I am working as a small format regional HR in a reputed company for the past 6 months. First of all, I would like to mention that I have received appreciation from my manager three times. Suddenly, he called me and informed me that I am being transferred from the small format to the big format as a mall HR. In the new role, I will be handling more than 40 employees, whereas in my current role, I handle over 100 employees. I am feeling quite confused. Can anyone please tell me if this transfer is a promotion or a demotion for my career?
Thank you.
From India, Bangalore
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Thank you.
From India, Bangalore
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Embracing New Opportunities in Large-Format Mall HR
No job is small or big. You are moving into a large-format mall rather than a smaller format. It is obvious that you might possibly be dealing with a lesser number of employees. But, if I were you, I would consider this as a challenge rather than whining about the position offered to me.
Scaling Up Operations in Large-Scale Malls
To start with, large-scale mall operation requires you to scale up your operations from the frontage of dealing with multiple stakeholders along with coming up with processes. You are already an achiever as you have outlined that you have received appreciations from your line managers for the same. Try exploring the potential, talk to your line manager about the different set of challenges that you would be encountering rather than worrying about whether the position being offered is going to affect your career.
Vision and Recognition in HR
Being in HR, you should have a clear vision of where you are heading or where you are currently. I am sure that you are being recognized, which is why you are being picked for a role before others on your team. Always think on the brighter side of the perspective rather than succumbing to the forces. Good luck with your career!
From India, Hyderabad
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2No job is small or big. You are moving into a large-format mall rather than a smaller format. It is obvious that you might possibly be dealing with a lesser number of employees. But, if I were you, I would consider this as a challenge rather than whining about the position offered to me.
Scaling Up Operations in Large-Scale Malls
To start with, large-scale mall operation requires you to scale up your operations from the frontage of dealing with multiple stakeholders along with coming up with processes. You are already an achiever as you have outlined that you have received appreciations from your line managers for the same. Try exploring the potential, talk to your line manager about the different set of challenges that you would be encountering rather than worrying about whether the position being offered is going to affect your career.
Vision and Recognition in HR
Being in HR, you should have a clear vision of where you are heading or where you are currently. I am sure that you are being recognized, which is why you are being picked for a role before others on your team. Always think on the brighter side of the perspective rather than succumbing to the forces. Good luck with your career!
From India, Hyderabad
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This is not a demotion because you have already received appreciation from your boss. Your boss selected you because you have the capacity to handle it; that's why he preferred you. Now you are handling 40, so what are you going to do with an extra 60 members? That's it. All the best.
Regards,
Vaishnavi
From India, Madras
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Regards,
Vaishnavi
From India, Madras
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Is It a Demotion?
How is it a demotion? Just because of the number of people you are going to handle? Look at the profile of the 100 people you handled in the small format and the 40 people in the large format. Do you see the difference? The difference is because of their attitude and aptitude. So pull up your socks because handling 40 of these is going to be more difficult than handling 200 of the others.
Your boss thinks you can, and you know you can. So relax, take a deep breath, and get on with it. You have taken one major step in your success chart! Cheers, Navneet Chandra
From India, Delhi
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How is it a demotion? Just because of the number of people you are going to handle? Look at the profile of the 100 people you handled in the small format and the 40 people in the large format. Do you see the difference? The difference is because of their attitude and aptitude. So pull up your socks because handling 40 of these is going to be more difficult than handling 200 of the others.
Your boss thinks you can, and you know you can. So relax, take a deep breath, and get on with it. You have taken one major step in your success chart! Cheers, Navneet Chandra
From India, Delhi
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Factors Influencing Promotion or Demotion
Promotion or demotion depends on a lot of other factors; people count is not the true indicator. Is there a horizontal or vertical expansion in your role or responsibilities? Has the trust and confidence of management in you grown or not? Have you gained self-confidence in the change that you can handle a variety of situations? Is there any challenge in the new scenario? Do others see it as a more difficult assignment?
Regards,
KK Nair
From India, Bhopal
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Promotion or demotion depends on a lot of other factors; people count is not the true indicator. Is there a horizontal or vertical expansion in your role or responsibilities? Has the trust and confidence of management in you grown or not? Have you gained self-confidence in the change that you can handle a variety of situations? Is there any challenge in the new scenario? Do others see it as a more difficult assignment?
Regards,
KK Nair
From India, Bhopal
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There are two kinds of progression we make in our jobs. One is vertical, often termed as a promotion. The other one is a horizontal move. This brings in an opportunity for grooming and managing many responsibilities that you have shown a flair for so far. This adds to the experience and is a part of the career goal path.
Reassessing Duties and Deliverables
Please reassess the duties and deliverables in your new role. This would show what areas you need to build on professionally. You can speak to your existing and new managers about these areas and ask for mentoring if needed. This would establish the right communication.
Wish you all the best!
From India, Mumbai
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Reassessing Duties and Deliverables
Please reassess the duties and deliverables in your new role. This would show what areas you need to build on professionally. You can speak to your existing and new managers about these areas and ask for mentoring if needed. This would establish the right communication.
Wish you all the best!
From India, Mumbai
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