what scope does hrm has . how much hr manager has to b paid? does freshers are applicable to direct HR managerial post?
From India, Margão
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From India, Margão
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In order to answer your queries, can you kindly let us know what the basis of such a query is? Are you an aspirant job seeker or a recruiter who wishes to know who would fit into this job role? Are you seeking clarification for academic purposes or for professional/career growth? Can we know something about you?
The reason for this is that the question you asked can be easily found by surfing the net or Googling it. However, in case you need practical answers, I think kindly reframe the query and mention the details.
From India, Mumbai
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379The reason for this is that the question you asked can be easily found by surfing the net or Googling it. However, in case you need practical answers, I think kindly reframe the query and mention the details.
From India, Mumbai
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A fresher cannot be a manager directly, dear. There is a growth ladder for all things. If you have the right qualifications to be in HR, I would suggest taking up a Generalist profile at the Executive level (junior level) and learn as much as you can.
The usual growth path is as follows:
HR Executive --> Sr. Executive (HR) --> HR Manager --> HOD (HR)
However, depending on the industry and the size of the firm, there are many positions like the head of recruitment, head of employee relations, head of training, etc., who report to the HR manager, who in turn reports to the HOD (HR) and so on. Hope this clears your doubts.
From India, Mumbai
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The usual growth path is as follows:
HR Executive --> Sr. Executive (HR) --> HR Manager --> HOD (HR)
However, depending on the industry and the size of the firm, there are many positions like the head of recruitment, head of employee relations, head of training, etc., who report to the HR manager, who in turn reports to the HOD (HR) and so on. Hope this clears your doubts.
From India, Mumbai
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It depends on the company to give a managerial post. If it is a 10 people company, they directly give a manager post. Even if you don't know how to spell manager, MNCs and Fortune 500 companies will give a Senior Executive designation even after 5 years because they have a grading system and many policies. Even if they are letting you go, they will provide you with one month's salary and bid you farewell. On the other hand, companies that demote you from a manager position will simply inform you by saying, "Mr. XYZ, don't come to the office from tomorrow. You have done nothing as an HR, so we don't need you." (Today's corporate training expects HRs to develop sales skills as well.)
Speaking of the future of HR, don't chase success; let success chase you. ("Oops! So soon you forgot the '3 Idiots' dialogue, shame on you, man!") Everything carries value and deserves respect. All you need to do is become an expert in the area that you and your heart enjoy working in for 10 hours a day.
From India, Bangalore
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Speaking of the future of HR, don't chase success; let success chase you. ("Oops! So soon you forgot the '3 Idiots' dialogue, shame on you, man!") Everything carries value and deserves respect. All you need to do is become an expert in the area that you and your heart enjoy working in for 10 hours a day.
From India, Bangalore
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HR is truly an experiential stream. Knowledge of best practices and theories does not make one a good HR professional. Human nature and reactions to situations are different for every individual. Hence, an HR professional (here, an HR executive who prepares salary sheets and documentation should not be mixed) develops over a period of time. For smaller companies with up to 50 employees, an experience of 3-5 years is required (this experience should involve direct contact with employees, not just back-end processing). As you progress up the ladder of employee size, the required experience increases. However, in organizations with over 200-250 employees (not labor), it is necessary to have an HR professional who, apart from experience with direct employee contact, also has managerial experience. This is because they will need to control and guide subordinates who will have direct contact with employees.
Many companies have outsourced their HR departments, which, in my personal view, is a recipe for disaster. You can outsource your back-office services, but not the human contact aspect. Outsourcing HR is akin to treating your employees as machines who work for a set time and get paid accordingly. HR deals with a diverse mixture of attitudes and skills, determining which mix is acceptable and which is not. This judgment is highly subjective and can rarely be objectified, despite the claims of psychometrics proponents. Psychometrics can only assist an HR professional in making decisions; it cannot be the sole deciding factor.
From India, Delhi
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Many companies have outsourced their HR departments, which, in my personal view, is a recipe for disaster. You can outsource your back-office services, but not the human contact aspect. Outsourcing HR is akin to treating your employees as machines who work for a set time and get paid accordingly. HR deals with a diverse mixture of attitudes and skills, determining which mix is acceptable and which is not. This judgment is highly subjective and can rarely be objectified, despite the claims of psychometrics proponents. Psychometrics can only assist an HR professional in making decisions; it cannot be the sole deciding factor.
From India, Delhi
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