Dear Seniors,
I have completed 2 years in HR profile (generalist, Recruitment, Administrator, payroll processing, policy making). Now I am feeling less interest in the work. Most of the time I do recruitment. At the end of the month, I manage salary and attendance.
Could you please suggest how I can gain more exposure? Is there any certification that I can do which will help me? Also, I want to know if I continue with my current role, where can I stand after 5 years? I have done an MBA in HR in 2011.
Thanks, NM
From India, New Delhi
1I have completed 2 years in HR profile (generalist, Recruitment, Administrator, payroll processing, policy making). Now I am feeling less interest in the work. Most of the time I do recruitment. At the end of the month, I manage salary and attendance.
Could you please suggest how I can gain more exposure? Is there any certification that I can do which will help me? Also, I want to know if I continue with my current role, where can I stand after 5 years? I have done an MBA in HR in 2011.
Thanks, NM
From India, New Delhi
Dear Nutan,
It appears not having a certificate is not necessarily your problem. What if you do a certification course and continue to do what you are doing right now? By the way, what is the nature of your industry?
If you are in a generalist role, then you are in a slightly better position. Now, what you need to do is enlarge your role. In the list of activities that you have mentioned, you have not written about statutory activities. Who handles them? This knowledge is also essential. Next is to know more about the organization. For this, you may read my reply on "HR Statistics". When you start compiling these statistics, you will gain insight into what needs to be done.
Next is about employee training. What is the culture of your company? Is employee training conducted? If yes, then up to what level is the effectiveness measured? What can you do to measure the effectiveness of training on Level IV of the Kirkpatrick Model? To do this, you may take help from my reply in the post titled "Skills required for Training and Development Personnel".
What is the level of employee attrition in your company? Have you analyzed the causes of attrition? What plan can you make to reduce the attrition?
There are many other things that you can do in your company like performance management, career planning for the employees, etc.
All the best!
Dinesh V Divekar
From India, Bangalore
It appears not having a certificate is not necessarily your problem. What if you do a certification course and continue to do what you are doing right now? By the way, what is the nature of your industry?
If you are in a generalist role, then you are in a slightly better position. Now, what you need to do is enlarge your role. In the list of activities that you have mentioned, you have not written about statutory activities. Who handles them? This knowledge is also essential. Next is to know more about the organization. For this, you may read my reply on "HR Statistics". When you start compiling these statistics, you will gain insight into what needs to be done.
Next is about employee training. What is the culture of your company? Is employee training conducted? If yes, then up to what level is the effectiveness measured? What can you do to measure the effectiveness of training on Level IV of the Kirkpatrick Model? To do this, you may take help from my reply in the post titled "Skills required for Training and Development Personnel".
What is the level of employee attrition in your company? Have you analyzed the causes of attrition? What plan can you make to reduce the attrition?
There are many other things that you can do in your company like performance management, career planning for the employees, etc.
All the best!
Dinesh V Divekar
From India, Bangalore
Dear Sir,
Thank you for your valuable suggestion. My company is an IT company with around 30 employees. I have also been involved in policy-making and PPT preparation for induction. I was involved in providing induction presentations to employees. However, all that happened at the beginning, and now the policies are already in place. My manager handles the statutory issues (which are rarely faced by the company). In my organization, employees are experienced (2+ years), and no training and development program is conducted. Even if they were to start such a program, an experienced external agent would be required for it.
I would highly appreciate it if you could suggest more.
Thanks,
Nutan Mehta
From India, New Delhi
Thank you for your valuable suggestion. My company is an IT company with around 30 employees. I have also been involved in policy-making and PPT preparation for induction. I was involved in providing induction presentations to employees. However, all that happened at the beginning, and now the policies are already in place. My manager handles the statutory issues (which are rarely faced by the company). In my organization, employees are experienced (2+ years), and no training and development program is conducted. Even if they were to start such a program, an experienced external agent would be required for it.
I would highly appreciate it if you could suggest more.
Thanks,
Nutan Mehta
From India, New Delhi
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