Seeking Feedback on HR Career Progression
I am working in a small software development company as an HR Generalist for the last 1 year and 6 months. Its employee size is 18. I mainly look after recruitment, induction, issuing of various letters, appraisal, leave and attendance management, HR policy modification, and exit formalities. I report to the Director of the company. I don’t look after the payroll and compliance part. I have a total of 3.5 years of experience in HR functions. Earlier, I used to work in a Background Verification company. It was also a quality experience that I have gathered.
A few days back, I faced an interview with a bigger company with around 300 employees. According to me, it was a good interview because I answered their questions in a positive and firm manner, but they didn’t shortlist me.
After that, I came to know that as I am handling fewer employees and the overall experience I have is considered some kind of HR admin experience, not HR generalist (according to the interviewer).
Regards,
Jia
From India, Kolkata
Acknowledge(2)
Amend(0)
5I am working in a small software development company as an HR Generalist for the last 1 year and 6 months. Its employee size is 18. I mainly look after recruitment, induction, issuing of various letters, appraisal, leave and attendance management, HR policy modification, and exit formalities. I report to the Director of the company. I don’t look after the payroll and compliance part. I have a total of 3.5 years of experience in HR functions. Earlier, I used to work in a Background Verification company. It was also a quality experience that I have gathered.
A few days back, I faced an interview with a bigger company with around 300 employees. According to me, it was a good interview because I answered their questions in a positive and firm manner, but they didn’t shortlist me.
After that, I came to know that as I am handling fewer employees and the overall experience I have is considered some kind of HR admin experience, not HR generalist (according to the interviewer).
Regards,
Jia
From India, Kolkata
Acknowledge(2)Amend(0)
Yes, employee size matters. Facing and handling 18 employees is always easier than handling 1,000 employees. It is a really tough task when you try to negotiate with a union of 1,000 employees on a certain issue or dispute.
As for the interviewer's remark about you not being a generalist, it is quite natural because you have not handled payroll and compliance.
HR Generalist Responsibilities
HR generalists should be able to work in all functions of the HR department, from recruitment to exit formalities.
Learn payroll processing, compensation management, and compliance matters. It will boost your career.
Regards,
Arun J.
From India, Hyderabad
Acknowledge(4)
Amend(0)
As for the interviewer's remark about you not being a generalist, it is quite natural because you have not handled payroll and compliance.
HR Generalist Responsibilities
HR generalists should be able to work in all functions of the HR department, from recruitment to exit formalities.
Learn payroll processing, compensation management, and compliance matters. It will boost your career.
Regards,
Arun J.
From India, Hyderabad
Acknowledge(4)Amend(0)
Thank you for your reply. I agree with you, Sir, but I have a different perspective. Please don’t consider this as an argument; it’s a normal discussion.
If someone knows the basic formula to solve a problem, they can solve simpler problems as well as harder ones. I know HR is not rocket science and doesn't follow any formula. Still, if someone has solid knowledge of the subject and is able to handle fewer employees, they can handle more employees too. Isn’t it?
Regards,
Jia
From India, Kolkata
Acknowledge(2)Amend(0)
If someone knows the basic formula to solve a problem, they can solve simpler problems as well as harder ones. I know HR is not rocket science and doesn't follow any formula. Still, if someone has solid knowledge of the subject and is able to handle fewer employees, they can handle more employees too. Isn’t it?
Regards,
Jia
From India, Kolkata
Acknowledge(2)Amend(0)
Your confidence is quite appreciable, and no doubt a knowledgeable person can solve the issue and handle strength. However, it is not only about handling a large workforce. What I am saying is that more strength forces the company to apply certain acts, and when any act is applicable to any company, then the actual headache for HR begins.
From My Point of View
1) When there are 100 or more workers, during retrenchment, you need to follow all procedures, which involve obtaining permission from the labor commissioner, etc.
2) When there are 200 or more workers, canteen facilities become applicable. You have to form a canteen committee and ensure the quality of food served in the canteen is tested by a food inspector, etc.
3) When there are 500 or more workers, appointing a welfare officer is compulsory. Welfare activities must strictly follow safety regulations, etc.
4) When the workforce is small, there are fewer chances of negative attitudes or using coercive methods.
5) In a small workforce company, you can opt for daily face-to-face counseling, which is not possible in larger organizations.
6) You may encounter issues like lockouts, strikes, layoffs, etc., which are very rare in smaller organizations.
These points may seem insignificant, but they are points of contention. You need to be very knowledgeable and strong enough to handle issues that arise from such points.
Regards,
Arun J.
From India, Hyderabad
Acknowledge(3)Amend(0)
From My Point of View
1) When there are 100 or more workers, during retrenchment, you need to follow all procedures, which involve obtaining permission from the labor commissioner, etc.
2) When there are 200 or more workers, canteen facilities become applicable. You have to form a canteen committee and ensure the quality of food served in the canteen is tested by a food inspector, etc.
3) When there are 500 or more workers, appointing a welfare officer is compulsory. Welfare activities must strictly follow safety regulations, etc.
4) When the workforce is small, there are fewer chances of negative attitudes or using coercive methods.
5) In a small workforce company, you can opt for daily face-to-face counseling, which is not possible in larger organizations.
6) You may encounter issues like lockouts, strikes, layoffs, etc., which are very rare in smaller organizations.
These points may seem insignificant, but they are points of contention. You need to be very knowledgeable and strong enough to handle issues that arise from such points.
Regards,
Arun J.
From India, Hyderabad
Acknowledge(3)Amend(0)
One more thing...
Take an example. Suppose there is a BE Mechanical Engineer who has just completed his engineering with 90% and has all theoretical knowledge. He knows how to assemble and disassemble machines. However, when he gets a job in any company as a maintenance engineer, he comes to know how difficult it is.
So what I need to say is, "Hands-on Experience" is very important. It is easier for HR personnel who have hands-on experience. The HR personnel who have actually faced strikes, lockouts, layoffs, and retrenchments can easily handle the situation because of their hands-on experience.
How to Deal with Factory Inspections and Labor Disputes
How to deal with the Factory Inspector on his visit to the factory? How to deal with the Labour Commissioner in case of a dispute? How to deal with the Union in court matters, etc. So, only knowledge is not sufficient; you must have hands-on experience.
Regards,
Arun J.
From India, Hyderabad
Acknowledge(2)Amend(0)
Take an example. Suppose there is a BE Mechanical Engineer who has just completed his engineering with 90% and has all theoretical knowledge. He knows how to assemble and disassemble machines. However, when he gets a job in any company as a maintenance engineer, he comes to know how difficult it is.
So what I need to say is, "Hands-on Experience" is very important. It is easier for HR personnel who have hands-on experience. The HR personnel who have actually faced strikes, lockouts, layoffs, and retrenchments can easily handle the situation because of their hands-on experience.
How to Deal with Factory Inspections and Labor Disputes
How to deal with the Factory Inspector on his visit to the factory? How to deal with the Labour Commissioner in case of a dispute? How to deal with the Union in court matters, etc. So, only knowledge is not sufficient; you must have hands-on experience.
Regards,
Arun J.
From India, Hyderabad
Acknowledge(2)Amend(0)
You are a progressing HR professional, and if you have solid basics, the size of the company is just a matter of scale. Whatever you have tried, tested, and accomplished with an 18-member company may work with a 100+ or a 300+ company. However, the nature of the business, culture, leadership, kind of workforce, and pace of growth matters.
It is a big plus that you have exposure to everything except payroll and compliance. Even in bigger firms with more than one HR Generalist, we can find the Payroll and Statutory Compliance outsourced. Apart from this, working as per the instructions of the Director is another plus (you would have missed this if you joined a 1000+ company at the beginning of your career) as there is a huge demand for people professionals for small and medium enterprises, particularly in the knowledge industry.
So be cool and continue your professional journey. Be an avid reader, an excellent listener, and a passionate people professional. If you are fine with the current firm and there are opportunities for learning, experimenting, and you are comfortable with the compensation part, just stay on for some more time...wishing you the very best.
From India, Bangalore
Acknowledge(5)Amend(0)
It is a big plus that you have exposure to everything except payroll and compliance. Even in bigger firms with more than one HR Generalist, we can find the Payroll and Statutory Compliance outsourced. Apart from this, working as per the instructions of the Director is another plus (you would have missed this if you joined a 1000+ company at the beginning of your career) as there is a huge demand for people professionals for small and medium enterprises, particularly in the knowledge industry.
So be cool and continue your professional journey. Be an avid reader, an excellent listener, and a passionate people professional. If you are fine with the current firm and there are opportunities for learning, experimenting, and you are comfortable with the compensation part, just stay on for some more time...wishing you the very best.
From India, Bangalore
Acknowledge(5)Amend(0)
The Impact of Company Size on HR Roles
Definitely, company size does matter. Think of it the other way around. If you were in a big MNC managing 400-500 employees as an HR, but now you are in a small startup company where you just need to manage 10-15 employees, the dynamics change significantly. You would have been using tools and software as an HR in the MNC, but you might not have those tools in the small company. Moreover, the approach towards employees also changes. Small companies are more focused on retaining their employees, whereas some big companies really do not care.
Rather than trying to be HR in a big company, consider exploring opportunities in smaller companies. These days, there are many HR vacancies available.
From India, New Delhi
Acknowledge(0)Amend(0)
Definitely, company size does matter. Think of it the other way around. If you were in a big MNC managing 400-500 employees as an HR, but now you are in a small startup company where you just need to manage 10-15 employees, the dynamics change significantly. You would have been using tools and software as an HR in the MNC, but you might not have those tools in the small company. Moreover, the approach towards employees also changes. Small companies are more focused on retaining their employees, whereas some big companies really do not care.
Rather than trying to be HR in a big company, consider exploring opportunities in smaller companies. These days, there are many HR vacancies available.
From India, New Delhi
Acknowledge(0)Amend(0)
Yes. Employee size in a company matters. Since you have experience in managing less than 20 employees, try to focus on jobs in a company where employee size is 50-100. With best wshes R K Nair
From India, Aizawl
Acknowledge(0)Amend(0)
From India, Aizawl
Acknowledge(0)Amend(0)
Can you please tell me why I should try only in small companies? Is there any law or something that states larger companies hire exclusively from other large companies? I can provide numerous examples of individuals currently working in MNCs in HR roles who previously worked in small firms. I am a very optimistic person, and I believe I will be hired by a top corporate entity because I have the capability. For your information, although my current company's employee size is 18, we use tools and software similar to those used by HR professionals in larger organizations. Anyways, let's try to maintain a positive attitude.
Thank you for your suggestion.
Regards,
Jia
From India, Kolkata
Acknowledge(0)Amend(0)
Thank you for your suggestion.
Regards,
Jia
From India, Kolkata
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR Manual (Employee Hand Book).doc
Employee Development - PPT 9.ppt