I am in dire need of some guidance from all of you - this guidance pertains to my career path.
I would first like to give you my background - I did my B.A.(Hons) in Statistics and then went on to do Master in Social Work from University of Delhi right now i am in the second year of Master in Human Resources and Organisational Development(MHROD) from Delhi School of Economics
Now that the time has come for me to start working , i am a bit confused about which area to work in. If you all could guide me as to what will be the suitable area for someone with my profile , my confusion would somewhat be clear.
From India, Delhi
3I would first like to give you my background - I did my B.A.(Hons) in Statistics and then went on to do Master in Social Work from University of Delhi right now i am in the second year of Master in Human Resources and Organisational Development(MHROD) from Delhi School of Economics
Now that the time has come for me to start working , i am a bit confused about which area to work in. If you all could guide me as to what will be the suitable area for someone with my profile , my confusion would somewhat be clear.
From India, Delhi
SEEKING CAREER PATH
Based on your brief,
you have
-BA in statistics
-MA in social works
-MA in HR & OD [ currently studying ].
This base give you sound background to HRD ,
where you can utilise your knowledge of
statistical methods/human relations/social aspects/
knowledge of HR/OD.
--------------------------------------------------------------------------------------
In your career plan, there are two aspects to consider
1. Business entry
2. Career
Initially, you must get to the groundfloor of HR department,
and gain exposure / experience in real life situations.
Apart from the regulation jobs like
-writing job analyses
- '' job description
- '' job specifications
-recruitment / selection process
-understanding compensation packaging
-performance appraisal
-HR policies/ procedures
etc
You, on your own initiatives, should take part and
gain solid experience in such areas as
-change management
-learning/ development
-training/ development
-conducting climate survey
-follow up action on climate survey
-HR auditing
-performance improvement programs
-organization culture study
etc etc.
This will help you tp prepare yourself for
DEVELOPMENT STAGE OF HUMAN CAPITAL
which is
HRD strategy/ policy development/ process implementation
for people development.
WHICH SUPPORTS CAPABILITY ENHANCEMENT OF
HUMAN RESOURCES.
IF the program is properly channeled, this would be
your competences / strengths.
=======================================
These are additional resources and guidelines,
which could help to view your career path.
AN “HRD STRATEGY” HAS DIFFERENT PARTs
• supporting the vision, values and strategies, and
the corporate philosophy for people management,
which guides our policies and choices “worldwide”
• supporting current goals and initiatives for units
and departments through learning
• providing remedial learning “to solve problems
and improve performance
• determine professional strategies for managing
and delivering learning
================================================== ===
WHAT HRD strategy could offer
Individual Learning
• Individuals take responsibility for their own learning and
development and can do so competently
• They have personal learning plans, derived from an
understanding of their own needs and those of the business
• They understand their own learning style, and how to both
choose and utilise different learning options
• They are skilled at both giving and receiving feedback
• They know how to use others, and help others, in the
learning process
Team Learning
• Teams and working groups utilise the capability of each
member for the benefit of all
• They frequently learn and unlearn together, in order to
share a common approach
• They support each other in individual learning objectives
• The organisation encourages cross-boundary groups,
communities of common interest, and internal and external
networks in order to maximise sharing of learning
• Teams help other teams and learn from each other
Organisational Learning
• The organisation consciously adapts its strategies to the
changing environment; planning processes are flexible &
iterative
• There are mechanisms for listening to all the
stakeholders, for benchmarking against best practice,
and for adapting objectives as a result
• There is a systematic and disciplined approach to the
flow of knowledge into and across the organisation
• Structures are designed to consider learning and
knowledge flow
==========================================
WHAT HRD OFFERS
• Invesment in people?
• A learning and organisation?
• Promoting self management of learning and
self ownership of career progress?
• A developer of internal talent and the potential
of all employees?
• A “knowledge managed” organisation?
WHAT IS THE SCOPE OF HRD ?
-Developing HR / OD Strategy for the organization.
-Developing / conducting Organization climate survey.
-Developing / conducting STAFF satisfaction survey.
-Developing / Implementing improved HR scorecard/ Organization
scorecard.
-Developing and ensuring linkage between strategy and
operational planning.
-Developing and establishing workplace performance management
planning and development programs.
-Developing personal development programs, which is closely
linked to the organization strategy.
-Develop a system approach to HR planning and manpower
planning.
-Development of core competences for various departments.
-Development of corporate learning / development plans
to support corporate plan.
-Design and development of management development
programs for middle management including leadership
development, clarifying roles/ responsibilities/accountabilities.
-Develop a managerial skills program for all line managers
to include diversity , performance planning & development,
communication/ involvement, policy awareness, health and
safety, staff induction and personal effectiveness.
-Review current training and development procedure to
ensure equality of access and appropriate monitoring.
-Review mechanism for staff involvement in decision making
processes across the organization.
-Establish a process for launching new HR policies.
-Establish a corporate induction training for all new entrants.
-Develop a work place health/ safety strategy.
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
Based on your brief,
you have
-BA in statistics
-MA in social works
-MA in HR & OD [ currently studying ].
This base give you sound background to HRD ,
where you can utilise your knowledge of
statistical methods/human relations/social aspects/
knowledge of HR/OD.
--------------------------------------------------------------------------------------
In your career plan, there are two aspects to consider
1. Business entry
2. Career
Initially, you must get to the groundfloor of HR department,
and gain exposure / experience in real life situations.
Apart from the regulation jobs like
-writing job analyses
- '' job description
- '' job specifications
-recruitment / selection process
-understanding compensation packaging
-performance appraisal
-HR policies/ procedures
etc
You, on your own initiatives, should take part and
gain solid experience in such areas as
-change management
-learning/ development
-training/ development
-conducting climate survey
-follow up action on climate survey
-HR auditing
-performance improvement programs
-organization culture study
etc etc.
This will help you tp prepare yourself for
DEVELOPMENT STAGE OF HUMAN CAPITAL
which is
HRD strategy/ policy development/ process implementation
for people development.
WHICH SUPPORTS CAPABILITY ENHANCEMENT OF
HUMAN RESOURCES.
IF the program is properly channeled, this would be
your competences / strengths.
=======================================
These are additional resources and guidelines,
which could help to view your career path.
AN “HRD STRATEGY” HAS DIFFERENT PARTs
• supporting the vision, values and strategies, and
the corporate philosophy for people management,
which guides our policies and choices “worldwide”
• supporting current goals and initiatives for units
and departments through learning
• providing remedial learning “to solve problems
and improve performance
• determine professional strategies for managing
and delivering learning
================================================== ===
WHAT HRD strategy could offer
Individual Learning
• Individuals take responsibility for their own learning and
development and can do so competently
• They have personal learning plans, derived from an
understanding of their own needs and those of the business
• They understand their own learning style, and how to both
choose and utilise different learning options
• They are skilled at both giving and receiving feedback
• They know how to use others, and help others, in the
learning process
Team Learning
• Teams and working groups utilise the capability of each
member for the benefit of all
• They frequently learn and unlearn together, in order to
share a common approach
• They support each other in individual learning objectives
• The organisation encourages cross-boundary groups,
communities of common interest, and internal and external
networks in order to maximise sharing of learning
• Teams help other teams and learn from each other
Organisational Learning
• The organisation consciously adapts its strategies to the
changing environment; planning processes are flexible &
iterative
• There are mechanisms for listening to all the
stakeholders, for benchmarking against best practice,
and for adapting objectives as a result
• There is a systematic and disciplined approach to the
flow of knowledge into and across the organisation
• Structures are designed to consider learning and
knowledge flow
==========================================
WHAT HRD OFFERS
• Invesment in people?
• A learning and organisation?
• Promoting self management of learning and
self ownership of career progress?
• A developer of internal talent and the potential
of all employees?
• A “knowledge managed” organisation?
WHAT IS THE SCOPE OF HRD ?
-Developing HR / OD Strategy for the organization.
-Developing / conducting Organization climate survey.
-Developing / conducting STAFF satisfaction survey.
-Developing / Implementing improved HR scorecard/ Organization
scorecard.
-Developing and ensuring linkage between strategy and
operational planning.
-Developing and establishing workplace performance management
planning and development programs.
-Developing personal development programs, which is closely
linked to the organization strategy.
-Develop a system approach to HR planning and manpower
planning.
-Development of core competences for various departments.
-Development of corporate learning / development plans
to support corporate plan.
-Design and development of management development
programs for middle management including leadership
development, clarifying roles/ responsibilities/accountabilities.
-Develop a managerial skills program for all line managers
to include diversity , performance planning & development,
communication/ involvement, policy awareness, health and
safety, staff induction and personal effectiveness.
-Review current training and development procedure to
ensure equality of access and appropriate monitoring.
-Review mechanism for staff involvement in decision making
processes across the organization.
-Establish a process for launching new HR policies.
-Establish a corporate induction training for all new entrants.
-Develop a work place health/ safety strategy.
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Motivation and human resources.ppt
Human Resources Guide for Information Technology Companies.pdf