Hi Friends,
Is it possible for an HR working in the Logistics/Supply Chain industry to move into an HR Executive role in the Manufacturing industry? Will they consider his profile or not? Could you provide me with suggestions immediately as it's very urgent?
From India, Chennai
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1Is it possible for an HR working in the Logistics/Supply Chain industry to move into an HR Executive role in the Manufacturing industry? Will they consider his profile or not? Could you provide me with suggestions immediately as it's very urgent?
From India, Chennai
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The HR knowledge and basics of HR remain the same, irrespective of the industry. The working conditions and laws differ from industry to industry. For example, the manufacturing sector has many more laws to consider than shops and establishments.
So, as long as you have the knowledge to deal with unions, government officials, and your basic HR knowledge is strong and up to date, there should not be any problem with them rejecting your candidacy. Kindly prepare your CV in a way that showcases your people skills, negotiation skills, and basic HR knowledge.
Regards,
Ashutosh Thakre
From India, Mumbai
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So, as long as you have the knowledge to deal with unions, government officials, and your basic HR knowledge is strong and up to date, there should not be any problem with them rejecting your candidacy. Kindly prepare your CV in a way that showcases your people skills, negotiation skills, and basic HR knowledge.
Regards,
Ashutosh Thakre
From India, Mumbai
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Dear Cite HR, Is it possible to move career from Aviation Aircraft Engineer to Supply Chain sector as I just took my MBA in supply chain, shipping & logistics management?? Thank you so much
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Dear colleague,
Yes, the transition to manufacturing is possible. Though HR functions remain the same in every setup, the emphasis and demands on certain functions will be more. Every HR person needs to have a deep understanding of how the business is organized, the competition, and the factors that matter for its success. The most important aspect is to find the bearings of HR functions with the business imperatives and execute by aligning them for winning. The value you can add depends on what functions are prioritized by the top management—such as talent acquisition and retention, performance management, compensation design/restructuring, union-management relationship, apart from streamlining routine administrative functions by automating them, etc.
Given the basic capabilities mentioned above, I don't believe working in any setup—manufacturing or non-manufacturing—will matter.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Yes, the transition to manufacturing is possible. Though HR functions remain the same in every setup, the emphasis and demands on certain functions will be more. Every HR person needs to have a deep understanding of how the business is organized, the competition, and the factors that matter for its success. The most important aspect is to find the bearings of HR functions with the business imperatives and execute by aligning them for winning. The value you can add depends on what functions are prioritized by the top management—such as talent acquisition and retention, performance management, compensation design/restructuring, union-management relationship, apart from streamlining routine administrative functions by automating them, etc.
Given the basic capabilities mentioned above, I don't believe working in any setup—manufacturing or non-manufacturing—will matter.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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