I specialised in HR MBA but I am not working in core banking sector- Can I go back to HR field

I am an MBA in HR but through campus I got selected for a Bank and at present I am working in core banking. Since I have a very keen inclination towards HR, I am not able to concentrate on my work. Though my employer bank is paying above 3 lakhs, somewhere I still feel that this is not my field. Can I ever go back to HR if I continue to work for a year here in this Bank?
Please Help me.

Hi, Padmaja
Good to hear that u are working in a good bank & u are being selected through campus placement.
Don't worry that being an MBA in Human Resource u work in core banking areas. In my opinion it doesn't mater. Try to work with full dedication and give ur 100%.
Also remember that if u show ur best results u can also get the internal transfers from core banking area to the HR department in the same bank boz internal transfers are always welcome in the company.
So don't worry
And best of Luck for your future
dsv

Hi,

There is nothing wrong to want to be with your first love-in this case the HR!

But tell me, at the campus selection were you not informed that your job won't be in HR? Or you accepted what was offered simply because it was a job and you wanted to be in employment anyhow? Again, even this is not wrong! Now that you have known for a year or so, what it means to be working in a non-HR area, you now have a chance to make up your mind. I hope, you are wanting to be in HR now, out of some deep introspection and not out a feeling of boredom with what you are doing presently!

You chose to specialize in HR, consciously accepted a non-HR job and are now wanting to be in HR. There is nothing abnormal about it as long as you have now made a well thought out choice! Only in such a case you chances of success in HR will remain in tact!

If you generally agree with what I have said in this mail, please send me your CV. The only limitation would be that I operate in and around Pune only!

Good Luck.

samvedan

Jul7 16, 2006

Dear dsv & samvedan,
I am relieved to hear it from u both...cant express in words hoe happy i am feeling hearing the positive words from u...thanx a ton
Thanx & regards
Padmaja :D
While sitting for the GD & Interview i was told that there are vacancies in HR.

hi samvedan,
iam shyamala doing mba from bamgalore and sepicalisation in hr. right now iam doing summer project in manufacturing company (bhilai steel plant) and my topic industrial relation. pls guide me is my topic good and useful for me when i go for job as a fresher. i dont have any experience till now.pls guide for my growth in hr.
with regard
shyamala

Hi,

Let us first understand the difference (?) between HR and IR.

Remember it is a people management function. At a conceptual level, HR (and I have said earlier on this forum also), is the philosophical orientation of any organization in looking at the Human Resource it employees. IR is an aspect of people management.

Very broadly speaking HR as practiced in India, generally deals with non-conflict issues concerning people e.g. Recruitment, Appraisals, Emolument Structuring, OD, OE and the like and HR has been practiced in the country for a long time only for the non-bargainable employees. These days it has encompassed the bargainable employees also in very many organizations.

Bargainable employees are those who conform to the definition of the term "workman" in Industrial Disputes Act and get thereby job security to a large extent! Additionally, in our country with the plethora of labour laws, many issues of interest in employer-employee relations are already covered by various statutes, leaving little scope for the parties to use any initiative in building a culture. While there are laws covering employees who do NOT conform to the definition of "workman" under Industrial Disputes Act, these employees do NOT enjoy job security like the bargainable employees do! Hence thsee are called non-bargainable.

IR caries a rather heavy dose of Labour laws and that gives a different colour to the function. It is not necessary to be a lawyer to handle IR. In fact I am a spokesman in favour IR as an independent branch of knowledge. I will not elaborate here too much on this aspect. Suffice it to say that IR is the dynamics of behaviour at individual and at collective level in an industrial context and covers from knowledge of law (even if you are not a lawyer) to OB, Psychology, Sociology, Economics, and other organizational functions, more than HR and I am not wanting to start a debate on this issue. These are MY perceptions please.

Now to deal with your question. IR is fast paced, often thankless function, needs a different but strong personality that can wait amongst failures for success to follow. Even ONE sucess as against many failures brings such a lot of joy and happiness that your frustration of failures are easily washed off! In IR, especially as regards collective bargaining exercises with employee organizations, the challenge to your skills and abilities is geat as you may have to deal with raw emotions of a mass of people who are your employees, but at war with the organization, as it were! To restore peace that is honourable for both parties is to work for a win-win solution.

In India however few girls take up IR as a career. To that extent perhaps you should do summer placement in IR to get that invaluable exposure of collective interpersonal behavioural exchanges including conflicts, but seek a career in HR.

I hope I have clarifies your doubts, hesitations and confusions, if any.

If you need more inputs, feel free to take a contact.

Regards

samvedan

July 26, 2006