I'm currently reviewing my career and would like to consider available options.
My first degree was a BSc in Industrial Economics. I've been working in HR line since I graduated 10 years ago. I'm currently working for a Fortune 500 companies, with international operations in more than 30 countries and employees of more than 20,000.
I've covered most areas of HR (HR planning & recruitment, development, remuneration, industrial relations, HRIS) and worked for subsidiaries of various sizes and industries. My current assignment is with the Corporate office, in the area of HRD. I've also been assessed for HR Professional by an international consultant and is qualified to be at Staff level, in the area of specialization of job design / analysis.
I intend to pursue my postgrad in MBA, specializing in Strategic Management soon.
I would like to know if anyone has any ideas on my career options especially after my MBA.
Thanks.
From Malaysia,
My first degree was a BSc in Industrial Economics. I've been working in HR line since I graduated 10 years ago. I'm currently working for a Fortune 500 companies, with international operations in more than 30 countries and employees of more than 20,000.
I've covered most areas of HR (HR planning & recruitment, development, remuneration, industrial relations, HRIS) and worked for subsidiaries of various sizes and industries. My current assignment is with the Corporate office, in the area of HRD. I've also been assessed for HR Professional by an international consultant and is qualified to be at Staff level, in the area of specialization of job design / analysis.
I intend to pursue my postgrad in MBA, specializing in Strategic Management soon.
I would like to know if anyone has any ideas on my career options especially after my MBA.
Thanks.
From Malaysia,
CAREER CHANGE
1.Based on your brief,
-BSc in industrial economics
-10 years in HR,with wide range of experience
-certified in Job design/ analysis
2.Based on your technical qualifications and experience,
your skills/knowledge/abilities could be outlined as
-reading of the business/ economic situation
-recruitment / selection
-employee development
-reward systems
-employee relations
-health/safety management
-compensation management
-personnel administration
etc etc.
3. Your plan for completing a 2 year degree in strategic
management would add value in terms of additional
skills/ knowledge/ capabilities in
-reading of economic conditions/ impact on business
-reading of political conditions / impact on business
-reading of technology changes/ impact on business
-reading of social changes / impact on business
-changes in organization strategies
-strategic planning and management
-resources impact on organization strategies
-strategic HR role in strategic management.
etc etc.
If you combine the elements in [1], [2], and [3],
it would help you to gain the substantial potential in
-strategic thinking capability
-business/ culture awareness
-strategically locating HR in organization
-managing HR in changing economy/business
-adding value through people development
-managing strategic service delivery
Which when combined with the below listed
SOLUTION ORIENTATION
-problem solving
-adaptability
-flexibility
-making judgement
-making decision
-critical / analtyical thinking
-oral communication
-written communication
PERSONAL ABILITIES
-endurance
-initiative
-self reliance
-continuous learning
-achievment motivation
YOU CAN CREATE A STRATEGIST ROLE FOR YOURSELF.
-contribute to the long term / strategic organizational issues like
Vision & HR Strategy Development
Strategic planning
Strategic management of resources
HR STRATEGY planning
HR planning
Manpower planning
HR AUDITING
Human capital management
Human capital assessment
Ogranization alignmant
Organization communication strategy
Developing capabilites in meeting strategies
Improving utilization of human resources
Developing potentials for quick responses in changing environment
Organization designing for strategic approach
Organization survey
Change Management
Organization Culture Assessment & Development
Innovation and Creativity Practices
Employee Development & Coaching
Strategic Performance Management
Career Planning /Management
Process Management/Improvement
Organization restructuring
etc etc.
YOU STILL HAVE TO COMPLETE MBA strategic management
Subject to your aptitude, your passion, available
opportunities, etc.
YOU MUST ALSO DEVELOP THE SKILLS
-TO PLAN THE SOLUTION TO THE PROBLEMS
-TO IMPLEMENT THE PLANNED SOLUTIONS.
In career planning, you have to place your position/ role,
as a strategist, who can help the organization to meet the changing needs of the BUSINESS.
On completing your MBA, with your background already loaded with
sound experience, you should spend time with leading consulting
group like GARTNER, PRICEWATERHOUSE,KPMG, etc and
gain a strong exposure for at least 3 years, before you decide
the next move.
In career planning ,
-keep options as wide as you can manage,
-balance between visual positions and money you want to earn
-if you are planning for consultant career, keep a wide base
initially to increase your earning opportunity.
-opportunities don't come to you, they pass by and you need
to stretch out / grab your chances.
HOPE THIS IS USEFUL TO YOU,
regards
LEO LINGHAM
From India, Mumbai
2601.Based on your brief,
-BSc in industrial economics
-10 years in HR,with wide range of experience
-certified in Job design/ analysis
2.Based on your technical qualifications and experience,
your skills/knowledge/abilities could be outlined as
-reading of the business/ economic situation
-recruitment / selection
-employee development
-reward systems
-employee relations
-health/safety management
-compensation management
-personnel administration
etc etc.
3. Your plan for completing a 2 year degree in strategic
management would add value in terms of additional
skills/ knowledge/ capabilities in
-reading of economic conditions/ impact on business
-reading of political conditions / impact on business
-reading of technology changes/ impact on business
-reading of social changes / impact on business
-changes in organization strategies
-strategic planning and management
-resources impact on organization strategies
-strategic HR role in strategic management.
etc etc.
If you combine the elements in [1], [2], and [3],
it would help you to gain the substantial potential in
-strategic thinking capability
-business/ culture awareness
-strategically locating HR in organization
-managing HR in changing economy/business
-adding value through people development
-managing strategic service delivery
Which when combined with the below listed
SOLUTION ORIENTATION
-problem solving
-adaptability
-flexibility
-making judgement
-making decision
-critical / analtyical thinking
-oral communication
-written communication
PERSONAL ABILITIES
-endurance
-initiative
-self reliance
-continuous learning
-achievment motivation
YOU CAN CREATE A STRATEGIST ROLE FOR YOURSELF.
-contribute to the long term / strategic organizational issues like
Vision & HR Strategy Development
Strategic planning
Strategic management of resources
HR STRATEGY planning
HR planning
Manpower planning
HR AUDITING
Human capital management
Human capital assessment
Ogranization alignmant
Organization communication strategy
Developing capabilites in meeting strategies
Improving utilization of human resources
Developing potentials for quick responses in changing environment
Organization designing for strategic approach
Organization survey
Change Management
Organization Culture Assessment & Development
Innovation and Creativity Practices
Employee Development & Coaching
Strategic Performance Management
Career Planning /Management
Process Management/Improvement
Organization restructuring
etc etc.
YOU STILL HAVE TO COMPLETE MBA strategic management
Subject to your aptitude, your passion, available
opportunities, etc.
YOU MUST ALSO DEVELOP THE SKILLS
-TO PLAN THE SOLUTION TO THE PROBLEMS
-TO IMPLEMENT THE PLANNED SOLUTIONS.
In career planning, you have to place your position/ role,
as a strategist, who can help the organization to meet the changing needs of the BUSINESS.
On completing your MBA, with your background already loaded with
sound experience, you should spend time with leading consulting
group like GARTNER, PRICEWATERHOUSE,KPMG, etc and
gain a strong exposure for at least 3 years, before you decide
the next move.
In career planning ,
-keep options as wide as you can manage,
-balance between visual positions and money you want to earn
-if you are planning for consultant career, keep a wide base
initially to increase your earning opportunity.
-opportunities don't come to you, they pass by and you need
to stretch out / grab your chances.
HOPE THIS IS USEFUL TO YOU,
regards
LEO LINGHAM
From India, Mumbai
Thanks Leo.
Since I've just moved to the Corporate HRD few months back, I might stay around for maybe 2 more years, until I complete my MBA. Was thinking that my next move could either be to the Corporate Strategic Planning or the HR Planning for a business sector of choice. Both will give the strategic role experience, except that in the latter, it's more focussed to a particular business that is competing globally.
Good day.
From Malaysia,
Since I've just moved to the Corporate HRD few months back, I might stay around for maybe 2 more years, until I complete my MBA. Was thinking that my next move could either be to the Corporate Strategic Planning or the HR Planning for a business sector of choice. Both will give the strategic role experience, except that in the latter, it's more focussed to a particular business that is competing globally.
Good day.
From Malaysia,
i wd be graduating in mba hr in 2007. looking fwd to a career path in international hr..i.e., handling of expatriates and theb ilk...could u plz help me with the query? also...any other extra qualifications needed alongside mba degree?
MBA HR IS GOOD ENOUGH. BUT IF YOU WISH AND IS PASSIONATE ABOUT IT,
YOU CAN FIND --SHORT COURSE IN INTERNATIONAL HR MANAGEMENT==
IN
-IIM [ AHMEDABAD]
email
-------------------------------------------
-INDIAN INSTITUTE OF BANGALORE
-----------------------------------------------------------
VISVESWARIAH TECH. UNIVERSITY
www.vtu.ac.in
-------------------------------------------------------
THIS COURSE IN GENERAL , IS MADE UP OF
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Module 1: (6 Hours)
Introduction
Definition Approaches to IHRM Difference between IHRM and Domestic HRM Reasons for emergence of IHRM Models of IHRM Matching model Harward Model Contextual Model 5P Model European Model Models of SHRM in Multinational Companies.
Module 2: (8 Hours)
Internationalization of HRM
Socio-cultural context Culture and employee management issues Linking HR to International expansion strategies Culture and specific HRM issues non-cultural influences of HRM.
Module 3: (8 Hours)
International Recruitment and Selection
Different approaches to multinational staffing decisions Advantages and Disadvantages of different selection methods parent country nationals third country nationals host country nationals selection criteria use of selection tests.
Module 4: (6 Hours)
Performance Management
Constraints in goal attainment performance and appraisal in IHRM appraisal of expatriate, third and host country employees
Module 5: (8 Hours)
Training and Development
Expatriate training training of host country nationals developing international staff and multinational teams knowledge transfer in multinational companies
Module 6: (6 Hours)
International compensation: Approaches to international compensation repatriation process
Module 7: (6 Hours)
International Labour Relations
Key issues response of labour unions to MNCs social dumping
Module 8: (8 Hours)
HRM International Joint Ventures
HRM Practices in different countries Japan, USA, UK, Turkey, Middle East, India and China International HRM strategies Differentiation or Integration.
RECOMMENDED BOOKS
1. International Human Resource Management Peter J Dowling, Denice E Welch, Randall S Schuler Thompson South Western Excel Books third edition 2005
2. International Human Resource Management Monir H Tayeb Oxford University Press 2005.
REFERENCE BOOKS:
1. International Human Resource Management Hugh Scullion, Margarel Linehan Palgrave McMillan 2005
2. The Global Challenge: Frame works for International HRM Evans- McGraw Hill 1/e , 2005
3. Hillary Harris, Christ, Brewster &Paul Spamon, - International HRM, VMP Publishers.
4. Terence Jackson, International HRM, Sage Publication.
5. Anne Wil Harzing & Joris Van, Ruysse Veldt, International HRM, Sage Publication
6. International HRM, Hugh Scullion, Margaret Linehan, Palgrave, 2004
regards
LEO LINGHAM
From India, Mumbai
YOU CAN FIND --SHORT COURSE IN INTERNATIONAL HR MANAGEMENT==
IN
-IIM [ AHMEDABAD]
-------------------------------------------
-INDIAN INSTITUTE OF BANGALORE
-----------------------------------------------------------
VISVESWARIAH TECH. UNIVERSITY
www.vtu.ac.in
-------------------------------------------------------
THIS COURSE IN GENERAL , IS MADE UP OF
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Module 1: (6 Hours)
Introduction
Definition Approaches to IHRM Difference between IHRM and Domestic HRM Reasons for emergence of IHRM Models of IHRM Matching model Harward Model Contextual Model 5P Model European Model Models of SHRM in Multinational Companies.
Module 2: (8 Hours)
Internationalization of HRM
Socio-cultural context Culture and employee management issues Linking HR to International expansion strategies Culture and specific HRM issues non-cultural influences of HRM.
Module 3: (8 Hours)
International Recruitment and Selection
Different approaches to multinational staffing decisions Advantages and Disadvantages of different selection methods parent country nationals third country nationals host country nationals selection criteria use of selection tests.
Module 4: (6 Hours)
Performance Management
Constraints in goal attainment performance and appraisal in IHRM appraisal of expatriate, third and host country employees
Module 5: (8 Hours)
Training and Development
Expatriate training training of host country nationals developing international staff and multinational teams knowledge transfer in multinational companies
Module 6: (6 Hours)
International compensation: Approaches to international compensation repatriation process
Module 7: (6 Hours)
International Labour Relations
Key issues response of labour unions to MNCs social dumping
Module 8: (8 Hours)
HRM International Joint Ventures
HRM Practices in different countries Japan, USA, UK, Turkey, Middle East, India and China International HRM strategies Differentiation or Integration.
RECOMMENDED BOOKS
1. International Human Resource Management Peter J Dowling, Denice E Welch, Randall S Schuler Thompson South Western Excel Books third edition 2005
2. International Human Resource Management Monir H Tayeb Oxford University Press 2005.
REFERENCE BOOKS:
1. International Human Resource Management Hugh Scullion, Margarel Linehan Palgrave McMillan 2005
2. The Global Challenge: Frame works for International HRM Evans- McGraw Hill 1/e , 2005
3. Hillary Harris, Christ, Brewster &Paul Spamon, - International HRM, VMP Publishers.
4. Terence Jackson, International HRM, Sage Publication.
5. Anne Wil Harzing & Joris Van, Ruysse Veldt, International HRM, Sage Publication
6. International HRM, Hugh Scullion, Margaret Linehan, Palgrave, 2004
regards
LEO LINGHAM
From India, Mumbai
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