I am in dire need of some guidance from all of you - this guidance pertains to my career path.
I would first like to give you my background - I did my B.A. (Hons) in Statistics and then went on to do a Master in Social Work from the University of Delhi. Right now, I am in the second year of the Master in Human Resources and Organisational Development (MHROD) from Delhi School of Economics.
Now that the time has come for me to start working, I am a bit confused about which area to work in. If you all could guide me as to what will be the suitable area for someone with my profile, my confusion would somewhat be clear.
From India, Delhi
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3I would first like to give you my background - I did my B.A. (Hons) in Statistics and then went on to do a Master in Social Work from the University of Delhi. Right now, I am in the second year of the Master in Human Resources and Organisational Development (MHROD) from Delhi School of Economics.
Now that the time has come for me to start working, I am a bit confused about which area to work in. If you all could guide me as to what will be the suitable area for someone with my profile, my confusion would somewhat be clear.
From India, Delhi
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SEEKING CAREER PATH
Based on your brief,
you have
-BA in statistics
-MA in social works
-MA in HR & OD [ currently studying ].
This base give you sound background to HRD ,
where you can utilise your knowledge of
statistical methods/human relations/social aspects/
knowledge of HR/OD.
--------------------------------------------------------------------------------------
In your career plan, there are two aspects to consider
1. Business entry
2. Career
Initially, you must get to the groundfloor of HR department,
and gain exposure / experience in real life situations.
Apart from the regulation jobs like
-writing job analyses
- '' job description
- '' job specifications
-recruitment / selection process
-understanding compensation packaging
-performance appraisal
-HR policies/ procedures
etc
You, on your own initiatives, should take part and
gain solid experience in such areas as
-change management
-learning/ development
-training/ development
-conducting climate survey
-follow up action on climate survey
-HR auditing
-performance improvement programs
-organization culture study
etc etc.
This will help you tp prepare yourself for
DEVELOPMENT STAGE OF HUMAN CAPITAL
which is
HRD strategy/ policy development/ process implementation
for people development.
WHICH SUPPORTS CAPABILITY ENHANCEMENT OF
HUMAN RESOURCES.
IF the program is properly channeled, this would be
your competences / strengths.
=======================================
These are additional resources and guidelines,
which could help to view your career path.
AN “HRD STRATEGY” HAS DIFFERENT PARTs
• supporting the vision, values and strategies, and
the corporate philosophy for people management,
which guides our policies and choices “worldwide”
• supporting current goals and initiatives for units
and departments through learning
• providing remedial learning “to solve problems
and improve performance
• determine professional strategies for managing
and delivering learning
================================================== ===
WHAT HRD strategy could offer
Individual Learning
• Individuals take responsibility for their own learning and
development and can do so competently
• They have personal learning plans, derived from an
understanding of their own needs and those of the business
• They understand their own learning style, and how to both
choose and utilise different learning options
• They are skilled at both giving and receiving feedback
• They know how to use others, and help others, in the
learning process
Team Learning
• Teams and working groups utilise the capability of each
member for the benefit of all
• They frequently learn and unlearn together, in order to
share a common approach
• They support each other in individual learning objectives
• The organisation encourages cross-boundary groups,
communities of common interest, and internal and external
networks in order to maximise sharing of learning
• Teams help other teams and learn from each other
Organisational Learning
• The organisation consciously adapts its strategies to the
changing environment; planning processes are flexible &
iterative
• There are mechanisms for listening to all the
stakeholders, for benchmarking against best practice,
and for adapting objectives as a result
• There is a systematic and disciplined approach to the
flow of knowledge into and across the organisation
• Structures are designed to consider learning and
knowledge flow
==========================================
WHAT HRD OFFERS
• Invesment in people?
• A learning and organisation?
• Promoting self management of learning and
self ownership of career progress?
• A developer of internal talent and the potential
of all employees?
• A “knowledge managed” organisation?
WHAT IS THE SCOPE OF HRD ?
-Developing HR / OD Strategy for the organization.
-Developing / conducting Organization climate survey.
-Developing / conducting STAFF satisfaction survey.
-Developing / Implementing improved HR scorecard/ Organization
scorecard.
-Developing and ensuring linkage between strategy and
operational planning.
-Developing and establishing workplace performance management
planning and development programs.
-Developing personal development programs, which is closely
linked to the organization strategy.
-Develop a system approach to HR planning and manpower
planning.
-Development of core competences for various departments.
-Development of corporate learning / development plans
to support corporate plan.
-Design and development of management development
programs for middle management including leadership
development, clarifying roles/ responsibilities/accountabilities.
-Develop a managerial skills program for all line managers
to include diversity , performance planning & development,
communication/ involvement, policy awareness, health and
safety, staff induction and personal effectiveness.
-Review current training and development procedure to
ensure equality of access and appropriate monitoring.
-Review mechanism for staff involvement in decision making
processes across the organization.
-Establish a process for launching new HR policies.
-Establish a corporate induction training for all new entrants.
-Develop a work place health/ safety strategy.
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
Acknowledge(1)Amend(0)
Based on your brief,
you have
-BA in statistics
-MA in social works
-MA in HR & OD [ currently studying ].
This base give you sound background to HRD ,
where you can utilise your knowledge of
statistical methods/human relations/social aspects/
knowledge of HR/OD.
--------------------------------------------------------------------------------------
In your career plan, there are two aspects to consider
1. Business entry
2. Career
Initially, you must get to the groundfloor of HR department,
and gain exposure / experience in real life situations.
Apart from the regulation jobs like
-writing job analyses
- '' job description
- '' job specifications
-recruitment / selection process
-understanding compensation packaging
-performance appraisal
-HR policies/ procedures
etc
You, on your own initiatives, should take part and
gain solid experience in such areas as
-change management
-learning/ development
-training/ development
-conducting climate survey
-follow up action on climate survey
-HR auditing
-performance improvement programs
-organization culture study
etc etc.
This will help you tp prepare yourself for
DEVELOPMENT STAGE OF HUMAN CAPITAL
which is
HRD strategy/ policy development/ process implementation
for people development.
WHICH SUPPORTS CAPABILITY ENHANCEMENT OF
HUMAN RESOURCES.
IF the program is properly channeled, this would be
your competences / strengths.
=======================================
These are additional resources and guidelines,
which could help to view your career path.
AN “HRD STRATEGY” HAS DIFFERENT PARTs
• supporting the vision, values and strategies, and
the corporate philosophy for people management,
which guides our policies and choices “worldwide”
• supporting current goals and initiatives for units
and departments through learning
• providing remedial learning “to solve problems
and improve performance
• determine professional strategies for managing
and delivering learning
================================================== ===
WHAT HRD strategy could offer
Individual Learning
• Individuals take responsibility for their own learning and
development and can do so competently
• They have personal learning plans, derived from an
understanding of their own needs and those of the business
• They understand their own learning style, and how to both
choose and utilise different learning options
• They are skilled at both giving and receiving feedback
• They know how to use others, and help others, in the
learning process
Team Learning
• Teams and working groups utilise the capability of each
member for the benefit of all
• They frequently learn and unlearn together, in order to
share a common approach
• They support each other in individual learning objectives
• The organisation encourages cross-boundary groups,
communities of common interest, and internal and external
networks in order to maximise sharing of learning
• Teams help other teams and learn from each other
Organisational Learning
• The organisation consciously adapts its strategies to the
changing environment; planning processes are flexible &
iterative
• There are mechanisms for listening to all the
stakeholders, for benchmarking against best practice,
and for adapting objectives as a result
• There is a systematic and disciplined approach to the
flow of knowledge into and across the organisation
• Structures are designed to consider learning and
knowledge flow
==========================================
WHAT HRD OFFERS
• Invesment in people?
• A learning and organisation?
• Promoting self management of learning and
self ownership of career progress?
• A developer of internal talent and the potential
of all employees?
• A “knowledge managed” organisation?
WHAT IS THE SCOPE OF HRD ?
-Developing HR / OD Strategy for the organization.
-Developing / conducting Organization climate survey.
-Developing / conducting STAFF satisfaction survey.
-Developing / Implementing improved HR scorecard/ Organization
scorecard.
-Developing and ensuring linkage between strategy and
operational planning.
-Developing and establishing workplace performance management
planning and development programs.
-Developing personal development programs, which is closely
linked to the organization strategy.
-Develop a system approach to HR planning and manpower
planning.
-Development of core competences for various departments.
-Development of corporate learning / development plans
to support corporate plan.
-Design and development of management development
programs for middle management including leadership
development, clarifying roles/ responsibilities/accountabilities.
-Develop a managerial skills program for all line managers
to include diversity , performance planning & development,
communication/ involvement, policy awareness, health and
safety, staff induction and personal effectiveness.
-Review current training and development procedure to
ensure equality of access and appropriate monitoring.
-Review mechanism for staff involvement in decision making
processes across the organization.
-Establish a process for launching new HR policies.
-Establish a corporate induction training for all new entrants.
-Develop a work place health/ safety strategy.
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
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