Should I Switch Jobs for Better Hours and Pay, Even If It Means Focusing Only on Payroll?

Dear all,

Please help me.

Right now, I am working in an automobile company as an Executive HR with a salary of 8K. The duty timings are nearly 9 am to 8 pm. Recently, I have received a job offer from a famous consultancy as an Executive - Payrolls with a salary of 13K. The timings there are from 10 am to 6 pm.

Actually, I want to learn the SAP HR module. Presently, I am having an issue with time management. In the new company, the timings are suitable, but the responsibility is only for payrolls. My friends are telling me that it will be very difficult to secure a job in Core HR in the future.

Please provide your valuable suggestions as soon as possible.

Thanks & Regards,
Murty.

Hi Murthy,

Your friend is right. It is very difficult to get a job in core HR. A generalistic role is quite easier to obtain compared to core HR. It's better that you opt for the second one, and if you learn SAP, it would be an added advantage for you.

Core HR is not only difficult to get into, but there is also a very good scope for good candidates once you gain experience in this field. Payroll will be interrelated to benefits, reimbursements, compensations, medical allowances, etc., in the organization. So, if you are in payroll, you can even start learning about the other processes and vice versa.

Regards,
Roopa

Hi Murty,

Sorry, I have not understood the area where you are asking for help. Can you kindly elaborate on where you want suggestions?

Roopa, can you explain what you mean by core HR? I myself am not fully clear on this term.

Thanks,
Ryan

Hi Ryan,

Core HR involves the background work. Usually, in smaller organizations, you would find either one or two HR personnel handling the entire HR process. However, in multinational companies with more than 2,000 employees in one branch alone, there are different departments for each process such as recruitment, payroll, benefits, medical reimbursement, loans, MIS, etc. Many companies, like Hewitt, IBM, Deutsche Bank, follow this method, and each department would have 5-6 people.

Therefore, a recruiter who hires a candidate wouldn't be calculating their monthly salary or aware of the benefits they would receive.

In such companies, the generalist role is minimal, limited to paperwork like generating offer letters, experience letters, relieving letters, etc. Due to the high number of employees, they have to generate approximately 500-600 such letters every day.

I'm not aware of how companies operate in other parts of India, but in Bangalore, most of the larger companies follow this method.

~Roopa

Hi Roopa,

I understood core HR work to involve strategizing in areas such as manpower planning, competency mapping, culture building, compensation management, performance management, and similar tasks. I have always considered activities like MIS, payroll, and handling letters to fall under the category of "personnel administration."

My understanding aligns with the following quote: "HR is also a business strategy partner as well as a change agent, apart from being an administrative expert and an employee champion" - Dave Ulrich.

I am also attaching some PowerPoint presentations that I received some time ago, which may provide further insight into the understanding of core HR.

Regards,
Ryan

Hi Ryan,

Thanks for the info. One cannot jump to the management level without prior knowledge of the operational part of HR. To manage a process, one has to know that process from the root level.

Thanks,
Roopa

Yes, Roopa, you are right. Understanding various human dimensions is the first and fundamental lesson that anyone who wants to be an HR professional should learn. Core HR is nothing but addressing or executing various functional/organizational requirements through set procedures with a human touch. Ultimately, that leads to a peaceful industrial relations situation and employee satisfaction. It mostly comes from exposure to different situations. Make use of it and do it differently; you will be successful.

MSV

Hi all,

Roopa and Ryan, I read your conversation; it's enlightening. However, I feel it differs from company to company. Additionally, there is a distinction between corporate HR and unit HR at the plant level in a manufacturing unit. For example, I am working with a manufacturing firm in Punjab as an HR Head for one of the units. My role is that of an HR Generalist, but I handle most of the strategic work, while administrative tasks are managed by my juniors. I am responsible for all aspects of manpower planning, recruitment, compensation, training, and retention at a strategic level. In contrast to this, my colleagues in the corporate office, as HR Generalists, perform the tasks you explained.

Thank you.