period of time. for smaller companies with upto 50 employees, an experience of 3-5 years is required (this experience should be direct contact with employees, not back end processing). as you keep going up on the ladder of employee size, the experience keeps on increasing. however in organisations with over 200 - 250 employees (not labour) it is necessary to have an HR Professional who apart from experience of direct contact with employees should also have managerial experience, since he will have to control and guide subordinates who will have direct contact with employees.

Many companies have outsourced their HR department, which as per my personal view is calling for a disaster. you can outsource your backend office services but not the human contact. Outsourcing HR is like treating your employees as machines, who work for a particular time and get paid accordingly. HR deals with a varied mixture of attitudes and skills weighing which mix is acceptable and which is not. this judgement is highly subjective and can rarely be objectivised, desite claims of psychometrics proponents. psychometrics can only help an HR Professional in making a decision, it cannot be the sole decision factor.

From India, Delhi

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