I am doing my mba from ICFAI Hyderabad. I would like to get all ur guidance on a career in HR .people say its tough to get ab career in hr and the job opportunities is very less. Right now i am doing a project on hr reengineering and hr accounting at XXX sanitary ware limited. i wan t some help on hr accounting from u all. So friends do help me out n i look forward for gaining a lot in this forum.
From India, Hyderabad
From India, Hyderabad
Hi Kailash,
Nice to have you on the forum. I would say it's sometimes a little difficult to get a break in the industry but I don't think there is any reason for you to get so worried. I believe there is a lot of RPO [Recruitment Process Outsourcing] happening these days, which is creating a good few jobs in the HR sector.
I would suggest you concentrate on your studies & keep up-to-date with what's happening. Feel free to post your queries on the forum.
Regards,
CiteHR Team member
From India, Gurgaon
660Nice to have you on the forum. I would say it's sometimes a little difficult to get a break in the industry but I don't think there is any reason for you to get so worried. I believe there is a lot of RPO [Recruitment Process Outsourcing] happening these days, which is creating a good few jobs in the HR sector.
I would suggest you concentrate on your studies & keep up-to-date with what's happening. Feel free to post your queries on the forum.
Regards,
CiteHR Team member
From India, Gurgaon
I AM NEW TOO!!! I am glad to find a fellow student here too. I am going for my Bachelor in Science in Human Resources. I am working with a reengineering problem too! Do you go to CTU? (colorado tech university) That is where I am schooling from Online. This major has been really intrigueing to me too. I want to get all of the info that I can from others who have been through it all too.
Here is my email if anyone would like to email me
I hope that I too will be able to hear from all of you too.
Here is my email if anyone would like to email me
I hope that I too will be able to hear from all of you too.
HAI IAM DOING MY IV SEM HRM IN ANDHRA UNIVERSITY AFTER THE EXAMS I HAVE TO GO TO PROJECT WORK IN AN ORG .AS I AM NEW TO THE PROJECT PLEASE HELP ME OVERCOME SOME PROBLEMS RELATING TO TOPIC SELECTION
From India, Hyderabad
From India, Hyderabad
Hi to all i am janardhan pursuing Master of human Resource Management final year in Andhra University.I have to do internship in any organisation.i am interested to do in performance Appraisal systems please give me guidence in one of appraisal which is useful to me in present scinario.
From India, Hyderabad
From India, Hyderabad
hi i m also HR student.
Currently i m doing my project in hyderabad in hitecity.
Here i think you should go with your resume & visit companies 7 meet HR people.
If it possible for you then create a pfoject proposal on one area of HR.
It should contain
1 Topic name.
2. what u unsderstant form that topic
3. its benifit.
4. what u r giong to do if any body give u project in that topic.
5. how can you contribute to company
Be clear eith you area like Manufacturing Industry , IT, Chemical, Advertising, or any other.
that what i i did for getting my project.
Cya for now.
Vaijayanta.
Currently i m doing my project in hyderabad in hitecity.
Here i think you should go with your resume & visit companies 7 meet HR people.
If it possible for you then create a pfoject proposal on one area of HR.
It should contain
1 Topic name.
2. what u unsderstant form that topic
3. its benifit.
4. what u r giong to do if any body give u project in that topic.
5. how can you contribute to company
Be clear eith you area like Manufacturing Industry , IT, Chemical, Advertising, or any other.
that what i i did for getting my project.
Cya for now.
Vaijayanta.
hai iam a HR student of andhrauniversity and iwant to do my project on job satisfaction topic which gives me more benefit to interract with both top and lower level mgt
From India, Hyderabad
From India, Hyderabad
hello kailash
nice to see ur worry about ur career . nice , coz i often find people who r doing mba/mms/pgdbm/pgdhrm.... just for the heck of it.
let me tell u biggest dilemma of hr students , they r either above average or below average . never a normal average student.
this results in gud jobs or no jobs at all.
lemme share u an experience with u , we were 7 students in our batch who opted for hrm . the highest salary for rest of the batch was 200000/- pa while we had 700000/- p.a. ( 2 of us) , 1 went in own business and earning 6 digit monthly income . at the same time 2 people who were ( n probably r) unemployed from our class was(r) also from these 7.
have trust in you , enrich ur knowledge and hope 4 d best . rest everything ll be fine.
best of luck.
From India, Madras
nice to see ur worry about ur career . nice , coz i often find people who r doing mba/mms/pgdbm/pgdhrm.... just for the heck of it.
let me tell u biggest dilemma of hr students , they r either above average or below average . never a normal average student.
this results in gud jobs or no jobs at all.
lemme share u an experience with u , we were 7 students in our batch who opted for hrm . the highest salary for rest of the batch was 200000/- pa while we had 700000/- p.a. ( 2 of us) , 1 went in own business and earning 6 digit monthly income . at the same time 2 people who were ( n probably r) unemployed from our class was(r) also from these 7.
have trust in you , enrich ur knowledge and hope 4 d best . rest everything ll be fine.
best of luck.
From India, Madras
Hi there,
I am Kruti and have recently joined the group.
To introduce myself.... I am pursuing MBA in HR from Mumbai University and currently doing a project (summer training ) with a leading pharma company. My project is on Fringe Benefit Tax and its implication on compensation structures. Pls tell me if any of u can provide me with any info on the same.
I have completed my bachelors in science majoring in Life Science. I like reading and listening to music.
Looking forward to your mails.....
Take care
Best Regards,
Kruti
From China, Beijing
I am Kruti and have recently joined the group.
To introduce myself.... I am pursuing MBA in HR from Mumbai University and currently doing a project (summer training ) with a leading pharma company. My project is on Fringe Benefit Tax and its implication on compensation structures. Pls tell me if any of u can provide me with any info on the same.
I have completed my bachelors in science majoring in Life Science. I like reading and listening to music.
Looking forward to your mails.....
Take care
Best Regards,
Kruti
From China, Beijing
Model 1 :
The basis of this approach is what has been tried and tested in several companies, including SAIL, and is in conformity with the model proposed by Flamholtz in 1972. According to this, HR value is defined as the " the value of the current wages payable to employees currently on the payroll for the remaining years of their tenure with the company.
Assumptions : The quality of manpower is critical to the success of a business ; human resources constitute an important raw material in their own right. Therefore, it is necessary to regularly monitor the skills level of the people so as to upgrade them whenever necessary. This cannot be done alone; once the HR are measured and a value determined, it gives you control.
Steps in this model :
STEP I Employee Mapping into Service States
STEP II Determination of the number of years of tenure in each service state
STEP III Estimate the wage rates relevant to each service state.
STEP IV Estimation of the HR value.
Advantages of this model :
First is the link with corporate strategy, not in terms of day-to-day operations, but in terms of our expansion and diversification plans. For instance, while tapping different markets for funds, a corporate requires a credit rating and an HRA in place will enable a corporate to secure a better grade from credit rating agencies and a better rate on debt instruments. Second, in a technology-intensive business, it brings to light the value of the R&D workers' value who will make all the difference tomorrow.
Model 2 :
This is an alternative model based on the premise that a business firm is an economic entity with all the characteristics of a living organism.
Assumptions :
Commercial law does, indeed, recognise an incorporated business firm as a distinct legal entity. But it misses out the fact that a business firm is an amalgam of men, machines, and materials; it is the organic component of this amalgam which breathes life into the firm and imparts to it the attributes of a 'going concern'. HR value is thus the value addition made by the organic component(men ) to inorganic components. Evidently, a business firm devoid of human resources is a dead assemblage of physical assets. The HR value of a firm is, therefore, the difference between the firm as a 'going concern' and the net realisable value of its assets.
The measurement proposed is that of the HR value for the organisation as a whole, and not of a single individual or a homogeneous group of individuals. the premise is that an individual has no value independent of the organisation of which he is a part. It is the congregation of the various groups that generates HR value in an organisation.
Steps in this model : Click each step to explode further.
STEP - I ==============> STEP - II ==============> STEP - III
Advantages of this model :
The HRA model is in conformity with traditional accounting practices, and is easy to implement. It does not use a surrogate measure of HR value, but calculates them through specific formulae. The degree of subjectivity is also within tolerable limits.
From India, Ahmadabad
The basis of this approach is what has been tried and tested in several companies, including SAIL, and is in conformity with the model proposed by Flamholtz in 1972. According to this, HR value is defined as the " the value of the current wages payable to employees currently on the payroll for the remaining years of their tenure with the company.
Assumptions : The quality of manpower is critical to the success of a business ; human resources constitute an important raw material in their own right. Therefore, it is necessary to regularly monitor the skills level of the people so as to upgrade them whenever necessary. This cannot be done alone; once the HR are measured and a value determined, it gives you control.
Steps in this model :
STEP I Employee Mapping into Service States
STEP II Determination of the number of years of tenure in each service state
STEP III Estimate the wage rates relevant to each service state.
STEP IV Estimation of the HR value.
Advantages of this model :
First is the link with corporate strategy, not in terms of day-to-day operations, but in terms of our expansion and diversification plans. For instance, while tapping different markets for funds, a corporate requires a credit rating and an HRA in place will enable a corporate to secure a better grade from credit rating agencies and a better rate on debt instruments. Second, in a technology-intensive business, it brings to light the value of the R&D workers' value who will make all the difference tomorrow.
Model 2 :
This is an alternative model based on the premise that a business firm is an economic entity with all the characteristics of a living organism.
Assumptions :
Commercial law does, indeed, recognise an incorporated business firm as a distinct legal entity. But it misses out the fact that a business firm is an amalgam of men, machines, and materials; it is the organic component of this amalgam which breathes life into the firm and imparts to it the attributes of a 'going concern'. HR value is thus the value addition made by the organic component(men ) to inorganic components. Evidently, a business firm devoid of human resources is a dead assemblage of physical assets. The HR value of a firm is, therefore, the difference between the firm as a 'going concern' and the net realisable value of its assets.
The measurement proposed is that of the HR value for the organisation as a whole, and not of a single individual or a homogeneous group of individuals. the premise is that an individual has no value independent of the organisation of which he is a part. It is the congregation of the various groups that generates HR value in an organisation.
Steps in this model : Click each step to explode further.
STEP - I ==============> STEP - II ==============> STEP - III
Advantages of this model :
The HRA model is in conformity with traditional accounting practices, and is easy to implement. It does not use a surrogate measure of HR value, but calculates them through specific formulae. The degree of subjectivity is also within tolerable limits.
From India, Ahmadabad
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