Dear Experts,
I am currently pursing a Master's course in Psychology with specialization in Human Resource Development Management. As part of the requirements , I was to intern in
an HR department of an organization. My supervisor's role was primarily that of a HR Generalist.
From what I have observed and drawn out of my interactions with the HR, I have understood that one of the key challenges faced in an HR Generalist role is that,
they have significant responsibility for delivering HR solutions to a business unit with little formal power or resources. Virtually all HR requests are directed to the generalist, but the generalist does not have the time, expertise, or budget to handle these requests. Support can generally be obtained from the HR specialists, but the generalist has limited control over how and when such support is provided. How can such an issue be tackled from the perspective of a HR Generalist?
I am currently pursing a Master's course in Psychology with specialization in Human Resource Development Management. As part of the requirements , I was to intern in
an HR department of an organization. My supervisor's role was primarily that of a HR Generalist.
From what I have observed and drawn out of my interactions with the HR, I have understood that one of the key challenges faced in an HR Generalist role is that,
they have significant responsibility for delivering HR solutions to a business unit with little formal power or resources. Virtually all HR requests are directed to the generalist, but the generalist does not have the time, expertise, or budget to handle these requests. Support can generally be obtained from the HR specialists, but the generalist has limited control over how and when such support is provided. How can such an issue be tackled from the perspective of a HR Generalist?