I am a student specialising in HR....Can someone practicing HRM as a profession please help me know what kind of job profiles use Quantitative HRM as a key! I am keen to know the scope of Quantitative HRM since I have taken it up as a subject.
From India, Bangalore
From India, Bangalore
HR chiefs are increasingly using more quantitative approaches and assessing the impact of human initiatives on business, thereby enhancing the credibility and effectiveness as a senior player. As HR heads bring more numbers than narrative to the management of HR, the business community can see for itself the value delivered by better HR chiefs - and this, in turn, encourages boards to look at them as potential CEOs, both internally through succession and from outside. Technology is enabling HR to get out of its payroll-administration- and-benefits mindset.
The administrative part of HR is either getting outsourced, or is vanishing totally, leaving its proponents with time to play a more strategic and facilitating role. And that's giving them a voice on the strategy table and the board. Also, as HR chiefs become more confident about their knowledge of business and ability to take it forward, they will not feel inhibited about their capabilities to become CEOs. "HR people are extremely comfortable in their cocoon. Their own imagination limits them," .
The aspiration to be CEO has played a big role in the past, since most HR chiefs didn't even think it likely, and did not venture out of their own world. Says Aadesh Goyal, vice president, Hughes Software Systems, and head of its BPO division: "HR people have a much better idea about business today than they did ten years ago." History indicates that HR's time has come. When manufacturing was driving value through automation, and reductions in cycle time and cost, manufacturing executives became CEOs. Next, when value was being driven by shrewd financial management - such as IPOs and M&As - it was the CFO who rose to the top role. Today, we are constantly being reminded about the value of our human capital. As people become increasingly prominent drivers of shareholder value, HR heads might have their turn at the top. For now, the HR-CEOs have a big responsibility, because they are the front-runners whose innings at the top will decide whether others like them will get a chance to be part of the elite club.
Thus way to go. Opportunities are there for People Management but use your specialisation to climb depending on how you use them.
Hope this piece of information is helpful to you realise your direction.
From United Arab Emirates, Dubai
The administrative part of HR is either getting outsourced, or is vanishing totally, leaving its proponents with time to play a more strategic and facilitating role. And that's giving them a voice on the strategy table and the board. Also, as HR chiefs become more confident about their knowledge of business and ability to take it forward, they will not feel inhibited about their capabilities to become CEOs. "HR people are extremely comfortable in their cocoon. Their own imagination limits them," .
The aspiration to be CEO has played a big role in the past, since most HR chiefs didn't even think it likely, and did not venture out of their own world. Says Aadesh Goyal, vice president, Hughes Software Systems, and head of its BPO division: "HR people have a much better idea about business today than they did ten years ago." History indicates that HR's time has come. When manufacturing was driving value through automation, and reductions in cycle time and cost, manufacturing executives became CEOs. Next, when value was being driven by shrewd financial management - such as IPOs and M&As - it was the CFO who rose to the top role. Today, we are constantly being reminded about the value of our human capital. As people become increasingly prominent drivers of shareholder value, HR heads might have their turn at the top. For now, the HR-CEOs have a big responsibility, because they are the front-runners whose innings at the top will decide whether others like them will get a chance to be part of the elite club.
Thus way to go. Opportunities are there for People Management but use your specialisation to climb depending on how you use them.
Hope this piece of information is helpful to you realise your direction.
From United Arab Emirates, Dubai
The answer to your question would be Banking in general and High Risk Financial services in specific for emerging markets :
High risk services include :
1. Global Markets : Currency trading.
2. Risk Management.
3. Stock trading.
Stated below is a sample of a profile employers look for :
HR Analyst
Human Resources
The successful candidate will:
• Support the HR leadership in order to deliver people solutions which address the key business drivers & enable it to grow profitably
• Ensure global HR initiatives are delivered and consistently practiced at the regional & functional levels
• Provide pro-active and effective administration support where required to enable the delivery of the strategic HR agenda
• Ensure effective communication to HR teams across Emerging Markets
• Leadand support on ad hoc/ planned project work
• Be a real business player and contribute to the development of the Emerging Markets HR agenda and strategy by researching and analysing business requirements for HR solutions.
• Work across Emerging Markets Centre providing support for the HR team on a project and demand-basis.
• Manage the budget & cost centre for Emerging Markets HR
• Act as a change agent - applying HR expertise in working with the business to initiate, develop, plan and implement change projects/initiatives to agreed quality, cost and timescales.
• Establish and maintain effective working relationships with business areas and the HR function
• Develop project plans and budgets for sign off by project sponsors.
• Manage risks, issues, dependencies and project progress reporting.
• Deliver projects to agreed quality, timescales and within budget.
• Provide Executive support to the HR Director and other HR colleagues, primarily related to expense management & travel scheduling
• Assist with preparation for meetings & papers
Who we're looking for
You will be:
• Commercial focused
• High energy & flexible in your approach
• Experienced at stakeholder relationship management
• Knowledgeable of HR and possess a desire to develop in this function
• Experienced in planning, co-ordination, facilitation and implementation
• Well organised and self disciplined
• Able to research & formulate presentations
• Fully competent in Microsoft Outlook, Excel & PowerPoint
• Driven and motivated to succeed
• Able to move at pace in a constantly changing environment
• Culturally sensitive
• Organised and able to prioritise.
• Experienced atworking withina HR function for a large multi-national corporation.
:idea: Congratulations, Your specialisation choice rocks :idea:
Kindly do not hesitate to give me a 'shout' for any further queries and clarifications.
From United Arab Emirates, Dubai
High risk services include :
1. Global Markets : Currency trading.
2. Risk Management.
3. Stock trading.
Stated below is a sample of a profile employers look for :
HR Analyst
Human Resources
The successful candidate will:
• Support the HR leadership in order to deliver people solutions which address the key business drivers & enable it to grow profitably
• Ensure global HR initiatives are delivered and consistently practiced at the regional & functional levels
• Provide pro-active and effective administration support where required to enable the delivery of the strategic HR agenda
• Ensure effective communication to HR teams across Emerging Markets
• Leadand support on ad hoc/ planned project work
• Be a real business player and contribute to the development of the Emerging Markets HR agenda and strategy by researching and analysing business requirements for HR solutions.
• Work across Emerging Markets Centre providing support for the HR team on a project and demand-basis.
• Manage the budget & cost centre for Emerging Markets HR
• Act as a change agent - applying HR expertise in working with the business to initiate, develop, plan and implement change projects/initiatives to agreed quality, cost and timescales.
• Establish and maintain effective working relationships with business areas and the HR function
• Develop project plans and budgets for sign off by project sponsors.
• Manage risks, issues, dependencies and project progress reporting.
• Deliver projects to agreed quality, timescales and within budget.
• Provide Executive support to the HR Director and other HR colleagues, primarily related to expense management & travel scheduling
• Assist with preparation for meetings & papers
Who we're looking for
You will be:
• Commercial focused
• High energy & flexible in your approach
• Experienced at stakeholder relationship management
• Knowledgeable of HR and possess a desire to develop in this function
• Experienced in planning, co-ordination, facilitation and implementation
• Well organised and self disciplined
• Able to research & formulate presentations
• Fully competent in Microsoft Outlook, Excel & PowerPoint
• Driven and motivated to succeed
• Able to move at pace in a constantly changing environment
• Culturally sensitive
• Organised and able to prioritise.
• Experienced atworking withina HR function for a large multi-national corporation.
:idea: Congratulations, Your specialisation choice rocks :idea:
Kindly do not hesitate to give me a 'shout' for any further queries and clarifications.
From United Arab Emirates, Dubai
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