Hello Everyone!!
I am an MBA (HR). I graduated in 2008 from Guru Nanak Dev University, Amritsar, and then met with an accident. As a result, I could not join the job I was selected for. It was a campus placement in a towel manufacturing plant, and I was offered a package of Rs. 6.6 lakh per annum.
In 2009, I pursued B.Ed due to the lack of good job opportunities. Now that I have completed my B.Ed, I am once again searching for a job in the HR domain. Will the role of a recruiter be lucrative enough? I am particularly interested in Organizational Behavior and aspire to work in a reputable company, preferably an MNC.
Please advise me and guide me on how to proceed.
Thank you.
From India, Amritsar
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I am an MBA (HR). I graduated in 2008 from Guru Nanak Dev University, Amritsar, and then met with an accident. As a result, I could not join the job I was selected for. It was a campus placement in a towel manufacturing plant, and I was offered a package of Rs. 6.6 lakh per annum.
In 2009, I pursued B.Ed due to the lack of good job opportunities. Now that I have completed my B.Ed, I am once again searching for a job in the HR domain. Will the role of a recruiter be lucrative enough? I am particularly interested in Organizational Behavior and aspire to work in a reputable company, preferably an MNC.
Please advise me and guide me on how to proceed.
Thank you.
From India, Amritsar
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Human resources generalists should have knowledge about all the tasks related to human resources in an organization so that they need not depend on any type of employees required for the job.
There is no one in the organization on whom the human resources generalist can delegate his duty; therefore, he or she should be capable of multitasking. A human resources generalist should have quick learning ability as every business has specific requirements that need to be met.
Human resources generalists need to understand the running of the business and the way to communicate with everyone at any level in the organization. This is very important to carry on with the tasks of human resources generalists.
Although the limitation of the requirement of human resources generalists in smaller companies limits the job prospects. Moreover, there may not be good scope for promotion to management at senior management positions and human resources department due to the limited size of the business. But this is the best way to gain some experience in the field of human resources.
Once you gain some experience, you can easily step up the ladder and join some larger corporation for better management positions. In cases where you need to have some knowledge and experience to apply for a job, your past experience of being an assistant or coordinator would be very beneficial for you. They would consider you as an individual who is experienced and is seeking a job change to work on a more advanced platform and is ready to take on more responsibilities.
One very important trend in recent times has been the growth of human resource outsourcing. HR outsourcing is the outsourcing of peripheral but necessary administrative tasks such as payroll, benefits, education/training, recruiting personnel, administration, to realize economies of scale and achieve standardization of services.
Rapidly changing market dynamics and global competitive pressures have caused organizations to spend more time focusing on their core business. Organizations are fast realizing that they can't be all things to all people. So companies now, be it a software company, a service provider, or a manufacturing firm, decide what they are good at and outsource everything else, i.e., focus on their core competency and let someone else do the rest in a more efficient and cost-effective manner.
As a result, human resources outsourcing is becoming increasingly prevalent. The number of companies outsourcing HR activities continues to rise, and the scope of outsourced HR activities continues to expand. HR outsourcing can happen in HR functions, like payroll administration (producing checks, handling taxes, dealing with sick time and vacations), employee benefits (Health, Medical, Life insurance, Cafeteria, etc.), human resource management (hiring and firing, background interviews, exit interviews, and wage reviews), risk management, etc. Outsourcing has become a common response to manage people and technology resources strategically, enhance services, and manage costs more effectively.
Outsourcing noncore activities allows HR professionals to move away from routine administration to a more strategic role. The organization can focus on higher value-added activities while the outsourcing provider takes care of the day-to-day administration. Critical internal resources, such as technology and talent, can be devoted to the company's core business. Outsourcing reduces the need for large capital expenditures in noncore functions. Thus, outsourcing becomes a strategy for reducing the capital intensity of the business. This strategy has gained popularity as companies aim to become more nimble and gain the speed and flexibility necessary to compete in today's business environment. A growing number of executives understand the benefits it can bring in terms of not only cost savings but also heightened strategic focus. Many recognize outsourcing relationships as long-term partnerships created to further the strategic goals of the organization.
The HR outsourcing business opportunity is large, and India is likely to garner a larger and larger piece of this pie in the future. India, with its intrinsic advantages such as low cost, ready pool of English-speaking manpower, and geographic positioning, is emerging as a viable destination for HR outsourcing companies to set up their businesses.
From India, Mumbai
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3There is no one in the organization on whom the human resources generalist can delegate his duty; therefore, he or she should be capable of multitasking. A human resources generalist should have quick learning ability as every business has specific requirements that need to be met.
Human resources generalists need to understand the running of the business and the way to communicate with everyone at any level in the organization. This is very important to carry on with the tasks of human resources generalists.
Although the limitation of the requirement of human resources generalists in smaller companies limits the job prospects. Moreover, there may not be good scope for promotion to management at senior management positions and human resources department due to the limited size of the business. But this is the best way to gain some experience in the field of human resources.
Once you gain some experience, you can easily step up the ladder and join some larger corporation for better management positions. In cases where you need to have some knowledge and experience to apply for a job, your past experience of being an assistant or coordinator would be very beneficial for you. They would consider you as an individual who is experienced and is seeking a job change to work on a more advanced platform and is ready to take on more responsibilities.
One very important trend in recent times has been the growth of human resource outsourcing. HR outsourcing is the outsourcing of peripheral but necessary administrative tasks such as payroll, benefits, education/training, recruiting personnel, administration, to realize economies of scale and achieve standardization of services.
Rapidly changing market dynamics and global competitive pressures have caused organizations to spend more time focusing on their core business. Organizations are fast realizing that they can't be all things to all people. So companies now, be it a software company, a service provider, or a manufacturing firm, decide what they are good at and outsource everything else, i.e., focus on their core competency and let someone else do the rest in a more efficient and cost-effective manner.
As a result, human resources outsourcing is becoming increasingly prevalent. The number of companies outsourcing HR activities continues to rise, and the scope of outsourced HR activities continues to expand. HR outsourcing can happen in HR functions, like payroll administration (producing checks, handling taxes, dealing with sick time and vacations), employee benefits (Health, Medical, Life insurance, Cafeteria, etc.), human resource management (hiring and firing, background interviews, exit interviews, and wage reviews), risk management, etc. Outsourcing has become a common response to manage people and technology resources strategically, enhance services, and manage costs more effectively.
Outsourcing noncore activities allows HR professionals to move away from routine administration to a more strategic role. The organization can focus on higher value-added activities while the outsourcing provider takes care of the day-to-day administration. Critical internal resources, such as technology and talent, can be devoted to the company's core business. Outsourcing reduces the need for large capital expenditures in noncore functions. Thus, outsourcing becomes a strategy for reducing the capital intensity of the business. This strategy has gained popularity as companies aim to become more nimble and gain the speed and flexibility necessary to compete in today's business environment. A growing number of executives understand the benefits it can bring in terms of not only cost savings but also heightened strategic focus. Many recognize outsourcing relationships as long-term partnerships created to further the strategic goals of the organization.
The HR outsourcing business opportunity is large, and India is likely to garner a larger and larger piece of this pie in the future. India, with its intrinsic advantages such as low cost, ready pool of English-speaking manpower, and geographic positioning, is emerging as a viable destination for HR outsourcing companies to set up their businesses.
From India, Mumbai
Acknowledge(0)Amend(0)
Human resources generalists should have knowledge of all the tasks related to human resources in an organization so that they do not need to depend on any specific employees for the job. In organizations where there is no one to whom the human resources generalist can delegate their duties, they should be capable of multitasking. A human resources generalist should have quick learning abilities as each business has specific requirements that must be met.
Human resources generalists need to understand the operations of the business and know how to communicate effectively with individuals at all levels within the organization. This is crucial for carrying out the responsibilities of a human resources generalist.
While the limited need for human resources generalists in smaller companies may restrict job prospects, gaining experience in the field of human resources is valuable. Despite potential limitations in smaller businesses, such as fewer opportunities for promotions to senior management positions within the human resources department due to the company's size, it is a good way to gain experience in HR.
Once you have gained some experience, you can progress to larger corporations for better management positions. Previous experience as an assistant or coordinator can be very beneficial when applying for new positions, as it demonstrates your experience and readiness to take on more responsibilities on a more advanced platform.
A significant trend in recent times has been the growth of human resource outsourcing. HR outsourcing involves delegating peripheral but essential administrative tasks such as payroll, benefits, education/training, recruiting personnel, and administration to achieve economies of scale and standardized services.
Rapidly changing market dynamics and global competitive pressures have led organizations to focus more on their core business activities. Companies are realizing the importance of outsourcing non-core functions to focus on their core competencies, which can be done more efficiently and cost-effectively by someone else.
HR outsourcing is becoming more prevalent as companies outsource various HR activities to manage costs effectively and strategically deploy resources. This strategic approach allows HR professionals to shift from routine administration to more strategic roles while enhancing services and managing costs efficiently.
Outsourcing non-core activities enables organizations to concentrate on higher value-added activities, while outsourcing providers handle day-to-day administration. This strategic move helps reduce capital expenditures in non-core functions and enhances the company's agility and competitiveness in the business environment.
The business opportunity in HR outsourcing is significant, and India is poised to capture a larger share of this market in the future due to its advantages such as low cost, a skilled English-speaking workforce, and favorable geographic positioning.
Regards,
Vasudev
Regional Head HR - KAR/AP Reliance
From India, Mumbai
Acknowledge(0)Amend(0)
Human resources generalists need to understand the operations of the business and know how to communicate effectively with individuals at all levels within the organization. This is crucial for carrying out the responsibilities of a human resources generalist.
While the limited need for human resources generalists in smaller companies may restrict job prospects, gaining experience in the field of human resources is valuable. Despite potential limitations in smaller businesses, such as fewer opportunities for promotions to senior management positions within the human resources department due to the company's size, it is a good way to gain experience in HR.
Once you have gained some experience, you can progress to larger corporations for better management positions. Previous experience as an assistant or coordinator can be very beneficial when applying for new positions, as it demonstrates your experience and readiness to take on more responsibilities on a more advanced platform.
A significant trend in recent times has been the growth of human resource outsourcing. HR outsourcing involves delegating peripheral but essential administrative tasks such as payroll, benefits, education/training, recruiting personnel, and administration to achieve economies of scale and standardized services.
Rapidly changing market dynamics and global competitive pressures have led organizations to focus more on their core business activities. Companies are realizing the importance of outsourcing non-core functions to focus on their core competencies, which can be done more efficiently and cost-effectively by someone else.
HR outsourcing is becoming more prevalent as companies outsource various HR activities to manage costs effectively and strategically deploy resources. This strategic approach allows HR professionals to shift from routine administration to more strategic roles while enhancing services and managing costs efficiently.
Outsourcing non-core activities enables organizations to concentrate on higher value-added activities, while outsourcing providers handle day-to-day administration. This strategic move helps reduce capital expenditures in non-core functions and enhances the company's agility and competitiveness in the business environment.
The business opportunity in HR outsourcing is significant, and India is poised to capture a larger share of this market in the future due to its advantages such as low cost, a skilled English-speaking workforce, and favorable geographic positioning.
Regards,
Vasudev
Regional Head HR - KAR/AP Reliance
From India, Mumbai
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