Respected Sir or Ma'am,
I am a student of Master of Business Administration. I have decided to choose HR as a major. I want to know everything about HR, its prospects, what I can do from now to gain more knowledge so that I can be a good HR manager, and what subject I should take as a minor that matches with HR.
Please help me.
Yours faithfully,
Amit
From India, Chandigarh
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18I am a student of Master of Business Administration. I have decided to choose HR as a major. I want to know everything about HR, its prospects, what I can do from now to gain more knowledge so that I can be a good HR manager, and what subject I should take as a minor that matches with HR.
Please help me.
Yours faithfully,
Amit
From India, Chandigarh
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Dear Amit As you have choosen Hr as your major, start reading magazines & journals to keep your knowledge for HR updated. the journals like HRD review, human Capital, Icfai journal for HR . Ekta
From India, Ahmadabad
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From India, Ahmadabad
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Hi Amit,
Going for an HR elective is a very good idea. However, you have to choose your papers carefully while doing so. Currently, the best option in the industry is to select something like HRM. The current market is favorable to start as a recruiter. Many ODCs come into existence and they require an MBA with HR as an elective. To have a good start, you can join some HR consultancies. They can provide valuable experience and knowledge for beginners. You may also have an opportunity to work in a corporate setting within six months to a year. The quicker you learn, the sooner you will achieve success.
The best additional elective for HR would be Marketing. Marketing skills are essential for any job you undertake.
All the best!
Regards,
Praveen
"Life does not require us to be good; it only asks that we give our best at each level of experience."
- Ruopp, Harold
From India, Madras
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Going for an HR elective is a very good idea. However, you have to choose your papers carefully while doing so. Currently, the best option in the industry is to select something like HRM. The current market is favorable to start as a recruiter. Many ODCs come into existence and they require an MBA with HR as an elective. To have a good start, you can join some HR consultancies. They can provide valuable experience and knowledge for beginners. You may also have an opportunity to work in a corporate setting within six months to a year. The quicker you learn, the sooner you will achieve success.
The best additional elective for HR would be Marketing. Marketing skills are essential for any job you undertake.
All the best!
Regards,
Praveen
"Life does not require us to be good; it only asks that we give our best at each level of experience."
- Ruopp, Harold
From India, Madras
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Dear Colleagues,
It is a nice idea to embark on and eventually pursue an MBA. It should be noted that this kind of qualification is expected to prepare you for executive managerial tasks and supervision, be it in HR, Management, Marketing, or even Finance. However, I would like to quickly add that membership of relevant professional bodies would be the icing on the cake for that extra lift you need and an edge over others - such as CIPD, IPMN, and others.
On the whole, it is okay to have HR as an elective, but regular interaction with colleagues in practice would go a long way to assist in carrying out any assignments and resolving issues when they do come up. Meanwhile, please consider the suggestions made.
Thanks.
From Nigeria, Lagos
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It is a nice idea to embark on and eventually pursue an MBA. It should be noted that this kind of qualification is expected to prepare you for executive managerial tasks and supervision, be it in HR, Management, Marketing, or even Finance. However, I would like to quickly add that membership of relevant professional bodies would be the icing on the cake for that extra lift you need and an edge over others - such as CIPD, IPMN, and others.
On the whole, it is okay to have HR as an elective, but regular interaction with colleagues in practice would go a long way to assist in carrying out any assignments and resolving issues when they do come up. Meanwhile, please consider the suggestions made.
Thanks.
From Nigeria, Lagos
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Well, while the topic is still going on, can you tell me if ergonomics or international finance is good? We have to choose one of them for our 6th semester. I am doing my bachelor's degree. From what I've heard, syllabus-wise, ergonomics is outdated.
Regards,
Sunayna
From India, Mumbai
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Regards,
Sunayna
From India, Mumbai
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If the first one is outdated, then the second one is old, dead, and cremated.
'Modern management of human capital in a particular developing industry segment' seems to be an interesting and hot topic. It should cover some aspects of most of the important subjects as well as give you a chance to learn and provide real-life case studies.
From India, Delhi
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'Modern management of human capital in a particular developing industry segment' seems to be an interesting and hot topic. It should cover some aspects of most of the important subjects as well as give you a chance to learn and provide real-life case studies.
From India, Delhi
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MBA in HR
My first suggestion:
- Contact a career consultant and take an aptitude test.
- Get a second opinion on your interests.
What is your real interest? Unless you have a genuine interest in people, their problems, their situations, etc., HR could be a dry subject. HR covers subjects like human psychology, human relations, recruitment/selection, induction, orientation, training, management development, compensation development, performance appraisals, performance management, career planning, coaching, counseling, staff amenities planning, event management, succession planning, safety management, and staff communication, among others.
So, think about HR and other subjects on the list above. You need to discuss with people and come to a judgment about what is best for you. The questions revolve around personal interest, career interest/why, subject interest, career plan, career goal, etc.
From the above list of HR activities, you may be leaning towards just 2-3 areas. Determine these subject areas and work on them for your career plan. Besides a career consultant, talk to HR managers from different industries like IT, consumer products, and the service industry to gain firsthand insights into the roles, which you may find very different.
The prospects are bright. You can aim for senior management positions, HR director roles, or become an independent consultant. If you want further guidance, feel free to reach out again.
Regards,
LEO LINGHAM
From India, Mumbai
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My first suggestion:
- Contact a career consultant and take an aptitude test.
- Get a second opinion on your interests.
What is your real interest? Unless you have a genuine interest in people, their problems, their situations, etc., HR could be a dry subject. HR covers subjects like human psychology, human relations, recruitment/selection, induction, orientation, training, management development, compensation development, performance appraisals, performance management, career planning, coaching, counseling, staff amenities planning, event management, succession planning, safety management, and staff communication, among others.
So, think about HR and other subjects on the list above. You need to discuss with people and come to a judgment about what is best for you. The questions revolve around personal interest, career interest/why, subject interest, career plan, career goal, etc.
From the above list of HR activities, you may be leaning towards just 2-3 areas. Determine these subject areas and work on them for your career plan. Besides a career consultant, talk to HR managers from different industries like IT, consumer products, and the service industry to gain firsthand insights into the roles, which you may find very different.
The prospects are bright. You can aim for senior management positions, HR director roles, or become an independent consultant. If you want further guidance, feel free to reach out again.
Regards,
LEO LINGHAM
From India, Mumbai
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well these are the only 2 options tht BMS and mumbai university offer. :( which one wld be a tad bit better sunayna
From India, Mumbai
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From India, Mumbai
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Try look at the Strategic positioning of HR function in the fulfillment of the Organisational Balanced Scorecard. Ask for more if you want.
From South Africa, Stellenbosch
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From South Africa, Stellenbosch
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Try looking at a website called strongmessage.com. It's run by a People Management Consultant based at the University of Stellenbosch. I think you will benefit. Also, try joining HR Organizations like the Institute of People Management, depending on where you are.
Welcome to the field of Proper Management. I trust you will enjoy the field.
From South Africa, Stellenbosch
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Welcome to the field of Proper Management. I trust you will enjoy the field.
From South Africa, Stellenbosch
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oh dear..no clue wt ur big words meant? mr mosesduma..cld u explain wt u mean? i want to know the better option between econometrics n intl finance.
From India, Mumbai
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From India, Mumbai
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Hello, I definitely agree with Leo. I accept that before choosing a subject, one should know what his or her specialties are. A person can know his or her abilities and orientations too. This is done by a simple computerized software which I use.
Well, here's my intro:
My name is R Rajawat. I am a student's career counselor. I give computerized tests to students, which help them get an idea about their psychological status.
If you need help, please feel free to email me at
.
From India, New Delhi
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Well, here's my intro:
My name is R Rajawat. I am a student's career counselor. I give computerized tests to students, which help them get an idea about their psychological status.
If you need help, please feel free to email me at
From India, New Delhi
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Dunno how good psychological tests of this kind are for judging the subjects or lines of interest, but surely they do help in determining what your likes and dislikes are... of course, these can be determined by introspection itself! 😉
But when you're in student life and everything looks very confused, these tests could help you in clearing the fog.... Give it a try... you've got nothing to lose!
All the best! Cheers!
Lalita
From India, Madras
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But when you're in student life and everything looks very confused, these tests could help you in clearing the fog.... Give it a try... you've got nothing to lose!
All the best! Cheers!
Lalita
From India, Madras
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Hey Sunayna,
If I read your message correctly, you wanted to choose between ergonomics and international finance. If you're doing BMS from Mumbai University, then you've confused the options that BMS offers.
I graduated in BMS last year. Elective one for the 6th semester is econometrics and NOT ergonomics. So, you need to choose between econometrics and international finance (IF).
From my experience, I've seen that in all colleges, students who score very high percentages have opted for econometrics. For example, in my batch, the highest in econometrics was around 97, and the highest in IF was 81 (which apparently was the lowest in econometrics).
If you're planning to take up your post-graduation, I suggest you opt for econometrics since it would be very helpful. That does not mean IF would be a waste.
Moreover, you need to decide which subject you are interested in. Check the contents. Econometrics is more about statistics, economic models, etc., whereas IF covers things like international currency rate arbitrage (2 point and 3 point), balance of payments, futures and options, world economies, currency fluctuations - causes and effects, all kinds of bonds, etc.
Most of the people I've seen regret taking up whatever subject they've opted for and keep complaining. So, think about it and then make a decision.
All the best
From India, Mumbai
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If I read your message correctly, you wanted to choose between ergonomics and international finance. If you're doing BMS from Mumbai University, then you've confused the options that BMS offers.
I graduated in BMS last year. Elective one for the 6th semester is econometrics and NOT ergonomics. So, you need to choose between econometrics and international finance (IF).
From my experience, I've seen that in all colleges, students who score very high percentages have opted for econometrics. For example, in my batch, the highest in econometrics was around 97, and the highest in IF was 81 (which apparently was the lowest in econometrics).
If you're planning to take up your post-graduation, I suggest you opt for econometrics since it would be very helpful. That does not mean IF would be a waste.
Moreover, you need to decide which subject you are interested in. Check the contents. Econometrics is more about statistics, economic models, etc., whereas IF covers things like international currency rate arbitrage (2 point and 3 point), balance of payments, futures and options, world economies, currency fluctuations - causes and effects, all kinds of bonds, etc.
Most of the people I've seen regret taking up whatever subject they've opted for and keep complaining. So, think about it and then make a decision.
All the best
From India, Mumbai
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Respected Sir,
I am a student of MBA, 2nd year, majoring in HR. I have no idea about process mapping, which is a part of our curriculum. I need to study and design a flowchart for an Udupi Restaurant, which is popular among all. I need some help regarding it. Can anyone please help me here? I have a presentation too. I am really confused because I am unable to understand from where I should start!
From India, Mumbai
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I am a student of MBA, 2nd year, majoring in HR. I have no idea about process mapping, which is a part of our curriculum. I need to study and design a flowchart for an Udupi Restaurant, which is popular among all. I need some help regarding it. Can anyone please help me here? I have a presentation too. I am really confused because I am unable to understand from where I should start!
From India, Mumbai
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[quote=krupa]
You wanted to choose between ergonomics and international finance... and if you're doing BMS from Mumbai University, then you've confused the options that BMS offers...
Hi Krupa,
No, I meant econometrics.
Hmm, I've gone through the syllabus, and econometrics is outdated... whereas IF will help me with whatever field I take... don't you think so?
Oh, that's what we students do best 😉
Thanks for the reply.
From India, Mumbai
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You wanted to choose between ergonomics and international finance... and if you're doing BMS from Mumbai University, then you've confused the options that BMS offers...
Hi Krupa,
No, I meant econometrics.
Hmm, I've gone through the syllabus, and econometrics is outdated... whereas IF will help me with whatever field I take... don't you think so?
Oh, that's what we students do best 😉
Thanks for the reply.
From India, Mumbai
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Hi, I've gone through the whole discussion on HR as an elective for MBA and its future prospects. I came to know that HR + Marketing is a good option. I want to put my question in a bit different way. How is the combination of Marketing as a major with HR as a minor? Please help me. Thank you and regards.
From India, New Delhi
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From India, New Delhi
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Hi,
HR as a major is a really good option. The following are subjects that are catching attention, to name a few: High-Performance Work Systems, HRIS, HR Planning, and Employee Relations (a must). All of the above are a few upcoming areas in the field of HR.
To become a good HR Manager, you should read magazines like Human Capital and HRD Newsletter. These magazines will keep you updated on all HR-related issues.
A. Tandan
From India, Mumbai
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HR as a major is a really good option. The following are subjects that are catching attention, to name a few: High-Performance Work Systems, HRIS, HR Planning, and Employee Relations (a must). All of the above are a few upcoming areas in the field of HR.
To become a good HR Manager, you should read magazines like Human Capital and HRD Newsletter. These magazines will keep you updated on all HR-related issues.
A. Tandan
From India, Mumbai
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Hello Tanu,
Udupi Hotel is basically a South Indian restaurant, and its hierarchy starts from:
- General Manager
- Deputy Manager
- Front Office Manager
- Food and Beverage Manager
- Executive Chef
- Restaurant Manager
- Executive Housekeeper
- Chefs
- Servers
- Waiters
Please let me know if you need any further information or clarification.
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Udupi Hotel is basically a South Indian restaurant, and its hierarchy starts from:
- General Manager
- Deputy Manager
- Front Office Manager
- Food and Beverage Manager
- Executive Chef
- Restaurant Manager
- Executive Housekeeper
- Chefs
- Servers
- Waiters
Please let me know if you need any further information or clarification.
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If you're pursuing your MBA and selecting HR as a major, then it would be beneficial to explore the pillars or aspects of HR that interest you. These may include Talent Acquisition, Recruiting, Compensation, HRMS, Training and Development, Benefits, Generalist roles, Business Partner roles, Employee Relations, Change Management, Operations, etc.
You can learn more about these topics by researching on HR websites or reading HR magazines, depending on where you plan to practice HR and understanding their specific needs.
Good luck!
Rekha
From United States, Saint Louis
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You can learn more about these topics by researching on HR websites or reading HR magazines, depending on where you plan to practice HR and understanding their specific needs.
Good luck!
Rekha
From United States, Saint Louis
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Hi Tanu,
Process Mapping is basically a high-funda word for PFD, i.e., Process Flow Diagrams, which are pretty familiar to engineering students (though I'm not one of them). Just start from the basics... start with what runs an Udipi joint. Divide the whole stuff into smaller modules, and it'll be easier to draw a PFD then. Like Kitchen, Counter, Service, Disposals, Accounts, and Inventory. Just a broad idea, though it can be done by various methods.
See if you can do this much... contact me on this site later or email at j_anz@rediffmail.com if you don't understand me.
Chow,
Junaid
From India, Mumbai
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Process Mapping is basically a high-funda word for PFD, i.e., Process Flow Diagrams, which are pretty familiar to engineering students (though I'm not one of them). Just start from the basics... start with what runs an Udipi joint. Divide the whole stuff into smaller modules, and it'll be easier to draw a PFD then. Like Kitchen, Counter, Service, Disposals, Accounts, and Inventory. Just a broad idea, though it can be done by various methods.
See if you can do this much... contact me on this site later or email at j_anz@rediffmail.com if you don't understand me.
Chow,
Junaid
From India, Mumbai
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Hi, I am an MBA graduate with a specialization in HR. I would like to pursue further studies (certificate or diploma) in psychology. Can you guide me on this aspect regarding Indian universities or institutions?
Regards,
Lavanya J
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Regards,
Lavanya J
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Hi, Lavanya,
I believe you meant Industrial Psychology. Industrial Psychology is generally offered as a specialization in Applied Psychology at the postgraduate level. You need a postgraduate degree in the subject to qualify as an Industrial Psychologist.
MA (Applied Psychology) is offered at the following universities:
1. Tata Institute of Social Sciences, Chembur, Mumbai [certificate course]
2. Annamalai University, PO Annamalai Nagar 608002.
3. Avinashilingam Institute for Home Science & Higher Education for Women, Coimbatore 641043.
4. Bharathiar University, Maruthamalai Road, Coimbatore 641046
5. MJP Rohilkhand University, Bareilly 243001.
6. Purvanchal University, Jaunpur 222002.
7. Rani Durgavati Vishwavidyalaya, Saraswati Vihar, Pachpedi, Jabalpur (MP) 482001.
8. University of Chennai, Centenary Buildings Chepauk, Triplicane PO, Chennai 600005
9. University of Delhi, Delhi 110007 (this course is also available at South Campus)
The subject is also covered under Organizational Behaviour (OB) in the second year of the MBA program in Management schools.
Furthermore, these are some of the institutes that offer Research Facilities in Industrial and Experimental Psychology:
1. Indian Institute of Science, Bangalore
2. Indian Institute of Technology, Kharagpur
From India, Ahmadabad
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I believe you meant Industrial Psychology. Industrial Psychology is generally offered as a specialization in Applied Psychology at the postgraduate level. You need a postgraduate degree in the subject to qualify as an Industrial Psychologist.
MA (Applied Psychology) is offered at the following universities:
1. Tata Institute of Social Sciences, Chembur, Mumbai [certificate course]
2. Annamalai University, PO Annamalai Nagar 608002.
3. Avinashilingam Institute for Home Science & Higher Education for Women, Coimbatore 641043.
4. Bharathiar University, Maruthamalai Road, Coimbatore 641046
5. MJP Rohilkhand University, Bareilly 243001.
6. Purvanchal University, Jaunpur 222002.
7. Rani Durgavati Vishwavidyalaya, Saraswati Vihar, Pachpedi, Jabalpur (MP) 482001.
8. University of Chennai, Centenary Buildings Chepauk, Triplicane PO, Chennai 600005
9. University of Delhi, Delhi 110007 (this course is also available at South Campus)
The subject is also covered under Organizational Behaviour (OB) in the second year of the MBA program in Management schools.
Furthermore, these are some of the institutes that offer Research Facilities in Industrial and Experimental Psychology:
1. Indian Institute of Science, Bangalore
2. Indian Institute of Technology, Kharagpur
From India, Ahmadabad
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Hi Sunayna,
When there is no option other than the said two subjects, it's better to go for 'International Finance'. Some portions may be old, but one cannot simply strike off the whole subject saying that it is old. Certainly, in these days of LPG, I think exposure to 'International Finance' will still be helpful.
Wishing you all the best.
Srinivas
From India, Hyderabad
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When there is no option other than the said two subjects, it's better to go for 'International Finance'. Some portions may be old, but one cannot simply strike off the whole subject saying that it is old. Certainly, in these days of LPG, I think exposure to 'International Finance' will still be helpful.
Wishing you all the best.
Srinivas
From India, Hyderabad
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Hello Dears,
Very nice place to share HR activities and thoughts. I am doing MPA (HR). As a profession, I am working as an Administrator in a well-known software house in Pakistan. I have also completed BCS. Considering these points, how does my combination of degrees contribute to the organization's output? What are the HR profession prospects in the next 10 years? What should be the average salary of a fresh HR professional, and as time passes, how should the salary domain evolve?
To become a real professional in this field, what areas must be very strong? Kindly point them out. In the end, please provide sites and links to famous HR magazines that offer facilities to deliver magazines to your door. I would be highly obliged if I receive an immediate response.
Regards,
Syed Sharif Uddin (Khaled)
92301-2142219
From Pakistan, Karachi
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Very nice place to share HR activities and thoughts. I am doing MPA (HR). As a profession, I am working as an Administrator in a well-known software house in Pakistan. I have also completed BCS. Considering these points, how does my combination of degrees contribute to the organization's output? What are the HR profession prospects in the next 10 years? What should be the average salary of a fresh HR professional, and as time passes, how should the salary domain evolve?
To become a real professional in this field, what areas must be very strong? Kindly point them out. In the end, please provide sites and links to famous HR magazines that offer facilities to deliver magazines to your door. I would be highly obliged if I receive an immediate response.
Regards,
Syed Sharif Uddin (Khaled)
92301-2142219
From Pakistan, Karachi
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hi Syed welcome u hav to explore the site for the answers for starters...i hope this helps hav fun here
From India, Mumbai
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From India, Mumbai
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Hi Sunayna,
Thank you for your feedback, but there is some puzzling information in those links. I would like a concise answer, and please tell me about HR magazines. I am new to this field. I hope you won't mind.
Awaiting your reply.
Thank you.
From Pakistan, Karachi
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Thank you for your feedback, but there is some puzzling information in those links. I would like a concise answer, and please tell me about HR magazines. I am new to this field. I hope you won't mind.
Awaiting your reply.
Thank you.
From Pakistan, Karachi
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Hi Khalid,
The second link provided by Sunayna offers a clear picture of the direction HR is moving towards. As you work in a software company, I can highlight some key areas where you need to excel:
1. Recruitment: With every new project, it is crucial to hire the required staff within the specified timeframe, necessitating strong recruitment skills.
2. Retention: Staying updated on the latest retention strategies is essential as retaining employees in software companies is often considered a challenging task.
3. Salary Package Designing: While often overlooked, designing competitive salary packages is critical for successful recruitment. Candidates may reject offers if the salary structure does not align with their expectations based on their current income.
Additionally, you should focus on designing and updating induction and training programs. These are just a few important areas in which you need to excel to thrive in the field.
Regarding salaries, typically, salaries in HR are around 20% lower than those in technical roles, such as software developers, at the junior levels. However, as you progress into middle or senior management, the compensation packages tend to be more comparable.
Thank you.
From India, Ahmadabad
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The second link provided by Sunayna offers a clear picture of the direction HR is moving towards. As you work in a software company, I can highlight some key areas where you need to excel:
1. Recruitment: With every new project, it is crucial to hire the required staff within the specified timeframe, necessitating strong recruitment skills.
2. Retention: Staying updated on the latest retention strategies is essential as retaining employees in software companies is often considered a challenging task.
3. Salary Package Designing: While often overlooked, designing competitive salary packages is critical for successful recruitment. Candidates may reject offers if the salary structure does not align with their expectations based on their current income.
Additionally, you should focus on designing and updating induction and training programs. These are just a few important areas in which you need to excel to thrive in the field.
Regarding salaries, typically, salaries in HR are around 20% lower than those in technical roles, such as software developers, at the junior levels. However, as you progress into middle or senior management, the compensation packages tend to be more comparable.
Thank you.
From India, Ahmadabad
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Dear Ajmal Mirza,
Many thanks for your guidance. I would like to ask:
1. What is the importance of being an HRIS expert in SAP, Oracle, or other popular products? If someone has experience in this area and holds an MBA in HR, how would their productivity compare to that of a regular HR professional? I have learned that initially, an HR professional may earn less compared to a Software Engineer or Software Developer, but after gaining 2 or 3 years of experience, they can reach a similar level.
2. For an HR professional, what is the best environment for learning and working: MNC, BPO, Industry, or Software house?
I would appreciate your guidance once again. I hope you don't mind.
Regards,
Syed Sharif Uddin (Khaled)
92301-2142219
From Pakistan, Karachi
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Many thanks for your guidance. I would like to ask:
1. What is the importance of being an HRIS expert in SAP, Oracle, or other popular products? If someone has experience in this area and holds an MBA in HR, how would their productivity compare to that of a regular HR professional? I have learned that initially, an HR professional may earn less compared to a Software Engineer or Software Developer, but after gaining 2 or 3 years of experience, they can reach a similar level.
2. For an HR professional, what is the best environment for learning and working: MNC, BPO, Industry, or Software house?
I would appreciate your guidance once again. I hope you don't mind.
Regards,
Syed Sharif Uddin (Khaled)
92301-2142219
From Pakistan, Karachi
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Hi Khaled,
Though you might have a slight advantage over an MBA without SAP/Oracle knowledge if the company that you apply for is using any of these products, I think that the advantage won't be very high.
The reason is that an HR professional just needs to use the readymade packages, which is quite easy for an educated person to adapt to within a short time. Secondly, the company is more interested in individuals who have strong knowledge and skills in their own functional areas; additional skills are just to differentiate individuals but are not the basic selection criteria.
Regarding the second question, it would be unfair to say that one job is more challenging than the other and that you might learn more from one over the others, especially when comparing MNCs, BPOs, and software companies.
I would suggest that you prioritize in the following order for career development (not for learning, as you will be learning a lot in all three types of industries):
1. MNC (if the company is big enough and salary/growth opportunities are clearly defined)
2. Software
3. BPO (if it is a big MNC BPO, consider it as an MNC at No. 1)
---
I have corrected the spelling, grammar, and punctuation errors in your text and ensured proper paragraph formatting. If you have any further questions or need additional assistance, feel free to ask!
From India, Ahmadabad
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Though you might have a slight advantage over an MBA without SAP/Oracle knowledge if the company that you apply for is using any of these products, I think that the advantage won't be very high.
The reason is that an HR professional just needs to use the readymade packages, which is quite easy for an educated person to adapt to within a short time. Secondly, the company is more interested in individuals who have strong knowledge and skills in their own functional areas; additional skills are just to differentiate individuals but are not the basic selection criteria.
Regarding the second question, it would be unfair to say that one job is more challenging than the other and that you might learn more from one over the others, especially when comparing MNCs, BPOs, and software companies.
I would suggest that you prioritize in the following order for career development (not for learning, as you will be learning a lot in all three types of industries):
1. MNC (if the company is big enough and salary/growth opportunities are clearly defined)
2. Software
3. BPO (if it is a big MNC BPO, consider it as an MNC at No. 1)
---
I have corrected the spelling, grammar, and punctuation errors in your text and ensured proper paragraph formatting. If you have any further questions or need additional assistance, feel free to ask!
From India, Ahmadabad
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Hi Ajmal Mirza,
I have no words to compliment you on such wonderful and sincere guidance. I want to ask:
1. In Modern HRM, there is a strategic factor which is going to be important. What are its implications? I am still confused about this concept.
2. Here in Pakistan, the pace of HR development is a little slow compared to your country. This is the reason I am still researching this field. How do you see HRM as a career in the next 10 years? Besides an HR manager, are there any other job designations for HR professionals? Many companies here only hire an HR manager who handles all matters.
3. You have not clarified the salary comparison between HR professionals and software developers because I have completed BCS and am now moving towards HR.
Thanks in advance.
Regards,
Syed Sharif Uddin (Khaled)
92301-2142219
From Pakistan, Karachi
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I have no words to compliment you on such wonderful and sincere guidance. I want to ask:
1. In Modern HRM, there is a strategic factor which is going to be important. What are its implications? I am still confused about this concept.
2. Here in Pakistan, the pace of HR development is a little slow compared to your country. This is the reason I am still researching this field. How do you see HRM as a career in the next 10 years? Besides an HR manager, are there any other job designations for HR professionals? Many companies here only hire an HR manager who handles all matters.
3. You have not clarified the salary comparison between HR professionals and software developers because I have completed BCS and am now moving towards HR.
Thanks in advance.
Regards,
Syed Sharif Uddin (Khaled)
92301-2142219
From Pakistan, Karachi
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Hi Khaled
1. In brief, a strategic perspective of HRM requires simultaneous consideration of both external (business strategy) and internal (consistency) requirement leading to superior performance of the firm. This performance advantage is achieved by:
2. I don't know much about the economy and Hr development within Pakistan, as such may not be in a position to comment. But still the basics remain that as the importance of people within the company / industry increases [with people based companies] so will the importance of Human Resource Management. So you can be assured that the future of HR is going to be bright.. Further as you say that HR has still in initial developing stages in your country, I think that this is the right time to enter as it would give you that extra edge and you would be reaching the top level faster.
3. Salary of HR people in initial stages is around 20% lesser than the software developers, but in middle and senior management level the salry of the software developers and HR people is similar.. This is general observation within India and may not be true for all the companies..
From India, Ahmadabad
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1. In brief, a strategic perspective of HRM requires simultaneous consideration of both external (business strategy) and internal (consistency) requirement leading to superior performance of the firm. This performance advantage is achieved by:
- Marshalling resources that support the business strategy and implementing the chosen strategy, efficiently and effectively.
Utilizing the full potential of the human resources to the firm’s advantage.
Leveraging other resources such as physical assets and capital to complement and augment the human resources based advantage.
2. I don't know much about the economy and Hr development within Pakistan, as such may not be in a position to comment. But still the basics remain that as the importance of people within the company / industry increases [with people based companies] so will the importance of Human Resource Management. So you can be assured that the future of HR is going to be bright.. Further as you say that HR has still in initial developing stages in your country, I think that this is the right time to enter as it would give you that extra edge and you would be reaching the top level faster.
3. Salary of HR people in initial stages is around 20% lesser than the software developers, but in middle and senior management level the salry of the software developers and HR people is similar.. This is general observation within India and may not be true for all the companies..
From India, Ahmadabad
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Dear Ajmal Mirza,
Many thanks again. Now, my confusion about HR concepts is on the right track, meaning it is becoming clear. This is all thanks to your guidance. I will keep in touch in the future if I get stuck on any HR concepts.
Regards, Syed Sharif Uddin (Khaled) 92301-2142219
From Pakistan, Karachi
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Many thanks again. Now, my confusion about HR concepts is on the right track, meaning it is becoming clear. This is all thanks to your guidance. I will keep in touch in the future if I get stuck on any HR concepts.
Regards, Syed Sharif Uddin (Khaled) 92301-2142219
From Pakistan, Karachi
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Dear Amit,
You have made a good decision in choosing HR as your elective. You need to read lots of books and analyze the skills and talents of people. For that, you have to start analyzing people now so in the future, you will not be facing many problems.
I wish you all the best for your future. God bless you.
Ajit.
From India, Bangalore
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You have made a good decision in choosing HR as your elective. You need to read lots of books and analyze the skills and talents of people. For that, you have to start analyzing people now so in the future, you will not be facing many problems.
I wish you all the best for your future. God bless you.
Ajit.
From India, Bangalore
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Hi,
Thank you all for keeping this conversation going for so long. I am now in my third semester and am also working in a recruitment consultancy as an HR manager. Here, my duties include developing strategies for the consultancy, business development, and all other core areas of HR such as training and performance appraisal.
I have learned a lot here and am doing my best to perform well. I am looking for elements that can help in strategizing for running a consultancy and growing the business. I also need some templates and forms like work experience certificates, training certificates, and other HR-related formats.
Looking forward to your response.
Regards,
Amit
"Ask not what your country can do for you - ask what you can do for your country..."
From India, Chandigarh
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Thank you all for keeping this conversation going for so long. I am now in my third semester and am also working in a recruitment consultancy as an HR manager. Here, my duties include developing strategies for the consultancy, business development, and all other core areas of HR such as training and performance appraisal.
I have learned a lot here and am doing my best to perform well. I am looking for elements that can help in strategizing for running a consultancy and growing the business. I also need some templates and forms like work experience certificates, training certificates, and other HR-related formats.
Looking forward to your response.
Regards,
Amit
"Ask not what your country can do for you - ask what you can do for your country..."
From India, Chandigarh
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Dear Amit,
Opting for HR in MBA is a good decision. I hope your aim is to be a good HR manager. The prospects of HR are always good. But before this, you need to be organized, disciplined, a good team player, adaptable, have good communication skills, and be introverted when it comes to confidential matters. And finally, you need to prioritize your workload.
Regards,
Jagadeesh V
HR
Bangalore
From India, Chandigarh
Acknowledge(0)Amend(0)
Opting for HR in MBA is a good decision. I hope your aim is to be a good HR manager. The prospects of HR are always good. But before this, you need to be organized, disciplined, a good team player, adaptable, have good communication skills, and be introverted when it comes to confidential matters. And finally, you need to prioritize your workload.
Regards,
Jagadeesh V
HR
Bangalore
From India, Chandigarh
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I have taken HR as a major and IT as a minor specialization because I feel this dual combo may be used in spurring BPOs. How is my decision? Actually, I am a diploma engineer with 6 years of experience. With that, I have gained entry into an autonomous MBA program. I am also pursuing a distance BBA in banking.
From India, Pune
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From India, Pune
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managing human resource in a competitive environment: Strategic human resource management; Recruitment and selection and motivation.
1.0 INTRODUCTION
As we enter the new millennium more and more companies are recognizing the importance of managing their human resources as effectively as possible. They are also recognizing that doing so, however, cannot be done without recognition and incorporation of the global context. It is virtually impossible to read a business periodical or newspaper anywhere in the world without seeing stories detailing the success of a company due to how effectively it manages its people. As the environment becomes more global, managing people also becomes more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. The importance of managing people effectively, many companies are devoting a great deal more time, attention, skill and effort to have a competitive edge. Researchers indicate that the competency levels of HR managers in high performing firms are significantly higher than those of HR managers in low performing firms. (Stone 2005 pp 9-10).
Within the context of the business, this report will discuss the three areas of study regarding managing human resource in a competitive environment: Strategic human resource management; Recruitment and selection and motivation.
1.1 STRATEGIC HUMAN RESOURCE MANAGEMENT
Business strategy is concerned with achieving competitive advantage. The effective development and implementation of strategy depend on the strategic capability of the organization, which will include the ability not only to formulate strategic goals, but also to develop and implement strategic plans through the process of strategic management. (Sparrow 1994)
1.1.2 Strategic HRM models
Strategy is about implementation, which includes the management of change, as well as planning. (Sizani 2000). Three models are used in this process. Firstly, high performance management (high performance working), this is achieved by 'enhancing the skills and engaging the enthusiasm of employees'. High commitment management aims at eliciting a commitment so that behaviour is primarily self-regulated rather than controlled by sanctions and pressures external to the individual, and relations within the organization are based on high levels of trust! In addition, high involvement management creates a climate in which there is a continuing dialogue between managers and the members of their teams in order to define expectations and share information on the organization's mission, values and objectives. Within the framework of the concept of strategic HRM, these describe various approaches to its development and implementation. (Storey 1989)
1.1.3 Implementing HR Strategies
Strategies tend to be expressed as abstractions are translated into
programmes with clearly stated objectives and strategies
into action is not easy. Barriers can be met by HR strategists when attempting to implement strategic initiatives often result from a failure to understand the strategic needs of the business, with the result that HR strategic initiatives are seen as irrelevant, even counter productive. (Storey 1992) This problem is compounded if there has not been an adequate assessment of the environmental and cultural factors that affect the content of the strategies. HR practice ensure that a coherent, holistic approach is adopted. (Storey1992 p219)
To overcome these barriers it is necessary to conduct a rigorous initial analysis, which covers business needs, corporate culture, and internal and external environmental factors. The framework could be a SWOT of the organization. Secondly, to formulate strategy, the formulation should set out the rationale for the strategy and spell out its aims, cost and benefits. (Stoyanova 2005 p219-220)
1.2 RECRUITMENT AND SELECTION
The process of staff recruitment and selection is becoming increasingly complex and Human Resource (HR) strategies means that the successful outcome of these processes is vital for job performance and organizational success. The importance of the recruitment and selection process is vital for organizational competitiveness and a failure to approach this function effectively will have consequences for future job performance. Jobs change accordingly as organizations respond to economic and technological pressures (Nankervis, Compton & McCarthy, 1999, p.190). In addition to the need for management to evaluate the effect of social, economic and political impacts on the organization, a factor that contributes towards poor performance is the incorrect assessment about the types of jobs that need filling and the skills needed to perform them. In other words, the organization's external environment directly affects the organizational context (Irwin, 2003, pp.6-7).For example, whilst an organization will restructure and re-engineer work processes to adapt to new technology or comply with legislative requirements, it will also reallocate work and create new jobs. However, if it fails to correctly address its staffing needs, then employees will inevitably fail to perform.
factors for successful recruitment
It is, then, important to incorporate one of the key factors for successful recruitment - job analysis and job design. Compton, Morrissey & Nankervis acknowledge that this activity should be responsive to "changes in organizational structures and strategies, employee skills, competencies...it is the main source of information about the position to be filled and type of person to fill it"(2002, p.27). Further, intensified competitive pressures, changing technology and market uncertainty has made the employment decision more complex (Allan, 2000, p.189). Difficulties faced by organizations and management also include as 'mechanical and political inaccuracies' about the job by exaggerating the difficulty of performing the job due to job loss fears. In addition, the methods for gathering information are crucial for the accuracy of the job analysis (Compton, Morrissey & Nankervis, 2002, p.30).
1.2.2 Problem faced in during recruitment process
Management may experience failure in effectively sourcing potential candidates during the recruitment process and this may affect the competitive advantage because of the inability to acquire skilled workers. (Compton, Morrissey & Nankervis, 2002, p.29).
One reason for this may be failure in integrating a dynamic job analysis and recruitment procedure into the organization's strategy (source). Recruiting is affected when management make fundamental strategic changes to the organizations structure or design and this will impact upon job requirements and may result in poor job performance if incorrect selection has occurred (Stone, 2002, pp.174-175).
1.2.3 Evaluation of recruitment method
While the organization may have a thorough understanding of the job requirements, HR management will need to evaluate the most effective recruitment methods, internally and externally, otherwise HR practitioners may fail in acquiring the most suitable pool of applicants (Compton, Morrissey & Nankervis, 2002, pp.52-57). It is common perception by management that internal recruitment methods are beneficial because of the cost advantages and knowledge of applicants. However, it should be acknowledged that there may be discontent from rejected applicants and the belief that internal recruitment reduces creativity because if 'inbreeding' and limited pools of applicants may appear discriminatory (Stone, 2002, Compton, Morrissey & Nankervis, 2002, p.52).
1.2.4 Interviewing
Significantly compounding the challenges faced by HR management and practitioners in the recruiting process is the handling of job applications and interview preparation. One main contributor of poor selection of applicants is the failure to establish a selection criterion that is not only consistent with organizational strategies, but reflects the frame of reference set by the job analysis. Employers frequently change job requirements, which results incorrect selection if HR and line management select unqualified candidates (Compton, Morrissey & Nankervis, 2002, p.81). This will have consequences for the organization, such as increased training time, labour turnover, absenteeism and poor performance (Stone, 2002, p.212). Therefore, information required for interview preparation must be accurate and objective.
Once management addresses the complex task of effectively sourcing and attracting the right applicants for the available position(s), it is pertinent to address the selection process and methods used to eliminate unsuitable applicants.
1.2.5 Background check
In further substantiating an employee's ability to perform their task once selected, thorough reference checking must be undertaken and it is critical to perform this before making a job offer (Stone, 2002, p.236). Failure to conduct an adequate background check can be expensive, embarrassing and certainly dangerous. Assaults or harassment towards staff or clients by the employee's behaviour may result in an organization becoming liable for negligence by not undertaking thorough background checks (Greengard, 1995, pp.85-90). Organizations must undertake relevant reference audits to obtain as much relevant information about an applicant as possible without violating their privacy (Irwin, 2003, pp.40-41).
1.3 MOTIVATING EMPLOYEES
In today's economy, the biggest task in front of a HR Manager is to motivate and retain employees. All the attempts made in this direction are big failure and no one knows the route to employees’ heart. Motivation is an organization's life-blood; yet "motivation," as a business subject is often ignored. Even when not ignored, it certainly is not a focal point for strategic thinking. (Boyett and Boyett, 2005).
Although there are many types of motivation, the management must identify with their associates (employees) on an individual level for successful programs. The goal is to increase production and efficiency to reach maximum results for the organization. Motivation for better performance depends on job satisfaction, achievement, recognition, and professional growth (Boyett and Boyett, 2005). Providing a positive motivational work environment is a challenging managerial activity in the competitive world. Therefore, it is essential to understand associates and their professional needs.
1.3.1 Motivating techniques
Motivating people can be challenging because associates are individuals, meaning what works for one, may not work for another. Managers must be able to communicate with associates. According to Kenneth Kovach (1999), the idea of motivating employees by monetary incentives has changed . Kovach's survey provides good ideas for motivational opportunities.
(a) Get to know every employee
Whenever starting a new job, all managers should make a point of having a one-on-one meeting with each member of their staff. These one-on-one sessions are a great opportunity to encourage employees to contribute their ideas.
(b) Show respect by asking employees for their feedback
when management asks employees for feedback about their management style and practices, they communicate respect and concern. In such an atmosphere, employees are more likely to feel committed to their work and the company.
(c) Give employees as much control as possible over their work
The more control and autonomy employees have over their work, the more they're able to use their minds. When employees have a say in their work, and therefore feel in control, they become more energized, enthusiastic, and productive
(d) Challenge them to improve the operation
One way for managers to make it clear that they welcome input and suggestions is to give each employee a clear mandate in their work requirements to take a hard look at the whole operation and make recommendations for improvements.
(e) Give employees “who serve the customer” the power to please the customer
If frontline customer service professionals have the power to please the customer, the predominant tone of their interactions is one of appreciation and delighted surprise. This can't help but create a sense of pride and well-being - the emotional foundation of world class customer service.
(f) Notice when employees do things right
Since we are all affected by how we are perceived, and since "what gets noticed, gets repeated," giving in to this natural tendency creates a downward spiral of increasing undesirable behaviors and decreasing morale. To prevent this from happening, provide managers with training and coaching about how to become a more consistent "good finder."
(g) Do not forget the implementation
A crucial part of this whole equation is the actual implementation of the great ideas generated by employees. Without follow-through, the organization simply ends up with a long list of unused suggestions-and a lot of frustrated employees. To the extent possible, managers should put the person who suggested a great idea in charge of the actual implementation.
Motivation can be properly or improperly achieved and can either hinder or improve productivity. Motivation involves getting people to do something because they want to do it. The competitive advantage cannot be achieved without knowing what is important to associates. Simply stated, if the proper motivational environment is in place, the business will be rewarded with productive associates.
1.4 CONCLUSION
Organizations are experiencing major environmental upheavals such as increased globalisation, competition and technological advances. Translated through major changes in organizational strategy, structure, shape and technology, these environmental forces require speed, quality, innovation and globalization for firms wishing to survive in the battlefield of international arena with a competitive edge. These environmental forces have given rise to the need for understanding and utilizing knowledge in strategic human resource management.
In response to this dynamic change, HR managers must approach the recruitment and selection process from a strategic perspective. Recruitment and selection strategies and policies must integrate within both HR and organizational strategies. In turn, HR and line managers must successfully source and attract potential employees in a highly competitive environment as well as abiding by legislation.
Motivating methods encourage employees to contribute their ideas for improving their organization. Implemented on their own, each of those practices would have limited impact. The key is to use a multifaceted approach that continually reinforces the fact that employees' ideas are welcome, valued, and rewarded. It would be awesome to see how much an organization's effectiveness could be improved if all managers were to systematically seek out and implement these kinds of suggestions from front-line employees. By helping the management team optimize employee emotions, they will be helping the organization make a significant impact on the primary sources of competitive advantage in today's marketplace.
1.6 REFERANCES
1. (author unknown), 2000, 'Talent War: Finding and keeping staff is testing management everywhere as demand for good people goes global', Business Review Weekly, Aug. 18,
2. Allan, C. 2000, 'Hidden organizational costs of using non-standard forms of employment', Personnel Review, vol. 29, no. 2.
3. Boyett, H. Joseph, and Jimmie T. Boyett. (2000). World-class advice on managing and motivating people. Boyett and Associates. Available on the World Wide Web at http://www.jboyett.com/managing1.htm . Date visited, August 01, 2005.
4. Greengard, S. 1995, 'Avoid negligent hiring: are you well armed to screen applicants?', Personnel Journal, Dec.,
5. Irwin, R. 2003, Study Guide: Staff Selection and Appraisal, Southern Cross University, Lismore.
6. Kovach, Kenneth. (1997). Employee motivation: Addressing a crucial factor in your organization's performance. Human Resource Development. Ann Arbor, MI: University of Michigan
7. Nankervis, A.R., Compton, R.L., McCarthy, T.E. 1999, Strategic Human Resource Management, 3rd ed., Nelson Australia.
8. R K Sizani, (02nd December 2001) “Workshop of the on implementation and action an address to the strategic planning”
9. R K Sizani, Workshop of the on implementation and action an address to the strategic planning, (02nd December 2001)
10. Sparrow, P.S. (1998) "Is Human Resource Management in Crisis?", Human Resource Management: The New Agenda. London: Financial Times Pitman Publications.
11. Stone, R.J. 2002, Human Resource Management, 4th edn. Wiley, Australia
12. Stone, Raymond. J (2005), Human Resource Management: the role of HR manager, Wiley and sons, Australia,
13. Storey, J. (1989) "Introduction: from personnel management to human resource management", Chapter 1 in Storey, John (ed.), New Perspectives on Human Resource Management, London, Routledge, pp. 1-10.
14. Storey, J. (1992) Developments in the Management of Human Resources, London: Blackwell. Pp 219-220
15. Stoyanova , Sylvia . (2005) Training Needs Analysis, Business Review Weekly, Aug 18.
From Sri Lanka,
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1.0 INTRODUCTION
As we enter the new millennium more and more companies are recognizing the importance of managing their human resources as effectively as possible. They are also recognizing that doing so, however, cannot be done without recognition and incorporation of the global context. It is virtually impossible to read a business periodical or newspaper anywhere in the world without seeing stories detailing the success of a company due to how effectively it manages its people. As the environment becomes more global, managing people also becomes more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. The importance of managing people effectively, many companies are devoting a great deal more time, attention, skill and effort to have a competitive edge. Researchers indicate that the competency levels of HR managers in high performing firms are significantly higher than those of HR managers in low performing firms. (Stone 2005 pp 9-10).
Within the context of the business, this report will discuss the three areas of study regarding managing human resource in a competitive environment: Strategic human resource management; Recruitment and selection and motivation.
1.1 STRATEGIC HUMAN RESOURCE MANAGEMENT
Business strategy is concerned with achieving competitive advantage. The effective development and implementation of strategy depend on the strategic capability of the organization, which will include the ability not only to formulate strategic goals, but also to develop and implement strategic plans through the process of strategic management. (Sparrow 1994)
1.1.2 Strategic HRM models
Strategy is about implementation, which includes the management of change, as well as planning. (Sizani 2000). Three models are used in this process. Firstly, high performance management (high performance working), this is achieved by 'enhancing the skills and engaging the enthusiasm of employees'. High commitment management aims at eliciting a commitment so that behaviour is primarily self-regulated rather than controlled by sanctions and pressures external to the individual, and relations within the organization are based on high levels of trust! In addition, high involvement management creates a climate in which there is a continuing dialogue between managers and the members of their teams in order to define expectations and share information on the organization's mission, values and objectives. Within the framework of the concept of strategic HRM, these describe various approaches to its development and implementation. (Storey 1989)
1.1.3 Implementing HR Strategies
Strategies tend to be expressed as abstractions are translated into
programmes with clearly stated objectives and strategies
into action is not easy. Barriers can be met by HR strategists when attempting to implement strategic initiatives often result from a failure to understand the strategic needs of the business, with the result that HR strategic initiatives are seen as irrelevant, even counter productive. (Storey 1992) This problem is compounded if there has not been an adequate assessment of the environmental and cultural factors that affect the content of the strategies. HR practice ensure that a coherent, holistic approach is adopted. (Storey1992 p219)
To overcome these barriers it is necessary to conduct a rigorous initial analysis, which covers business needs, corporate culture, and internal and external environmental factors. The framework could be a SWOT of the organization. Secondly, to formulate strategy, the formulation should set out the rationale for the strategy and spell out its aims, cost and benefits. (Stoyanova 2005 p219-220)
1.2 RECRUITMENT AND SELECTION
The process of staff recruitment and selection is becoming increasingly complex and Human Resource (HR) strategies means that the successful outcome of these processes is vital for job performance and organizational success. The importance of the recruitment and selection process is vital for organizational competitiveness and a failure to approach this function effectively will have consequences for future job performance. Jobs change accordingly as organizations respond to economic and technological pressures (Nankervis, Compton & McCarthy, 1999, p.190). In addition to the need for management to evaluate the effect of social, economic and political impacts on the organization, a factor that contributes towards poor performance is the incorrect assessment about the types of jobs that need filling and the skills needed to perform them. In other words, the organization's external environment directly affects the organizational context (Irwin, 2003, pp.6-7).For example, whilst an organization will restructure and re-engineer work processes to adapt to new technology or comply with legislative requirements, it will also reallocate work and create new jobs. However, if it fails to correctly address its staffing needs, then employees will inevitably fail to perform.
factors for successful recruitment
It is, then, important to incorporate one of the key factors for successful recruitment - job analysis and job design. Compton, Morrissey & Nankervis acknowledge that this activity should be responsive to "changes in organizational structures and strategies, employee skills, competencies...it is the main source of information about the position to be filled and type of person to fill it"(2002, p.27). Further, intensified competitive pressures, changing technology and market uncertainty has made the employment decision more complex (Allan, 2000, p.189). Difficulties faced by organizations and management also include as 'mechanical and political inaccuracies' about the job by exaggerating the difficulty of performing the job due to job loss fears. In addition, the methods for gathering information are crucial for the accuracy of the job analysis (Compton, Morrissey & Nankervis, 2002, p.30).
1.2.2 Problem faced in during recruitment process
Management may experience failure in effectively sourcing potential candidates during the recruitment process and this may affect the competitive advantage because of the inability to acquire skilled workers. (Compton, Morrissey & Nankervis, 2002, p.29).
One reason for this may be failure in integrating a dynamic job analysis and recruitment procedure into the organization's strategy (source). Recruiting is affected when management make fundamental strategic changes to the organizations structure or design and this will impact upon job requirements and may result in poor job performance if incorrect selection has occurred (Stone, 2002, pp.174-175).
1.2.3 Evaluation of recruitment method
While the organization may have a thorough understanding of the job requirements, HR management will need to evaluate the most effective recruitment methods, internally and externally, otherwise HR practitioners may fail in acquiring the most suitable pool of applicants (Compton, Morrissey & Nankervis, 2002, pp.52-57). It is common perception by management that internal recruitment methods are beneficial because of the cost advantages and knowledge of applicants. However, it should be acknowledged that there may be discontent from rejected applicants and the belief that internal recruitment reduces creativity because if 'inbreeding' and limited pools of applicants may appear discriminatory (Stone, 2002, Compton, Morrissey & Nankervis, 2002, p.52).
1.2.4 Interviewing
Significantly compounding the challenges faced by HR management and practitioners in the recruiting process is the handling of job applications and interview preparation. One main contributor of poor selection of applicants is the failure to establish a selection criterion that is not only consistent with organizational strategies, but reflects the frame of reference set by the job analysis. Employers frequently change job requirements, which results incorrect selection if HR and line management select unqualified candidates (Compton, Morrissey & Nankervis, 2002, p.81). This will have consequences for the organization, such as increased training time, labour turnover, absenteeism and poor performance (Stone, 2002, p.212). Therefore, information required for interview preparation must be accurate and objective.
Once management addresses the complex task of effectively sourcing and attracting the right applicants for the available position(s), it is pertinent to address the selection process and methods used to eliminate unsuitable applicants.
1.2.5 Background check
In further substantiating an employee's ability to perform their task once selected, thorough reference checking must be undertaken and it is critical to perform this before making a job offer (Stone, 2002, p.236). Failure to conduct an adequate background check can be expensive, embarrassing and certainly dangerous. Assaults or harassment towards staff or clients by the employee's behaviour may result in an organization becoming liable for negligence by not undertaking thorough background checks (Greengard, 1995, pp.85-90). Organizations must undertake relevant reference audits to obtain as much relevant information about an applicant as possible without violating their privacy (Irwin, 2003, pp.40-41).
1.3 MOTIVATING EMPLOYEES
In today's economy, the biggest task in front of a HR Manager is to motivate and retain employees. All the attempts made in this direction are big failure and no one knows the route to employees’ heart. Motivation is an organization's life-blood; yet "motivation," as a business subject is often ignored. Even when not ignored, it certainly is not a focal point for strategic thinking. (Boyett and Boyett, 2005).
Although there are many types of motivation, the management must identify with their associates (employees) on an individual level for successful programs. The goal is to increase production and efficiency to reach maximum results for the organization. Motivation for better performance depends on job satisfaction, achievement, recognition, and professional growth (Boyett and Boyett, 2005). Providing a positive motivational work environment is a challenging managerial activity in the competitive world. Therefore, it is essential to understand associates and their professional needs.
1.3.1 Motivating techniques
Motivating people can be challenging because associates are individuals, meaning what works for one, may not work for another. Managers must be able to communicate with associates. According to Kenneth Kovach (1999), the idea of motivating employees by monetary incentives has changed . Kovach's survey provides good ideas for motivational opportunities.
(a) Get to know every employee
Whenever starting a new job, all managers should make a point of having a one-on-one meeting with each member of their staff. These one-on-one sessions are a great opportunity to encourage employees to contribute their ideas.
(b) Show respect by asking employees for their feedback
when management asks employees for feedback about their management style and practices, they communicate respect and concern. In such an atmosphere, employees are more likely to feel committed to their work and the company.
(c) Give employees as much control as possible over their work
The more control and autonomy employees have over their work, the more they're able to use their minds. When employees have a say in their work, and therefore feel in control, they become more energized, enthusiastic, and productive
(d) Challenge them to improve the operation
One way for managers to make it clear that they welcome input and suggestions is to give each employee a clear mandate in their work requirements to take a hard look at the whole operation and make recommendations for improvements.
(e) Give employees “who serve the customer” the power to please the customer
If frontline customer service professionals have the power to please the customer, the predominant tone of their interactions is one of appreciation and delighted surprise. This can't help but create a sense of pride and well-being - the emotional foundation of world class customer service.
(f) Notice when employees do things right
Since we are all affected by how we are perceived, and since "what gets noticed, gets repeated," giving in to this natural tendency creates a downward spiral of increasing undesirable behaviors and decreasing morale. To prevent this from happening, provide managers with training and coaching about how to become a more consistent "good finder."
(g) Do not forget the implementation
A crucial part of this whole equation is the actual implementation of the great ideas generated by employees. Without follow-through, the organization simply ends up with a long list of unused suggestions-and a lot of frustrated employees. To the extent possible, managers should put the person who suggested a great idea in charge of the actual implementation.
Motivation can be properly or improperly achieved and can either hinder or improve productivity. Motivation involves getting people to do something because they want to do it. The competitive advantage cannot be achieved without knowing what is important to associates. Simply stated, if the proper motivational environment is in place, the business will be rewarded with productive associates.
1.4 CONCLUSION
Organizations are experiencing major environmental upheavals such as increased globalisation, competition and technological advances. Translated through major changes in organizational strategy, structure, shape and technology, these environmental forces require speed, quality, innovation and globalization for firms wishing to survive in the battlefield of international arena with a competitive edge. These environmental forces have given rise to the need for understanding and utilizing knowledge in strategic human resource management.
In response to this dynamic change, HR managers must approach the recruitment and selection process from a strategic perspective. Recruitment and selection strategies and policies must integrate within both HR and organizational strategies. In turn, HR and line managers must successfully source and attract potential employees in a highly competitive environment as well as abiding by legislation.
Motivating methods encourage employees to contribute their ideas for improving their organization. Implemented on their own, each of those practices would have limited impact. The key is to use a multifaceted approach that continually reinforces the fact that employees' ideas are welcome, valued, and rewarded. It would be awesome to see how much an organization's effectiveness could be improved if all managers were to systematically seek out and implement these kinds of suggestions from front-line employees. By helping the management team optimize employee emotions, they will be helping the organization make a significant impact on the primary sources of competitive advantage in today's marketplace.
1.6 REFERANCES
1. (author unknown), 2000, 'Talent War: Finding and keeping staff is testing management everywhere as demand for good people goes global', Business Review Weekly, Aug. 18,
2. Allan, C. 2000, 'Hidden organizational costs of using non-standard forms of employment', Personnel Review, vol. 29, no. 2.
3. Boyett, H. Joseph, and Jimmie T. Boyett. (2000). World-class advice on managing and motivating people. Boyett and Associates. Available on the World Wide Web at http://www.jboyett.com/managing1.htm . Date visited, August 01, 2005.
4. Greengard, S. 1995, 'Avoid negligent hiring: are you well armed to screen applicants?', Personnel Journal, Dec.,
5. Irwin, R. 2003, Study Guide: Staff Selection and Appraisal, Southern Cross University, Lismore.
6. Kovach, Kenneth. (1997). Employee motivation: Addressing a crucial factor in your organization's performance. Human Resource Development. Ann Arbor, MI: University of Michigan
7. Nankervis, A.R., Compton, R.L., McCarthy, T.E. 1999, Strategic Human Resource Management, 3rd ed., Nelson Australia.
8. R K Sizani, (02nd December 2001) “Workshop of the on implementation and action an address to the strategic planning”
9. R K Sizani, Workshop of the on implementation and action an address to the strategic planning, (02nd December 2001)
10. Sparrow, P.S. (1998) "Is Human Resource Management in Crisis?", Human Resource Management: The New Agenda. London: Financial Times Pitman Publications.
11. Stone, R.J. 2002, Human Resource Management, 4th edn. Wiley, Australia
12. Stone, Raymond. J (2005), Human Resource Management: the role of HR manager, Wiley and sons, Australia,
13. Storey, J. (1989) "Introduction: from personnel management to human resource management", Chapter 1 in Storey, John (ed.), New Perspectives on Human Resource Management, London, Routledge, pp. 1-10.
14. Storey, J. (1992) Developments in the Management of Human Resources, London: Blackwell. Pp 219-220
15. Stoyanova , Sylvia . (2005) Training Needs Analysis, Business Review Weekly, Aug 18.
From Sri Lanka,
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Hello Leo,
I am a student of Symbiosis Institute of Operations Management in Nashik. It is fully dedicated to operations management. Here, we have minor electives such as marketing, HR, finance, and IT. I've chosen HR (because of my interest) as my elective. Could you please tell me whether operations people will be helpful in HR or what kind of jobs I can expect as I've chosen HR? Also, could you provide me with your email and phone number so that I can contact you for a discussion? If you can email me, please use ganapathyvaasan@rediffmail.com.
Thank you.
From United Kingdom, Reading
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I am a student of Symbiosis Institute of Operations Management in Nashik. It is fully dedicated to operations management. Here, we have minor electives such as marketing, HR, finance, and IT. I've chosen HR (because of my interest) as my elective. Could you please tell me whether operations people will be helpful in HR or what kind of jobs I can expect as I've chosen HR? Also, could you provide me with your email and phone number so that I can contact you for a discussion? If you can email me, please use ganapathyvaasan@rediffmail.com.
Thank you.
From United Kingdom, Reading
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Dear ekta could u tel me where can i get the HR review, Icfai journal for HR( Shoud we have to do any subscription). raj
From India, Coimbatore
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From India, Coimbatore
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BMS final year gives you an option between Econometrics & International Finance. It is advisable to go for the latter because it covers a lot about the stock market and other related topics, which will be helpful considering the recent boom in the stock industry.
From India, Mumbai
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From India, Mumbai
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Dear friend,
Please concentrate on your studies. No one can decide what you can become tomorrow. Your will to succeed is more important than anything else. As a combination, you can pursue HR plus IT or HR and Marketing. Your interest is more important than our advice. If you have any more queries, please email me at aimkom2003@yahoo.com.
Good luck.
Phani
From India, Hyderabad
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Please concentrate on your studies. No one can decide what you can become tomorrow. Your will to succeed is more important than anything else. As a combination, you can pursue HR plus IT or HR and Marketing. Your interest is more important than our advice. If you have any more queries, please email me at aimkom2003@yahoo.com.
Good luck.
Phani
From India, Hyderabad
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Hi Amit,
It's good that you have opted for HR as an elective because HR sounds like just 2 letters. But everything stems from there. HR is not just Human Resources, but also the heart and root of any organization.
When you walk into any organization or business establishment, one thing to notice is that HR is a major task or part of the organization. HR acts as a nerve in a human body; without HR, no company can move forward to a great height.
I would suggest that if there is an option for you to go with Business Management or Law, because these two areas shall support HR in the regular tasks. However, you can also seek suggestions from many more well-wishers.
Good start... Keep going.
Best wishes,
Bobdeep
From India, Bangalore
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It's good that you have opted for HR as an elective because HR sounds like just 2 letters. But everything stems from there. HR is not just Human Resources, but also the heart and root of any organization.
When you walk into any organization or business establishment, one thing to notice is that HR is a major task or part of the organization. HR acts as a nerve in a human body; without HR, no company can move forward to a great height.
I would suggest that if there is an option for you to go with Business Management or Law, because these two areas shall support HR in the regular tasks. However, you can also seek suggestions from many more well-wishers.
Good start... Keep going.
Best wishes,
Bobdeep
From India, Bangalore
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Dear Amrit,
You could contact the Bharatiya Vidya Bhavan in Delhi. It is a deemed university and has a college called Hiralal Bhagatram Institute of Management offering a lot of allied courses in HR, PR, and Journalism.
Good luck!
Vinod Kumar K :)
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You could contact the Bharatiya Vidya Bhavan in Delhi. It is a deemed university and has a college called Hiralal Bhagatram Institute of Management offering a lot of allied courses in HR, PR, and Journalism.
Good luck!
Vinod Kumar K :)
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Hi Amit,
HR is important because any member in an organization will undertake an HR task. Middle and top-level employees will have to make decisions on recruiting or at least sit on an interview board. So, HR is important and it's very lucrative.
Your minor will depend on the subjects on offer. Marketing, international management, and OD are very useful these days and in the future. Think of some professional background as well.
Regards,
Shamil
From Sri Lanka
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HR is important because any member in an organization will undertake an HR task. Middle and top-level employees will have to make decisions on recruiting or at least sit on an interview board. So, HR is important and it's very lucrative.
Your minor will depend on the subjects on offer. Marketing, international management, and OD are very useful these days and in the future. Think of some professional background as well.
Regards,
Shamil
From Sri Lanka
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Hi everyone,
I'm currently pursuing my MBA and would like to specialize in HR in my second year. I also have a keen interest in Finance. Would a major in HR and a minor in Finance be a beneficial combination for me? Do you have any other suggestions for subjects that I can take up to complement my major in HR?
I look forward to your responses.
-Kala
From India
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I'm currently pursuing my MBA and would like to specialize in HR in my second year. I also have a keen interest in Finance. Would a major in HR and a minor in Finance be a beneficial combination for me? Do you have any other suggestions for subjects that I can take up to complement my major in HR?
I look forward to your responses.
-Kala
From India
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Hi Amit,
I am currently pursuing an MBA in HR. Based on my experiences, I can suggest that for understanding HR, you should read "Human Capital." Additionally, visit sites like www.hrfolks.com; you'll find plenty of information on this site.
Regarding specialization, from my job search experience, I would recommend choosing marketing as a minor. This combination has tremendous scope nowadays.
All the best!
From India, Delhi
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I am currently pursuing an MBA in HR. Based on my experiences, I can suggest that for understanding HR, you should read "Human Capital." Additionally, visit sites like www.hrfolks.com; you'll find plenty of information on this site.
Regarding specialization, from my job search experience, I would recommend choosing marketing as a minor. This combination has tremendous scope nowadays.
All the best!
From India, Delhi
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Dear Sir/Madam,
I have completed my MAB in HR & Marketing. I worked as a sales executive for 1 year and am presently working as an HR Executive. I am relatively new in this field, so please provide me with tips on how to develop my career in HR and also explain the policies of HR.
With Warm Regards,
From India, Bangalore
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I have completed my MAB in HR & Marketing. I worked as a sales executive for 1 year and am presently working as an HR Executive. I am relatively new in this field, so please provide me with tips on how to develop my career in HR and also explain the policies of HR.
With Warm Regards,
From India, Bangalore
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thankyou somuch for ur reply guys it is really working in my field iam also looking mba (hr with marketing ) can you please suggest some value added course
From India, Madras
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From India, Madras
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Hi, I'm Rupali. I'm a graduate now and will soon be pursuing an MBA in HR. With reference to your suggestion, what are the different organizations that I can enroll in to gain experience and add value to excel in my career?
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hello all I am a student pursuing MBA. We have a provision of dual specialization in our institute. Can u ppl guide me which is a better option to go for is it HR-Marketing/ HR-Finance regards Swati
From India, Mumbai
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From India, Mumbai
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hello respected sir and madams, i m persuing my PG in H.R in distance learning, kindly give me torch to learn h.r. in better ways.. thnx
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As we have been talking about MBA, I would like to know the following:
1. There are some institutes (like ICFAI, etc.) which are not recognized as MBA/PG programs by AICTE/Association of Indian Universities/UGC, etc., but they offer very good courses. What are the problems in taking up such courses with such institutes?
2. There are institutes recognized by AICTE/AIU/UGC, etc., offering MBA courses, but the course content/quality of education is not up to the mark. What are the problems in taking up courses with such institutes?
3. There are recognized/approved distance learning institutes/universities offering MBA courses, but again, the quality of their products (students) is not so good. However, there are some students who are really good and at par with regular students of good institutes. How can we identify and catch them?
Regards,
Sathiyamoorthy Iyer
From India, Madras
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1. There are some institutes (like ICFAI, etc.) which are not recognized as MBA/PG programs by AICTE/Association of Indian Universities/UGC, etc., but they offer very good courses. What are the problems in taking up such courses with such institutes?
2. There are institutes recognized by AICTE/AIU/UGC, etc., offering MBA courses, but the course content/quality of education is not up to the mark. What are the problems in taking up courses with such institutes?
3. There are recognized/approved distance learning institutes/universities offering MBA courses, but again, the quality of their products (students) is not so good. However, there are some students who are really good and at par with regular students of good institutes. How can we identify and catch them?
Regards,
Sathiyamoorthy Iyer
From India, Madras
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I am a student of Electronics and Communication. I want to know which Correspondence Courses are available at ICFAI University.
Can anyone please email me the details of all the Correspondence courses so that I can proceed further as soon as possible? Alternatively, you can also email me the relevant site from which I can gather all the necessary information.
Thanks,
Seema Gupta
Email: seemagoyal44@yahoo.co.in
From India, Hyderabad
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Can anyone please email me the details of all the Correspondence courses so that I can proceed further as soon as possible? Alternatively, you can also email me the relevant site from which I can gather all the necessary information.
Thanks,
Seema Gupta
Email: seemagoyal44@yahoo.co.in
From India, Hyderabad
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Dear,
If you have made up your mind for a long-term project such as pursuing an MBA in HR, you have really chosen an ideal career. If you are genuinely interested in human relations and are keen to solve their problems, an MBA in HR would help you to take a managerial post in any given organization.
Wish you all the best.
Regards,
mmmm
From India, Mumbai
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If you have made up your mind for a long-term project such as pursuing an MBA in HR, you have really chosen an ideal career. If you are genuinely interested in human relations and are keen to solve their problems, an MBA in HR would help you to take a managerial post in any given organization.
Wish you all the best.
Regards,
mmmm
From India, Mumbai
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Hi all,
I am new to this forum. I am working as an HR Executive and want to pursue a part-time MBA in HR. Could anyone please provide information on institutes or colleges in Mumbai/Navi Mumbai with details such as course duration, fee structure, and market value?
Regards,
Vanita
From India, Mumbai
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I am new to this forum. I am working as an HR Executive and want to pursue a part-time MBA in HR. Could anyone please provide information on institutes or colleges in Mumbai/Navi Mumbai with details such as course duration, fee structure, and market value?
Regards,
Vanita
From India, Mumbai
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Hi there,
HR today is a booming industry, with many mergers and acquisitions taking place. The role of HR is increasing at an enormous rate every day. You have made a correct choice by deciding to pursue HR. Don't worry about that. When it comes to reading, make sure to stay updated on the latest happenings in the business world through newspapers, articles, and the internet. Browse sites like these for further in-depth knowledge on issues like recruitment, selection, performance appraisal, etc. These topics will be covered in your MBA course, so no need to worry. Just remember, classroom and textbook study alone won't be sufficient. You will have to research and analyze a lot on these issues. Just relax; I'm sure you will do great.
From India, Khopoli
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HR today is a booming industry, with many mergers and acquisitions taking place. The role of HR is increasing at an enormous rate every day. You have made a correct choice by deciding to pursue HR. Don't worry about that. When it comes to reading, make sure to stay updated on the latest happenings in the business world through newspapers, articles, and the internet. Browse sites like these for further in-depth knowledge on issues like recruitment, selection, performance appraisal, etc. These topics will be covered in your MBA course, so no need to worry. Just remember, classroom and textbook study alone won't be sufficient. You will have to research and analyze a lot on these issues. Just relax; I'm sure you will do great.
From India, Khopoli
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Hi,
A very good idea. The HR contains:
01. Human Resource Planning and Analysis.
02. HR Staffing.
03. Development.
04. Equal Employment Opportunity.
05. Compensation, Rewards, and Benefits.
06. Health, Safety, and Security of the employees.
07. Employee and Labor Management Relations.
If you want to be a perfect HR Manager, you should have the following qualities:
01. Learning
02. Patience
03. Initiative
04. Self-Motivation
05. All qualities of a manager.
Regards,
Murty.
From India, Hyderabad
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A very good idea. The HR contains:
01. Human Resource Planning and Analysis.
02. HR Staffing.
03. Development.
04. Equal Employment Opportunity.
05. Compensation, Rewards, and Benefits.
06. Health, Safety, and Security of the employees.
07. Employee and Labor Management Relations.
If you want to be a perfect HR Manager, you should have the following qualities:
01. Learning
02. Patience
03. Initiative
04. Self-Motivation
05. All qualities of a manager.
Regards,
Murty.
From India, Hyderabad
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Hello everybody,
I am Vartika and have completed my MBA with a specialization in marketing. Now, I am in a job, but I am looking for a change because my interest lies in HR roles. However, as I pursued my MBA in marketing, I am not finding relevant job opportunities in HR.
Could anyone please inform me if there is a one-year or short-term course available in HR or any equivalent field? Acquiring such additional qualifications would assist me in securing relevant positions in HR.
Regards,
Vartika
From India, Jaipur
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I am Vartika and have completed my MBA with a specialization in marketing. Now, I am in a job, but I am looking for a change because my interest lies in HR roles. However, as I pursued my MBA in marketing, I am not finding relevant job opportunities in HR.
Could anyone please inform me if there is a one-year or short-term course available in HR or any equivalent field? Acquiring such additional qualifications would assist me in securing relevant positions in HR.
Regards,
Vartika
From India, Jaipur
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Hi friends,
M.B.A in HR is not bad when you are studying and working on it. It can be very enjoyable. However, the only drawback is when you are trying to get your first job, it can be very hard to find a job in IT, ITES, manufacturing, or industry. Therefore, you may need to work for a consultancy for at least a tenure of one year. If you have the option to combine HR with marketing, it will be a safer choice. All the best!
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M.B.A in HR is not bad when you are studying and working on it. It can be very enjoyable. However, the only drawback is when you are trying to get your first job, it can be very hard to find a job in IT, ITES, manufacturing, or industry. Therefore, you may need to work for a consultancy for at least a tenure of one year. If you have the option to combine HR with marketing, it will be a safer choice. All the best!
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HI VARTHIKA . YOU KNOW I AM M.B.A ( H.R & MKT) GRADUATE . BUT I TRIED NEARLY 4 MONTHS TO GRAP JOB IN H.R FIELD BUT I CANT . AFTER I DECIDED TO WORK IN MARKETING.
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Hi
Do not worry on anything. First of all see whether you have ,
1) Patience
2) Can you handle situation either Positive or Negative situation in a Diplomatic manner. If you do not have can you learn and adjust to the situation.
Regards,
Arvind
HR – Recruitments
From India, Bangalore
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Do not worry on anything. First of all see whether you have ,
1) Patience
2) Can you handle situation either Positive or Negative situation in a Diplomatic manner. If you do not have can you learn and adjust to the situation.
Regards,
Arvind
HR – Recruitments
From India, Bangalore
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Dear HR is a universal subject now and part of any course on this earth in recent times. It's a combination of many subjects like psychology, mathematics, chemistry, humanities, etc.
You should go step by step in the process now. For theoretical exposure, go to the net and study material on various topics your textbook gives. For practical exposure:
1. Join some HR professional organization. Even if it does not give you what you want, continue.
2. Look into journals for case studies which shed light on practical problems and solutions, giving you an idea on how to tackle them. You can regularly discuss and argue on these topics with your peers.
3. Surround yourself with good people who have the right mindset.
Regards,
GOPALA KRISHNA CHIVUKULA
From India, Madras
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You should go step by step in the process now. For theoretical exposure, go to the net and study material on various topics your textbook gives. For practical exposure:
1. Join some HR professional organization. Even if it does not give you what you want, continue.
2. Look into journals for case studies which shed light on practical problems and solutions, giving you an idea on how to tackle them. You can regularly discuss and argue on these topics with your peers.
3. Surround yourself with good people who have the right mindset.
Regards,
GOPALA KRISHNA CHIVUKULA
From India, Madras
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Hello! I am new to this community and need some guidance. I am a first-year MBA student wishing to specialize in HR. I have a keen interest in training and development and want to become a training manager. But at this moment, I am looking for some assignments or a job for my summer internship. Can someone guide me as to where I could apply for it? I would like to work in the service industry. Which companies could I apply to?
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Hi all,
I am new to this forum and just wanted to seek some advice. I am a graduate in Physics and have been working since 2006 in BPOs. Currently, I am working with Citi as a Process Officer in the IT helpdesk, and I have decided to pursue an MBA as a 3-year part-time course. My friends have suggested that I should choose HR due to my strong communication skills, personality, and excellent presentation skills.
Could you provide me with some help and insight regarding the various specializations in MBA? Would HR be a better fit for me considering my profile?
Thank you for your help :)
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I am new to this forum and just wanted to seek some advice. I am a graduate in Physics and have been working since 2006 in BPOs. Currently, I am working with Citi as a Process Officer in the IT helpdesk, and I have decided to pursue an MBA as a 3-year part-time course. My friends have suggested that I should choose HR due to my strong communication skills, personality, and excellent presentation skills.
Could you provide me with some help and insight regarding the various specializations in MBA? Would HR be a better fit for me considering my profile?
Thank you for your help :)
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Hello sir/madam,
I'm Kheema from Delhi. I want to know some more information about MBA in HR. I have completed M.Com last year. What is the scope in HR, and I want to join HR as correspondence. Please suggest me the institutes.
From India, Delhi
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I'm Kheema from Delhi. I want to know some more information about MBA in HR. I have completed M.Com last year. What is the scope in HR, and I want to join HR as correspondence. Please suggest me the institutes.
From India, Delhi
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MBA, MCA, MPhil projects at a lower price. Contact for details:
Phone: 9600147306
Email: [IMG]https://www.citehr.com/?emage=a3acddd95f7d026fcef9e5ce181f3edb[/IMG]
From India, Madras
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Phone: 9600147306
Email: [IMG]https://www.citehr.com/?emage=a3acddd95f7d026fcef9e5ce181f3edb[/IMG]
From India, Madras
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MBA, MCA, MPhil project with less price MBA, MCA, MPhil project with less price docal: 9600147306
From India, Madras
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From India, Madras
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For the minor, go with your interest. You can make a good career in any field if you have interest.
From India, Delhi
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From India, Delhi
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Dear Amit,
Greetings for the day.
First of all, congratulations on completing your MBA and choosing your profession as an HR. You need to decide what you would like to do because being an HR requires a cool and calm personality. You need to have 360 thinking power, considering the consequences of decisions made for the organization. The decisions you make will impact the entire team in the organization. You will be managing people who will follow the path you set, so it's essential to create a friendly atmosphere. If you are ready to accept all the terms, I would suggest you definitely choose HR as your profession.
Best of luck for your career.
Regards,
Pratik Joshi
From India, Mumbai
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Greetings for the day.
First of all, congratulations on completing your MBA and choosing your profession as an HR. You need to decide what you would like to do because being an HR requires a cool and calm personality. You need to have 360 thinking power, considering the consequences of decisions made for the organization. The decisions you make will impact the entire team in the organization. You will be managing people who will follow the path you set, so it's essential to create a friendly atmosphere. If you are ready to accept all the terms, I would suggest you definitely choose HR as your profession.
Best of luck for your career.
Regards,
Pratik Joshi
From India, Mumbai
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