Hello everyone,
This is just something I wanted to know since the time I have decided to make a career in the field of HR.
How old were you when you decided your career goal?
I am 20 now, and I know I want to become an HR manager.
I was confused before between HR and something in the field of IT (maybe software engineering).
I don't know how, but somehow the will to do something in the field of IT disappeared, and I just chose HRM.
And the passion for it has grown ever since.
I have heard of people indecisive at the age of 35 about their career goals, and then there is me, who has already decided until retirement.
Is it strange?
The other day, our college professor was discussing the career cycle and its importance and stuff.
She took a poll to see how many had decided their future after BMs.
I raised my hand and found just 4-5 more hands up in the class of 40-45.
Is it too early for me to decide?
Please do give feedback.
And do any of you have any regrets? This is the main question.
PS: The topic "serious dilemma" is just to get your attention; I am just curious.
From India, Mumbai
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12This is just something I wanted to know since the time I have decided to make a career in the field of HR.
How old were you when you decided your career goal?
I am 20 now, and I know I want to become an HR manager.
I was confused before between HR and something in the field of IT (maybe software engineering).
I don't know how, but somehow the will to do something in the field of IT disappeared, and I just chose HRM.
And the passion for it has grown ever since.
I have heard of people indecisive at the age of 35 about their career goals, and then there is me, who has already decided until retirement.
Is it strange?
The other day, our college professor was discussing the career cycle and its importance and stuff.
She took a poll to see how many had decided their future after BMs.
I raised my hand and found just 4-5 more hands up in the class of 40-45.
Is it too early for me to decide?
Please do give feedback.
And do any of you have any regrets? This is the main question.
PS: The topic "serious dilemma" is just to get your attention; I am just curious.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Sunayaa
We understand your plight very well..
Great ..at 20 you made up your mind that u wannna be HR Mgr..wow at your age i didn't know what i wanted to be!!
Well, i would suggest that BMS is little too early to decide your career goals..after this course work for a while in HR field to validate your chosen passion field..in case you like it then do MBA - HR ..
at your age ..i wanted to be a doc!! as am interested in mind-body connexxions...during MBA - majored in Marketing & Finance..as Sales & Marketing esp advertising was my passion at that time..after working with FMCG as Sales Officer for three years..realized that my passion lay somewhere else..drifted in HR ..again waz finding it little monotonous till i went to IIM - Ahmedabad for a weeklong workshop on Creativity in HR which gave me an insight about the scope ..now i have donned the role of trainer-Creativity alongwith with Corporate HR functions..
The point is our career goals to some extent depends on intrinsic factors..the breaks you get which broadens one's horizon or something which you find while working - gives you a sense of satisfaction...
I know a person who waz among the top five at IIM-A yet at the placements he turned down the offer of 20 Lacs - went to Mumbai to work with street kids...other examples are Rashmi Bansal of JAM magazine..person who started Eklavya magazine..
so don't worry..if you have HR to be your goal..work in this field for sometime - as sometimes academic world is very different from work reality..
Meanwhile you check it out the comperetencies of HR vis-a-vis your present skills which you percieve to have...
Cheerio
Rajat
HR COMPETENCY MODEL
Relationship of HR roles in the model
Leader
HR Expert
Business Partner
Change Agent
HUMAN RESOURCES COMPETENCY MODEL
Role Competency Demonstrates Activity
STRATEGIC PARTNER
Organizational Awareness
Problem Solving
Customer Service
Stress Tolerance
Oral Communication
Understanding of public service environment
Knowledge of agency's mission
Knowledge of organizational development principles
Understanding on client's organizational culture
Knowledge of business system thinking
Understanding of business process & how to change and
improve efficiency and effectiveness
Innovation & encourages risk-taking
Interacts with customers in a way that demonstrates customer concerns and
problems are heard, builds confidence and trust
Links HR policies and programs to the organization's mission & service
outcomes
Applies organizational development principles
Adapts HR services to the client's organizational culture
Designs and/or carries out HR services that incorporate business system applications
Uses HR principles that change business processes to improve its efficiency and effectiveness
LEADER
Decision Making
Planning & Evaluation
Conflict Management
Self-Management
Self-Esteem
Oral Communication
Analytic, strategic & creative thinking
Knowledge of staff & line roles
Knowledge of business system and information technology
Acts decisively
Manages resources e.g. human, funds, equipment
Applies conflict resolution methods in organizational situations
Uses consensus & negotiation coalition building skills to improve overall
communication
EMPLOYEE CHAMPION
Flexibility
Teaching Others
Learning
Interpersonal Skills
Oral Communication
Develops employee & agency's relationships
Understands, values, & promotes diversity
Balances both agency's & employees' demands & resources
Develops other's talents to maximize human potential
Mentors individuals to develop talent
Assesses & balances competing values e.g., policies & mission needs
Builds trust relationships
TECHNICAL EXPERT
Technical Competence
Legal, Government, & Jurisprudence
Personnel & Human Resources
Information Management
Arithmetic*
Mathematical Reasoning*
Customer Service
Writing
Reading
Memory
Attention to Detail
Oral Communication
Knowledge of human resources law & policies
Knowledge of work-life & organizational plans
Knowledge of information technology
Applies expertise in the full range of the HR arena to support agency's
mission and business needs
Uses surveys and other tools to provide information to help create an
effective & efficient work environment
Adapts information technology to HR management
CHANGE CONSULTANT
Teamwork
Reasoning
Influencing/Negotiating
Integrity/Honesty
Creative Thinking
Oral Communication
Stress Tolerance
Organizational development principles
Understanding of marketing
Representation of HR products and services
Understanding of team behavior
Assesses the readiness for change & identifies appropriate change strategies
Designs & implements change processes
Applies organizational development principles
Applies innovative strategies including identifying and recommending
solutions to various personnel & HR issues
Uses consensus, consultation & negotiation/consensus building
Influences others to act
Practices & promotes integrity & ethical behavior
Works in teams
Communicates well
The competencies are not limited to the particular assigned role. In reality, competencies will be fluid among the various HR roles. This model is a compilation of IPMA, NAPA, and OPM models. Also included are
concepts from Human Resources Champions by David Ulrich. Italicized competencies are unique to this specific role; the other competencies are applicable to more than one role.
*These competencies are required for some classification and staffing work.
ADVANCE COPY
The Emotional Competence Framework
Personal Competence
Self-Awareness
Emotional awareness
Accurate self-assessment
Self-confidence
Self-Regulation
Self-control
Trustworthiness
Conscientiousness
Adaptability
Innovation
Motivation
Achievement drive
Commitment
Initiative
Optimism
Empathy
Understanding others
Developing others
Service orientation
Leveraging diversity
Political awareness
Social Skills
Influence
Conflict management
Change catalyst
Collaboration and cooperation
Communication
Leadership
Building bonds
Team capabilities
*Adapted from the works of Daniel Goleman, Emotional Intelligence and Working with Emotional Intelligence.
Appendix D
DOD HR COMPETENCY FRAMEWORK
Staffing Specialist
Human Resources Generalists
Labor Relations Specialist
Employee Development Specialist
Classification Specialist
Personnel Systems Manager
Personnel Support DoD Manager
Business Management Competencies
Business Process Reengineering
Change Management
Contract Management
Cost-Benefit Analysis
Customer Relations
Financial Management
Marketing
Negotiating
Organizational Awareness
Organizational Needs Assessment
Outcome Measures and Evaluation
Project Management
Strategic Human Resource Practices
Strategic Planning
Professional Competencies
Coaching and Mentoring
Communication
Conflict Management
Decision-making
Ethics
Facilitation
Interpersonal Relations
Problem-Solving
Self Management
Teamwork
Technology Application
Technical HR Competencies
Appeals, Grievances, and Litigation
Attendance and Leave
Benefits
Career Development
Compensation
Discipline and Adverse Action
Employee Assistance
Equal Employment Opportunity
Human Resource Management Fundamentals
Instructional Systems Development
Instructional Technology
Job Analysis
Labor Management Relations
Organizational Development
Organization and Position Design
Pay Administration
Performance Management
Personnel Assessment
Personnel Systems Management
Position Classification
Reduction-in-Force
Rewards and Recognition
Staffing and Recruiting
Succession Planning
(PRIVATE SECTOR) INTEGRATIVE MODEL OF HR COMPETENCIES
Emerging Structure Competency
1) Corporate HR leaders Core Leadership
2) Senior HR Generalist at the business
unit level Core Leadership
3) HR specialist in shared service
centers Core HR Expertise
4) HR experts in centers of expertise Core
Consultation Leadership
HR Expertise
HR EXPERTISE
Knows best practices
Designs & delivers HR
Applies technology
Measures HR
LEADERSHIP
Leadership skills
Leadership abilities
Change advocacy
CORE
Business knowledge
Communication
Systematic perspective
Credibility/Integrity
Negotiation skills
Customer
CONSULTATION
Influence skills
Consulting skills
Change
Collaboration/Team
From India, Pune
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We understand your plight very well..
Great ..at 20 you made up your mind that u wannna be HR Mgr..wow at your age i didn't know what i wanted to be!!
Well, i would suggest that BMS is little too early to decide your career goals..after this course work for a while in HR field to validate your chosen passion field..in case you like it then do MBA - HR ..
at your age ..i wanted to be a doc!! as am interested in mind-body connexxions...during MBA - majored in Marketing & Finance..as Sales & Marketing esp advertising was my passion at that time..after working with FMCG as Sales Officer for three years..realized that my passion lay somewhere else..drifted in HR ..again waz finding it little monotonous till i went to IIM - Ahmedabad for a weeklong workshop on Creativity in HR which gave me an insight about the scope ..now i have donned the role of trainer-Creativity alongwith with Corporate HR functions..
The point is our career goals to some extent depends on intrinsic factors..the breaks you get which broadens one's horizon or something which you find while working - gives you a sense of satisfaction...
I know a person who waz among the top five at IIM-A yet at the placements he turned down the offer of 20 Lacs - went to Mumbai to work with street kids...other examples are Rashmi Bansal of JAM magazine..person who started Eklavya magazine..
so don't worry..if you have HR to be your goal..work in this field for sometime - as sometimes academic world is very different from work reality..
Meanwhile you check it out the comperetencies of HR vis-a-vis your present skills which you percieve to have...
Cheerio
Rajat
HR COMPETENCY MODEL
Relationship of HR roles in the model
Leader
HR Expert
Business Partner
Change Agent
HUMAN RESOURCES COMPETENCY MODEL
Role Competency Demonstrates Activity
STRATEGIC PARTNER
Organizational Awareness
Problem Solving
Customer Service
Stress Tolerance
Oral Communication
Understanding of public service environment
Knowledge of agency's mission
Knowledge of organizational development principles
Understanding on client's organizational culture
Knowledge of business system thinking
Understanding of business process & how to change and
improve efficiency and effectiveness
Innovation & encourages risk-taking
Interacts with customers in a way that demonstrates customer concerns and
problems are heard, builds confidence and trust
Links HR policies and programs to the organization's mission & service
outcomes
Applies organizational development principles
Adapts HR services to the client's organizational culture
Designs and/or carries out HR services that incorporate business system applications
Uses HR principles that change business processes to improve its efficiency and effectiveness
LEADER
Decision Making
Planning & Evaluation
Conflict Management
Self-Management
Self-Esteem
Oral Communication
Analytic, strategic & creative thinking
Knowledge of staff & line roles
Knowledge of business system and information technology
Acts decisively
Manages resources e.g. human, funds, equipment
Applies conflict resolution methods in organizational situations
Uses consensus & negotiation coalition building skills to improve overall
communication
EMPLOYEE CHAMPION
Flexibility
Teaching Others
Learning
Interpersonal Skills
Oral Communication
Develops employee & agency's relationships
Understands, values, & promotes diversity
Balances both agency's & employees' demands & resources
Develops other's talents to maximize human potential
Mentors individuals to develop talent
Assesses & balances competing values e.g., policies & mission needs
Builds trust relationships
TECHNICAL EXPERT
Technical Competence
Legal, Government, & Jurisprudence
Personnel & Human Resources
Information Management
Arithmetic*
Mathematical Reasoning*
Customer Service
Writing
Reading
Memory
Attention to Detail
Oral Communication
Knowledge of human resources law & policies
Knowledge of work-life & organizational plans
Knowledge of information technology
Applies expertise in the full range of the HR arena to support agency's
mission and business needs
Uses surveys and other tools to provide information to help create an
effective & efficient work environment
Adapts information technology to HR management
CHANGE CONSULTANT
Teamwork
Reasoning
Influencing/Negotiating
Integrity/Honesty
Creative Thinking
Oral Communication
Stress Tolerance
Organizational development principles
Understanding of marketing
Representation of HR products and services
Understanding of team behavior
Assesses the readiness for change & identifies appropriate change strategies
Designs & implements change processes
Applies organizational development principles
Applies innovative strategies including identifying and recommending
solutions to various personnel & HR issues
Uses consensus, consultation & negotiation/consensus building
Influences others to act
Practices & promotes integrity & ethical behavior
Works in teams
Communicates well
The competencies are not limited to the particular assigned role. In reality, competencies will be fluid among the various HR roles. This model is a compilation of IPMA, NAPA, and OPM models. Also included are
concepts from Human Resources Champions by David Ulrich. Italicized competencies are unique to this specific role; the other competencies are applicable to more than one role.
*These competencies are required for some classification and staffing work.
ADVANCE COPY
The Emotional Competence Framework
Personal Competence
Self-Awareness
Emotional awareness
Accurate self-assessment
Self-confidence
Self-Regulation
Self-control
Trustworthiness
Conscientiousness
Adaptability
Innovation
Motivation
Achievement drive
Commitment
Initiative
Optimism
Empathy
Understanding others
Developing others
Service orientation
Leveraging diversity
Political awareness
Social Skills
Influence
Conflict management
Change catalyst
Collaboration and cooperation
Communication
Leadership
Building bonds
Team capabilities
*Adapted from the works of Daniel Goleman, Emotional Intelligence and Working with Emotional Intelligence.
Appendix D
DOD HR COMPETENCY FRAMEWORK
Staffing Specialist
Human Resources Generalists
Labor Relations Specialist
Employee Development Specialist
Classification Specialist
Personnel Systems Manager
Personnel Support DoD Manager
Business Management Competencies
Business Process Reengineering
Change Management
Contract Management
Cost-Benefit Analysis
Customer Relations
Financial Management
Marketing
Negotiating
Organizational Awareness
Organizational Needs Assessment
Outcome Measures and Evaluation
Project Management
Strategic Human Resource Practices
Strategic Planning
Professional Competencies
Coaching and Mentoring
Communication
Conflict Management
Decision-making
Ethics
Facilitation
Interpersonal Relations
Problem-Solving
Self Management
Teamwork
Technology Application
Technical HR Competencies
Appeals, Grievances, and Litigation
Attendance and Leave
Benefits
Career Development
Compensation
Discipline and Adverse Action
Employee Assistance
Equal Employment Opportunity
Human Resource Management Fundamentals
Instructional Systems Development
Instructional Technology
Job Analysis
Labor Management Relations
Organizational Development
Organization and Position Design
Pay Administration
Performance Management
Personnel Assessment
Personnel Systems Management
Position Classification
Reduction-in-Force
Rewards and Recognition
Staffing and Recruiting
Succession Planning
(PRIVATE SECTOR) INTEGRATIVE MODEL OF HR COMPETENCIES
Emerging Structure Competency
1) Corporate HR leaders Core Leadership
2) Senior HR Generalist at the business
unit level Core Leadership
3) HR specialist in shared service
centers Core HR Expertise
4) HR experts in centers of expertise Core
Consultation Leadership
HR Expertise
HR EXPERTISE
Knows best practices
Designs & delivers HR
Applies technology
Measures HR
LEADERSHIP
Leadership skills
Leadership abilities
Change advocacy
CORE
Business knowledge
Communication
Systematic perspective
Credibility/Integrity
Negotiation skills
Customer
CONSULTATION
Influence skills
Consulting skills
Change
Collaboration/Team
From India, Pune
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Hi Sunayna,
I have also just started my career in HR, and I am already in a state of rethinking. However, I think it is more because of the kind of boss I have here rather than any dislike for the job. I really think you are very lucky that you have your plans fixed! I am seriously thinking of shifting my line or at least my company!
Cheers, Pallavi
From India, Pune
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I have also just started my career in HR, and I am already in a state of rethinking. However, I think it is more because of the kind of boss I have here rather than any dislike for the job. I really think you are very lucky that you have your plans fixed! I am seriously thinking of shifting my line or at least my company!
Cheers, Pallavi
From India, Pune
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See... this is what my point is. Isn't it too young for me to decide? I am so sure about joining HR that it scares me.
Yeah, I am planning to do that next year from XLRI (if I can) or TISS or Symbiosis.
lol... you'll laugh if you know what all I've wanted to become. Well... when I was a kid, like most children, I wanted to become a math teacher. Then at one point in time, a social worker, then at 8th standard when I read my first John Grisham, I wanted to be a lawyer more than anything else in my life. At 11th, I was inclined towards finance, so wanted to do CA. I soon learned that CA is not my cup of tea or water or anything. I joined BMS because I thought B.Com would be boring, and then there were so many options. I liked psychology because people and their behavior fascinate me. And then ever since, I'm aiming for HR. My psychometric test tells me to take up something in human relations, public relations, or service and stuff like that. My friends too agree, and I think it's the best that I can do with my skills and will give me a sense of satisfaction...
And Pallavi, dear,
I think your boss is human (no one's perfect). I don't know about you, but I would take it as a challenge. Hihi... my boss's boss at my summers, I thought he didn't like me. He never smiled back at me and gave... it really annoyed me. But he was actually impressed by me, and it was a happy ending, so you just hang in there, okay? You know... if you change your career and go do something else, imagine, okay... 20-25 years from now, you dislike the job you're doing, and then you wonder what would have happened if you would have taken Sunayna's advice and stuck to HR. I mean change the career you want because of your boss?? Too much, yaar. What if your boss moves with you? Or your future boss is worse?
From India, Mumbai
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Yeah, I am planning to do that next year from XLRI (if I can) or TISS or Symbiosis.
lol... you'll laugh if you know what all I've wanted to become. Well... when I was a kid, like most children, I wanted to become a math teacher. Then at one point in time, a social worker, then at 8th standard when I read my first John Grisham, I wanted to be a lawyer more than anything else in my life. At 11th, I was inclined towards finance, so wanted to do CA. I soon learned that CA is not my cup of tea or water or anything. I joined BMS because I thought B.Com would be boring, and then there were so many options. I liked psychology because people and their behavior fascinate me. And then ever since, I'm aiming for HR. My psychometric test tells me to take up something in human relations, public relations, or service and stuff like that. My friends too agree, and I think it's the best that I can do with my skills and will give me a sense of satisfaction...
And Pallavi, dear,
I think your boss is human (no one's perfect). I don't know about you, but I would take it as a challenge. Hihi... my boss's boss at my summers, I thought he didn't like me. He never smiled back at me and gave... it really annoyed me. But he was actually impressed by me, and it was a happy ending, so you just hang in there, okay? You know... if you change your career and go do something else, imagine, okay... 20-25 years from now, you dislike the job you're doing, and then you wonder what would have happened if you would have taken Sunayna's advice and stuck to HR. I mean change the career you want because of your boss?? Too much, yaar. What if your boss moves with you? Or your future boss is worse?
From India, Mumbai
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It's never too early to set goals, providing you don't close your mind to unexpected opportunities. I am doing work now that is miles removed from my original career goals, but I am happy in what I am doing as it utilizes my skills and has developed competencies that I never realized I had.
From Australia, Ballarat
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From Australia, Ballarat
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Dear Sunayana,
It is not too early to decide. At your age, I also thought like you, and after 10 years, I became the HR Head for a pharmaceutical firm. You need to be decisive, clear, and focused towards the goal that you have decided on. You will definitely attain the goal.
Regards,
Srinivasu
From India, Hyderabad
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It is not too early to decide. At your age, I also thought like you, and after 10 years, I became the HR Head for a pharmaceutical firm. You need to be decisive, clear, and focused towards the goal that you have decided on. You will definitely attain the goal.
Regards,
Srinivasu
From India, Hyderabad
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Sunyana, There was a bit of anxiety at first, but it didn’t take long to find out that many of my skills really were transferrable. The best thing I’ve done for a while.
From Australia, Ballarat
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From Australia, Ballarat
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hii numerouno well...i guess il continue my plans for Hr as a career..n keep askin othr ppl n if i feel like changin..(which i dont think so)thn leave it to fate hi Srinivasu do u have any regrets ??
From India, Mumbai
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From India, Mumbai
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Dear Sunayna,
My name is Sadashiv Rao, and I am based in Kuwait as an Executive HR. Your letter is interesting, and you are a very intelligent individual. I feel that you have already made up your mind to pursue a career in HRM. Let me tell you one thing – you are a focused individual.
At your age, there was nobody to guide me, and I did not know where I was headed. Do what is in your mind and what it tells you, but remember it is also good to ask senior people (as Rajatji has replied to you). My opinion is that you are already on the right track, and you have a full life ahead of you, plus you have made an early start. This is a very vast and interesting field, and my suggestion is to learn as much as you can (there is no age for learning: always remember this!). All the very best to you, and I do hope that after receiving so many positive views, your dilemma has been resolved. God Bless you!
Regards,
Sadashiv Rao
From Kuwait, Kuwait
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My name is Sadashiv Rao, and I am based in Kuwait as an Executive HR. Your letter is interesting, and you are a very intelligent individual. I feel that you have already made up your mind to pursue a career in HRM. Let me tell you one thing – you are a focused individual.
At your age, there was nobody to guide me, and I did not know where I was headed. Do what is in your mind and what it tells you, but remember it is also good to ask senior people (as Rajatji has replied to you). My opinion is that you are already on the right track, and you have a full life ahead of you, plus you have made an early start. This is a very vast and interesting field, and my suggestion is to learn as much as you can (there is no age for learning: always remember this!). All the very best to you, and I do hope that after receiving so many positive views, your dilemma has been resolved. God Bless you!
Regards,
Sadashiv Rao
From Kuwait, Kuwait
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Dear Sunayna,
My name is Sadashiv Rao, and I am based in Kuwait as an Executive HR. Your letter is interesting, and you are a very intelligent individual. I feel that you have already made up your mind to pursue a career in HRM. Let me tell you one thing: you are a focused individual.
At your age, there was nobody to guide me, and I did not know where I was headed. Do what is in your mind and what it tells you, but remember it is also good to ask senior people (as Rajatji has replied to you). My opinion is that you are already on the right track, and you have a full life ahead of you, plus you have made an early start. This is a very vast and interesting field, and my suggestion is to learn as much as you can (there is no age for learning: always remember this!!!). All the very best to you! I do hope that after getting so many positive views, your dilemma has been cleared from your mind. God bless you!
Thank you so much. This is quite an inspiration. I just want to ask you one question... what made you choose HR? Yes, you are right. I have made up my mind, but I am just scared if it is too early to do that. Thanks again.
Regards,
Sadashiv Rao
From India, Mumbai
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My name is Sadashiv Rao, and I am based in Kuwait as an Executive HR. Your letter is interesting, and you are a very intelligent individual. I feel that you have already made up your mind to pursue a career in HRM. Let me tell you one thing: you are a focused individual.
At your age, there was nobody to guide me, and I did not know where I was headed. Do what is in your mind and what it tells you, but remember it is also good to ask senior people (as Rajatji has replied to you). My opinion is that you are already on the right track, and you have a full life ahead of you, plus you have made an early start. This is a very vast and interesting field, and my suggestion is to learn as much as you can (there is no age for learning: always remember this!!!). All the very best to you! I do hope that after getting so many positive views, your dilemma has been cleared from your mind. God bless you!
Thank you so much. This is quite an inspiration. I just want to ask you one question... what made you choose HR? Yes, you are right. I have made up my mind, but I am just scared if it is too early to do that. Thanks again.
Regards,
Sadashiv Rao
From India, Mumbai
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Is there any option of studying Retail Management and HRM together? http://indiaretailing.com <link updated to site home> (THIS IS WHAT I MEAN BY RETAIL MANAGEMENT).
I'm a little confused, again. I've been advised to keep my options open by a very good friend, and it does make sense. My second preference for a career is - Retail Management...yes, it may be a small job in the beginning, but I'm sure I'll be good at it too. Probably I could join the HR department of a shopping store or something. Please comment.
From India, Mumbai
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I'm a little confused, again. I've been advised to keep my options open by a very good friend, and it does make sense. My second preference for a career is - Retail Management...yes, it may be a small job in the beginning, but I'm sure I'll be good at it too. Probably I could join the HR department of a shopping store or something. Please comment.
From India, Mumbai
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