My name is Alpana, and I have over 3 years of experience in recruitment. I am looking to transition into an HR Generalist role. I don't have direct experience in a generalist role, so I would appreciate your guidance on how I can make this transition successfully. Could you please advise me on the steps I should take to move into a generalist profile and provide some relevant information on this topic?
I would be very grateful for your assistance.
Regards,
Alpana
From India, Delhi
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I would be very grateful for your assistance.
Regards,
Alpana
From India, Delhi
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Key Skills for an HR Generalist
Versatility in dealing with human minds is essential. You must be conversant with law and order and act as a cushioning agent between administrative staff and subordinates. Additionally, you should be able to tackle situations under every given unfavorable or unforeseen eventuality. Communication skills and articulation are a must.
From India, Bangalore
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15Versatility in dealing with human minds is essential. You must be conversant with law and order and act as a cushioning agent between administrative staff and subordinates. Additionally, you should be able to tackle situations under every given unfavorable or unforeseen eventuality. Communication skills and articulation are a must.
From India, Bangalore
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You may consider enrolling in a short-duration HR program at IIM-Ahmedabad, which is highly beneficial and has practical applications at home. Management Associations affiliated with the Indian Management Association also offer reputable HR programs that lead to diploma awards.
In my opinion, pursuing such programs is a valuable addition in terms of skill development.
Best regards,
ASHOK YAGNIK
From India, Mumbai
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In my opinion, pursuing such programs is a valuable addition in terms of skill development.
Best regards,
ASHOK YAGNIK
From India, Mumbai
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First of all, you do not need to switch jobs to obtain a generalist profile. If you desire a broader role, participate in other activities such as Training & Development (T&D), Performance Management System (PMS), etc. Once you have a good grasp of these areas, you can either apply for a new job or request your manager to expand your job responsibilities. It is your willingness to work more that matters, not the specific profile you currently hold.
Regards,
Gurpreet Aidhen
From India, Anjar
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Regards,
Gurpreet Aidhen
From India, Anjar
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Transitioning from Recruitment to HR Generalist
If you are currently working with a recruitment consultancy firm but hold an MBA in HR, consider applying for an HR Executive position advertised by a mid to large-sized company. Be frank in your interview about your experience being primarily as a recruiter, but emphasize that you are keen and qualified to take on an HR generalist role, in addition to any recruitment-related work. This approach may help you gain entry into the organization. Be completely dedicated to learning about various issues connected with employee life cycle management.
Understanding HR Policies and Processes
The best approach would be to start understanding the HR policies and processes of the organization, especially those connected with joining/onboarding, attendance and leave, payroll, performance management, incentives, and training of employees. Thereafter, study the organizational structure and the processes related to manpower planning, compensation planning, career planning, and succession planning. If any HR technology solutions are in use, it will be desirable for you to learn about them (especially the MIS reports used for planning). Equally important is understanding the complaints management process in the organization, as it relates to employee satisfaction and directly impacts the efficiency of business operations.
If you are not in a recruitment firm, you don't necessarily need to switch to another company. Discuss with your boss your desire to take on additional responsibilities in the HR department.
In either case, your willingness to put in extra effort to learn new things is a prerequisite for moving forward. Remember, HR is vast and dynamic in its scope, and learning here is an unending process. HR policies and processes differ from one organization to another; only some concepts remain the same. Therefore, continuity in the same organization is necessary for an HR professional to contribute as a business partner.
Regards
From India, Delhi
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If you are currently working with a recruitment consultancy firm but hold an MBA in HR, consider applying for an HR Executive position advertised by a mid to large-sized company. Be frank in your interview about your experience being primarily as a recruiter, but emphasize that you are keen and qualified to take on an HR generalist role, in addition to any recruitment-related work. This approach may help you gain entry into the organization. Be completely dedicated to learning about various issues connected with employee life cycle management.
Understanding HR Policies and Processes
The best approach would be to start understanding the HR policies and processes of the organization, especially those connected with joining/onboarding, attendance and leave, payroll, performance management, incentives, and training of employees. Thereafter, study the organizational structure and the processes related to manpower planning, compensation planning, career planning, and succession planning. If any HR technology solutions are in use, it will be desirable for you to learn about them (especially the MIS reports used for planning). Equally important is understanding the complaints management process in the organization, as it relates to employee satisfaction and directly impacts the efficiency of business operations.
If you are not in a recruitment firm, you don't necessarily need to switch to another company. Discuss with your boss your desire to take on additional responsibilities in the HR department.
In either case, your willingness to put in extra effort to learn new things is a prerequisite for moving forward. Remember, HR is vast and dynamic in its scope, and learning here is an unending process. HR policies and processes differ from one organization to another; only some concepts remain the same. Therefore, continuity in the same organization is necessary for an HR professional to contribute as a business partner.
Regards
From India, Delhi
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I have two years of work experience, primarily in accounts focusing on TA, DA, Reconciliation, and generating salaries using Tally Payroll. I also have some knowledge in HR. Now, I am looking to transition into an HR role. Do you think I can secure a job in HR with my background? What steps should I take to enhance my resume?
Regards,
Apurva
From India, Pune
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Regards,
Apurva
From India, Pune
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