Hi all,
I'm new to this forum and need help. I want to know when an HR professional can move on for a change. I have been working with an architectural company as an HR Executive for the last 2 years. Recently, I completed my MBA in HR, but the market seems to be down, so making a change is not easy.
As I am the sole HR personnel, it is my responsibility to handle everything from the first round of interviews to the exit process of any employee. Please help.
From India, Delhi
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I'm new to this forum and need help. I want to know when an HR professional can move on for a change. I have been working with an architectural company as an HR Executive for the last 2 years. Recently, I completed my MBA in HR, but the market seems to be down, so making a change is not easy.
As I am the sole HR personnel, it is my responsibility to handle everything from the first round of interviews to the exit process of any employee. Please help.
From India, Delhi
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Dear Rashmi,
Following are the few situations in which HR should move for a change.
- He/She understands that his /her learning curve has come to a halt and he/she is doing some redundant and maintenance work in terms of day to day HR activities.
- Doesn’t see the company business growing as most of the time it is directly related to the growth of the roles in the organization i.e. work profile wise and level wise.
- Most obvious if the person can see that the company is getting bankrupt OR closing the business.
Agree to the fact that market sentiment is quite pessimistic and gloomy and you might not be able to see many HR jobs so the best you can do is that you should keep working in the same organisation till the time you think you can (you can better judge what is the current situation of you in your current company ) and if something good comes your way and then go and take it.
From India, Delhi
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10Following are the few situations in which HR should move for a change.
- He/She understands that his /her learning curve has come to a halt and he/she is doing some redundant and maintenance work in terms of day to day HR activities.
- Doesn’t see the company business growing as most of the time it is directly related to the growth of the roles in the organization i.e. work profile wise and level wise.
- Most obvious if the person can see that the company is getting bankrupt OR closing the business.
Agree to the fact that market sentiment is quite pessimistic and gloomy and you might not be able to see many HR jobs so the best you can do is that you should keep working in the same organisation till the time you think you can (you can better judge what is the current situation of you in your current company ) and if something good comes your way and then go and take it.
From India, Delhi
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Dear Team,
Please, can you help me suggest which SAP or any other certification course related to HR would be beneficial to me? I have already completed PGDBA and have 3 years of experience in Recruitments. I am looking to gain more exposure in HR beyond recruitments.
Your assistance in this regard would be greatly appreciated.
Thank you.
From India, Chandigarh
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Please, can you help me suggest which SAP or any other certification course related to HR would be beneficial to me? I have already completed PGDBA and have 3 years of experience in Recruitments. I am looking to gain more exposure in HR beyond recruitments.
Your assistance in this regard would be greatly appreciated.
Thank you.
From India, Chandigarh
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Dear Rashmi,
Rolling stones gather no moss, so they say. Two years would be a short stint in a career life cycle. It's actually worthwhile to get into the grind, try to learn more and more about less and less of your domain. There is an incremental learning curve you can't lose sight of. Change should happen naturally when you diversify/enhance your marketable experience portfolio for the next assignment. Minus this, it could be issues of cultural fit or performance issues with the current role. Identify what's your driver for the change. Avoid being trigger happy because job hoppers would lose out every time. Trust me, nothing improves your CV more than rock-solid, credible performance with stability within an organization. The time frame for such an event is certainly more than a mere two years!
From India, Delhi
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Rolling stones gather no moss, so they say. Two years would be a short stint in a career life cycle. It's actually worthwhile to get into the grind, try to learn more and more about less and less of your domain. There is an incremental learning curve you can't lose sight of. Change should happen naturally when you diversify/enhance your marketable experience portfolio for the next assignment. Minus this, it could be issues of cultural fit or performance issues with the current role. Identify what's your driver for the change. Avoid being trigger happy because job hoppers would lose out every time. Trust me, nothing improves your CV more than rock-solid, credible performance with stability within an organization. The time frame for such an event is certainly more than a mere two years!
From India, Delhi
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