Dear lovely members of CITE HR Forum,
Here, I am presenting a situation where I need your suggestion.
I am currently working as an HR manager in an organization. The issue I am facing is that some candidates are applying for the HR Trainee position in our organization, with HR as their minor specialization in their MBA.
I would like to inquire whether it is necessary to prioritize candidates who have HR as their major specialization, or if the organization can also consider candidates with HR as a minor specialization and major specializations in marketing or finance.
Additionally, I would appreciate guidance on whether individuals aspiring to pursue a career in Human Resources can do so by choosing HR as a minor specialization in a dual specialization scenario.
Furthermore, can candidates or students with HR as a minor specialization in their dual specialization apply for positions in public sector undertakings such as NALCO, NTPC, SAIL, or HPCL?
I would be grateful for clarifications to address my doubts.
Thanks from Ashis
From India, Mumbai
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2Here, I am presenting a situation where I need your suggestion.
I am currently working as an HR manager in an organization. The issue I am facing is that some candidates are applying for the HR Trainee position in our organization, with HR as their minor specialization in their MBA.
I would like to inquire whether it is necessary to prioritize candidates who have HR as their major specialization, or if the organization can also consider candidates with HR as a minor specialization and major specializations in marketing or finance.
Additionally, I would appreciate guidance on whether individuals aspiring to pursue a career in Human Resources can do so by choosing HR as a minor specialization in a dual specialization scenario.
Furthermore, can candidates or students with HR as a minor specialization in their dual specialization apply for positions in public sector undertakings such as NALCO, NTPC, SAIL, or HPCL?
I would be grateful for clarifications to address my doubts.
Thanks from Ashis
From India, Mumbai
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Hi friend,
No matter if the specialization is categorized as minor or major, we must consider the knowledge the candidate has acquired from the course and their effectiveness in handling the subject practically. It is unjustifiable to reject a candidate for such a reason.
Thanks.
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No matter if the specialization is categorized as minor or major, we must consider the knowledge the candidate has acquired from the course and their effectiveness in handling the subject practically. It is unjustifiable to reject a candidate for such a reason.
Thanks.
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Dear Sir,
My suggestion is that you appoint candidates who have a major specialization in HR because they learn more than those candidates who have a minor specialization in HR. To promote the philosophy of HR, it is the right action to appoint those who have a major in HR. If they specialize in HR for the government sector, they should apply for positions in the government sector.
Yours sincerely,
Anand Kumar
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My suggestion is that you appoint candidates who have a major specialization in HR because they learn more than those candidates who have a minor specialization in HR. To promote the philosophy of HR, it is the right action to appoint those who have a major in HR. If they specialize in HR for the government sector, they should apply for positions in the government sector.
Yours sincerely,
Anand Kumar
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Honestly speaking, in normal circumstances, it will be appropriate to prefer candidates with an MBA in HR as a major subject. However, don't neglect a candidate who shows an excellent temperament for an HR job. In fact, I am aware of many MBAs, especially women, who are doing an excellent job in HR even though their specialization is in other subjects. Anyone who is good at dealing with people and enjoys it can excel in an HR job.
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