Feeling Stuck in Banking with an HR MBA: Can I Transition Back to My Passion?

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 you are working in a good bank and you have been selected through campus placement. Don't worry that as an MBA in Human Resources, you work in core banking areas. In my opinion, it doesn't matter. Try to work with full dedication and give your 100%. Also, remember that if you show your best results, you can also get internal transfers from core banking areas to the HR department in the same bank because internal transfers are always welcome in the company. So don't worry.

Best of luck for your future.

dsv

Hi,

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

But tell me, during the campus selection, were you not informed that your job wouldn't be in HR? Or did you accept what was offered simply because it was a job and you wanted to be employed 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 of a feeling of boredom with what you are currently doing!

You chose to specialize in HR, consciously accepted a non-HR job, and now want 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 will your chances of success in HR remain intact!

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

July 16, 2006

Dear DSV and Samvedan,

I am relieved to hear from both of you. I can't express in words how happy I am feeling upon hearing the positive words from you. Thank you a ton.

Thanks and regards,
Padmaja :D

While sitting for the group discussion and interview, I was informed that there are vacancies in HR.

Hi Samvedan,

I am Shyamala, currently pursuing an MBA from Bangalore with a specialization in HR. At present, I am working on my summer project in a manufacturing company (Bhilai Steel Plant), focusing on industrial relations. Could you please advise me on whether my topic is good and beneficial for me as a fresher entering the job market without any prior experience? I would greatly appreciate your guidance on how I can grow in the field of HR.

With regards,
Shyamala

Hi,

Let us first understand the difference between HR and IR.

Remember, it is a people management function. At a conceptual level, HR (as I have mentioned earlier on this forum as well) is the philosophical orientation of any organization in looking at the Human Resources it employs. 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. 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 as well in many organizations.

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

IR carries a rather heavy dose of labor laws, giving a different color to the function. It is not necessary to be a lawyer to handle IR. In fact, I advocate for IR as an independent branch of knowledge. I will not elaborate too much on this aspect here. Suffice it to say that IR deals with the dynamics of behavior at the individual and collective level in an industrial context and covers a range from knowledge of law (even if you are not a lawyer) to OB, Psychology, Sociology, Economics, and other organizational functions, more than HR. I do not wish to start a debate on this issue. These are MY perceptions.

Now, to address your question. IR is a fast-paced, often thankless function that requires a different but strong personality that can persist among failures for success to follow. Even one success amidst many failures brings so much joy and happiness that frustrations from failures are easily washed off. In IR, especially concerning collective bargaining exercises with employee organizations, the challenge to your skills and abilities is great as you may have to deal with the raw emotions of a mass of people who are your employees but at odds with the organization. To restore peace that is honorable for both parties is to work for a win-win solution.

In India, however, few women pursue IR as a career. To that extent, perhaps you should do a summer placement in IR to gain invaluable exposure to collective interpersonal behavioral exchanges, including conflicts, but consider a career in HR.

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

If you need more information, feel free to contact me.

Regards,

Samvedan

July 26, 2006