Dear Seniors, I want to shift my career from HRM to Marketing. I believe that Marketing is challenging Job and its free from Internal politics of the company. Marketing people are working in the front line and HR people are working as a back stage support system. I want to lead and work in frontline. I am interested in managing team and motivate them to become business leader. I found it difficult to do influence people as a HR. Becuase our managment is also giving more importance to Marketing division.
Please give your valuable suggestions.
From India, Vadodara
3Please give your valuable suggestions.
From India, Vadodara
Dear Hrbaroda,
This is addition to what Mr Nathrao and Abhay has written.
Well gentleman, to give proper suggestion, you need to give us more information. What is your qualification? What is your designation? What is the nature of your industry? What is the geographical spread where your product or services are sold out?
Well you wish to make shift from HR to Marketing, but then how many times did you accompany Marketing personnel at the field? What efforts you have put up to understand why their shoes wear out in the field? Have you identified the competencies required for the marketing personnel? Which competencies do you posses? How did you ascertain that you possess those competencies?
Above all, in your company are salespersons considered as marketing personnel? Sales and Marketing both are independent functions, nevertheless, in India, former is often dismissed as latter!
Thanks,
Dinesh Divekar
From India, Bangalore
This is addition to what Mr Nathrao and Abhay has written.
Well gentleman, to give proper suggestion, you need to give us more information. What is your qualification? What is your designation? What is the nature of your industry? What is the geographical spread where your product or services are sold out?
Well you wish to make shift from HR to Marketing, but then how many times did you accompany Marketing personnel at the field? What efforts you have put up to understand why their shoes wear out in the field? Have you identified the competencies required for the marketing personnel? Which competencies do you posses? How did you ascertain that you possess those competencies?
Above all, in your company are salespersons considered as marketing personnel? Sales and Marketing both are independent functions, nevertheless, in India, former is often dismissed as latter!
Thanks,
Dinesh Divekar
From India, Bangalore
Rao sir, thanks for your valuable reply, but you know we found some unproductive conflicts in an organisation. For HR internal customers are always right but. For marketing external customers is always right.
For Ex. Accounts dept., they have always ego problem with HR people, this is common in , most of the company.
Production people, always in demanding attitude, I had seen in many MNCs that they had provided them best working atmosphere than also they are try to find loopholes.
Marketing dept. wants that we treat them like they are angles. Company runs on them.
As a HR we are here to give them supportive services, but in general meetings, all departments discussing as a most important dept. But HR dept. discusses its function at last and that is only for formalities.
This problem is faced by many companies.
For. Ex. if you want to emplement 360 degree appraisal system, you can imagine how difficult it.
From India, Vadodara
For Ex. Accounts dept., they have always ego problem with HR people, this is common in , most of the company.
Production people, always in demanding attitude, I had seen in many MNCs that they had provided them best working atmosphere than also they are try to find loopholes.
Marketing dept. wants that we treat them like they are angles. Company runs on them.
As a HR we are here to give them supportive services, but in general meetings, all departments discussing as a most important dept. But HR dept. discusses its function at last and that is only for formalities.
This problem is faced by many companies.
For. Ex. if you want to emplement 360 degree appraisal system, you can imagine how difficult it.
From India, Vadodara
Abhay sir you are right but in Business partner we had acquired 50% of marketing job right ?
We have to play in front line.
Than also most important person of the organisation will who has done maximum business.
From India, Vadodara
We have to play in front line.
Than also most important person of the organisation will who has done maximum business.
From India, Vadodara
Dear Dinesh sir,
What i am impressed by Marketing is that we are independent and out result is measurable.
If you sell more your performance is high and it is vice a versa.
But in HR our performance is not measurable.
If company is doing good maximum weightage goes to marketing, quality and production.
HR dept. will get limited credits.
If HR established good systems, the credit goes to Management.
From India, Vadodara
What i am impressed by Marketing is that we are independent and out result is measurable.
If you sell more your performance is high and it is vice a versa.
But in HR our performance is not measurable.
If company is doing good maximum weightage goes to marketing, quality and production.
HR dept. will get limited credits.
If HR established good systems, the credit goes to Management.
From India, Vadodara
Hi HRBaroda01,
Looking at your original post and subsequent responses, I was wondering if you understand the difference between marketing and sales. FYI - the output of marketing is difficult to measure in terms of numbers, but the output of sales is measurable in numbers.
You made a strange statement that the customer (internal or external) is always right. Research shows the precise opposite. I would recommend you read about what organizations do when the customer is wrong. Most organizations ignore such a customer since it is a costly affair to engage with that customer in a dialogue.
As far as HR getting limited credit - this depends on how well HR has learned the business and associated metrics involved. If HR shows limited understanding of the business, then they get limited credit. You as HR want more credit, you have to work more. If your organization treats HR reports as formalities, then it will regret this sooner rather than later.
I would urge you to seriously consider why you got into HR in the first place. And if now, you wish to change careers, that is fine too, but to change based on the reasons you mentioned above, which can be distilled into fame and financial reward (nothing wrong here) only, then you may find it more difficult than you think to be successful in the new career.
Since you are in HR, what is the reason you would give to hiring yourself, if someone asks you how you will contribute in the new career. These are some of the topics which I will be discussing in my workshop at Mumbai, this Sunday "Find the Right Fit - Move from Good to Great Interviewer".
Kindly read all the replies to your post again, especially Nathrao's reply, before you take a decision. If you wish you can also contact me, as I also do career coaching.
All the best.
Regards,
From India, Mumbai
Looking at your original post and subsequent responses, I was wondering if you understand the difference between marketing and sales. FYI - the output of marketing is difficult to measure in terms of numbers, but the output of sales is measurable in numbers.
You made a strange statement that the customer (internal or external) is always right. Research shows the precise opposite. I would recommend you read about what organizations do when the customer is wrong. Most organizations ignore such a customer since it is a costly affair to engage with that customer in a dialogue.
As far as HR getting limited credit - this depends on how well HR has learned the business and associated metrics involved. If HR shows limited understanding of the business, then they get limited credit. You as HR want more credit, you have to work more. If your organization treats HR reports as formalities, then it will regret this sooner rather than later.
I would urge you to seriously consider why you got into HR in the first place. And if now, you wish to change careers, that is fine too, but to change based on the reasons you mentioned above, which can be distilled into fame and financial reward (nothing wrong here) only, then you may find it more difficult than you think to be successful in the new career.
Since you are in HR, what is the reason you would give to hiring yourself, if someone asks you how you will contribute in the new career. These are some of the topics which I will be discussing in my workshop at Mumbai, this Sunday "Find the Right Fit - Move from Good to Great Interviewer".
Kindly read all the replies to your post again, especially Nathrao's reply, before you take a decision. If you wish you can also contact me, as I also do career coaching.
All the best.
Regards,
From India, Mumbai
Dear Sir,after going through the discussions,I feel that every field has got its own challenges;be it HR or Marketing. Politics or human relations aspect has percolated to all spheres of human life.You cannot remain aloof.If you look for a better future in Marketing, that is your decision.But there is also opportunities for HR professional to move to top echelons of the business in the current scenario. So, a decision has to be taken considering all such aspects.Thank you.
From India, Bokaro
From India, Bokaro
Hello Hrbaroda01,
Your's is a classic example of "The other side of the mountain is always Green".
For ANYONE, THREE factors decide the career options available to him/her.....irrespective of whether those options are good, bad or ugly.
Just because IT sector salaries are good doesn't mean everyone fits-in.....I have seen MANY MANY persons ruin their careers by opting for the IT line when they weren't suitable for it in the first place.
Coming to the factors, they are [NOT MY words, but those of psychologists in USA]: Capability, Aptitude & Attitude.
Since you have not mentioned your education background, saying anything about the 'CAPABILITY' aspect in your case would be a misnomer. One can't get into S&M when you don't have the basic qualification for that line [remember everyone is NOT Bill Gates who founded Microsoft without a degree].
As far as the 'APTITUDE' [or in other words, interest] aspect goes, you do seem to have it....but I am afraid the reasons seem to be wrong.
And reg 'ATTITUDE' at least going by your value judgement that there are no politics involved & such things in S&M line, I don't think it fits-in the bill.
If you think the S&M guys can drive any Company alone WITHOUT any support mechanism like HR, Production, QA, Finance, etc FORGET IT.
I know of many Companies that went down the tube JUST BECAUSE the Sales guys were not supported well to fulfill the commitments given. And the Sales guys had to take the flak from clients, for no fault of theirs.......which does seem one of the very reasons that you wish to get into S&M. And IF you have any feeling of 'that's not my problem', I guess you have a far more serious attitude issue that needs correction. If you don't have any such feeling, that's quite good, since you would be able to see YOUR situation from a 360 deg perspective [forget about feeling bad for not being able to implement it in your Company for now....focus on yourself first].
Frankly, I see a tendency of 'running away from problems' in you......NO hard feeling pl. Anywhere, you will have problems. For all you know, you being in HR today is nothing but an opportunity for you to LEARN handling issues/problems? Just give this a thought.
All the Best.
Rgds,
TS
From India, Hyderabad
Your's is a classic example of "The other side of the mountain is always Green".
For ANYONE, THREE factors decide the career options available to him/her.....irrespective of whether those options are good, bad or ugly.
Just because IT sector salaries are good doesn't mean everyone fits-in.....I have seen MANY MANY persons ruin their careers by opting for the IT line when they weren't suitable for it in the first place.
Coming to the factors, they are [NOT MY words, but those of psychologists in USA]: Capability, Aptitude & Attitude.
Since you have not mentioned your education background, saying anything about the 'CAPABILITY' aspect in your case would be a misnomer. One can't get into S&M when you don't have the basic qualification for that line [remember everyone is NOT Bill Gates who founded Microsoft without a degree].
As far as the 'APTITUDE' [or in other words, interest] aspect goes, you do seem to have it....but I am afraid the reasons seem to be wrong.
And reg 'ATTITUDE' at least going by your value judgement that there are no politics involved & such things in S&M line, I don't think it fits-in the bill.
If you think the S&M guys can drive any Company alone WITHOUT any support mechanism like HR, Production, QA, Finance, etc FORGET IT.
I know of many Companies that went down the tube JUST BECAUSE the Sales guys were not supported well to fulfill the commitments given. And the Sales guys had to take the flak from clients, for no fault of theirs.......which does seem one of the very reasons that you wish to get into S&M. And IF you have any feeling of 'that's not my problem', I guess you have a far more serious attitude issue that needs correction. If you don't have any such feeling, that's quite good, since you would be able to see YOUR situation from a 360 deg perspective [forget about feeling bad for not being able to implement it in your Company for now....focus on yourself first].
Frankly, I see a tendency of 'running away from problems' in you......NO hard feeling pl. Anywhere, you will have problems. For all you know, you being in HR today is nothing but an opportunity for you to LEARN handling issues/problems? Just give this a thought.
All the Best.
Rgds,
TS
From India, Hyderabad
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