Dear Sonia,
Quality of experience is better than Quantity (length) of experience. Always try to learn new things even under your work area or not but related to your line job. CiteHr is a best option to learn new things and sharing knowledge. Don’t restrict yourself in a particular area - try to go beyond the boundaries of knowledge.
Regards
Pankaj Chandan
From India, New delhi
11Quality of experience is better than Quantity (length) of experience. Always try to learn new things even under your work area or not but related to your line job. CiteHr is a best option to learn new things and sharing knowledge. Don’t restrict yourself in a particular area - try to go beyond the boundaries of knowledge.
Regards
Pankaj Chandan
From India, New delhi
Hello all
I am a new member of this community, after seeing the discussion I felt that same thing can happen with me also and 5 years down the line i may also end up with knowledge of only one domain. so being proactive I want to develop a good network with hr professionals and gather knowledge of various of hr areas. Please let me know names of a few good hr forums and magazines.
Regards
Pragya
From India, Jamshedpur
I am a new member of this community, after seeing the discussion I felt that same thing can happen with me also and 5 years down the line i may also end up with knowledge of only one domain. so being proactive I want to develop a good network with hr professionals and gather knowledge of various of hr areas. Please let me know names of a few good hr forums and magazines.
Regards
Pragya
From India, Jamshedpur
SONIA,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
========================================
I understand your situation.
It is not bad as it looks to be.
You have 6 years experience, that is doing
activities, on an everyday basis.
You have not developed the job.
What you have to do is, take each
of the core activities and develop the job.
----------------------------------------------------------
TAKE ONE--RECRUITMENT/ SELECTION.
-write the policy.
-develop the process.
-develop the procedures.
-develop the practices.
-develop some of the documents,like
*job analysis
*job descriptions
*job specification
*recruitment requisition.
*application form
etc etc
THIS WILL ENRICH YOU AND TAKE
YOU TO THE NEXT LEVEL OF EXPERTISE.
FROM THERE, YOU CAN KEEP UPDATING.
------------------------------------------------------
AS AN EXAMPLE, I CAN HELP YOU
WITH ONE,SAY--RECRUITMENT/ SELECTION.
YOU CAN USE THAT AS A BASE FOR DEVELOPING
OTHERS.
BUT I WILL NEED YOUR email ID
my email id
=======================================
WITH YOU CURRENT EXPERIENCE, PLUS
SOME READING/ RESEARCH, YOU CAN
WORK ON FEW AREAS LIKE
-recruitment/selection
-induction / orientation
-performance appraisal.
-career planning/succession planning
-termination
-leave management
-compensation management
-training/ development
-employee communications/engagement.
-discipline/ grievance.
THIS WILL NOT HAPPEN ON ITS OWN,
YOU GOT TO MAKE IT HAPPEN.
=======================================
THROUGH SOURCES LIKE -internet/hr sites/books
and others, update your knowledge level on
FOCUS ON CORE HR FUNCTIONS/STANDARDS.
Recruitment/selection
Environmental issues
Computing/IT
Counselling/welfare
International personnel management
Retention/promotion/appraisal
Health and safety
Employee communication
Equal opportunities
Change management
Pay and benefits
Training and development
Strategic management
Discipline and grievance
Industrial relations
Employment law
WORK CONDITIONS/POLICIES
CHANGE MANAGEMEMENT
CRISIS MANAGEMENT/SECURITY
===========================================
IN FEW AREAS, YOU CAN PICK/ CHOOSE
AND ATTEND SHORT COURSE TO ENRICH
YOURSELF.
SOME OF THE HR skill and knowledge requirements
INTERNATIONALLY.
I. Personal
I.1 Communication
I.2 Decision making
and problem solving
I.3 Business acumen
I.4 Credibility and
professionalism
I.5 Leadership
I.6 Relationship
management
I.7 Adaptability
II. Organisational
II.1 Knowledge of
the environment
II.2 Knowledge of
the industry/sector
II.3 Knowledge of
the organisation
II.4 Impact
assessment
II.5 The HR
department as a part
of the organisation
III. Managerial
III.1 Management of
self
III.2 Management of
people
III.3 Management of
resources
III.4 Management of
operations, including
outsourcing
III.5 Management of
information
III.6 Change
management
IV. Functional
IV.1 HR planning
and staffing
IV.2 Performance
management and
development
IV.3 Employee and
labour relations
IV.4 Compensation
and benefits
IV.5 Health, safety,
welfare and security
IV.6 Systems and
information
management
IV.7 Organisational
design and
development
================================================== ===============
FOCUS IS ON THE COMPETENCIES REQUIRED FOR A
SUCCESSFUL HR MANAGER?
The suggested competencies are
-initative
-personal effectiveness
-human relations handling skills
-leadership skills
-professional knowledge of HR
-adding value through people development
-continuing learning
-strategic thinking capability
-influencing
-negotiating skills
-interpersonal skills
-business / culture awareness
-service delivery
-communication [ oral/ written ]
-presentation
ETC
================================================== =============
HUMAN RESOURCE MANAGERS ARE ASSESSED IN THE FOLLOWING
AREAS DEPENDING ON THE PLACE THEY ARE LIKELY TO BE
APPOINTED.
HOW WOULD YOU DEVELOP THE PROCESS/SYSTEMS
AND HOW WOULD YOU
-manage the Equity compensation,
-handle merit pay,
-handle the healthcare benefits
-manage COBRA.[usa]
-manage , at the workplace ,Discrimination.
-develop personnel policies,
-develop the HR manuals
-develop the employee handbooks.
-manage Job analysis & personality research.
-handle Employee motivation.
-manage Continuing education.
-FLSA.[ usa]
-FMLA.[usa]
-manage Telecommuting program guidance.
-handle Salary surveys.
-handle Labor issues.
-handle Alternative staffing.
-manage Independent contractors.
-handle Blended staffing.
-manage Temp workers.
-manage Foreign nationals.
-handle Recruiting, hiring and termination issues.
-manage the employee performance appraisal/management.
-manage the exit interviews
-conduct Employee background checks.
-manage Layoff
-manage learning and development.
-handle -- Addressing worker performance.
-conduct/ manage 360 degree feedback.
-manage Disasters (all)
-manage General Management (all) Property -
-conduct Emergency Plans.
-manage OSHA (all) Regulations - ADA, EEOC, DOL, NLRB, OSHA, MSHA, US Codes.
-manage Safety Mgt (all) Security - Background Checks, Bomb Threats,
-manage Counter-Terrorism, Personal Protection, , Violence.
-manage , as more women are entering the workforce.
-manage different amenities at the workplace.
-manage as more women with children are entering the workforce.
-manage the needs of different facilities at the workplace.
-handle equal emplyment opportunites laws
-handle equal pay/ awards
-handle anti discrimination laws
-manage outsourcing of services
==============================================
HOW WILL YOU MANAGE OR CONDUCT
THE HR TOOLS.
-HR SCORECARD
-HR AUDIT
-HR METRICS
-HR BRANDING
-HR MARKETING [ internally ]
-HR KPI
-HR ACCOUNTING
-HR NUMERICALS
ETC.
===============================================
UNDER THE PROCESS, BEHIND THESE HR DEVELOPMENTAL
TOOLS.
-HR PLANNING
-MANPOWER PLANNING
-HR STRATEGIC PLANNING
-SUCCESSION PLANNING
-CAREER PLANNING
-TALENT PLANNING/RETENTION / MANAGEMENT
-HR DEVELOPMENT
-DEVELOPING LEARNING & DEVELOPMENT BUDGET
================================================== ==
HOW TO HANDLE SUCH ACTIVITIES, LIKE
-MANAGING DIVERSITY AT WORKPLACE
-MANAGING THE CHANGES IN ORGANIZATION STRUCTURE
-ALIGNING HRM WITH CORPORATE OBJECTIVES / STRATEGIES.
-CREATING/ MANAGING HR DELIVERABLES.
-HR CONTRIBUTION TO THE COMPANY'S COMPETITIVENESS.
-AUDITING YOUR OWN HR DEPARTMENT.
================================================
CAN YOU BRIEFLY EXPLAIN
-HOW/WHAT HR CAN CONTRIBUTE IN MERGERS.
-HOW/WHAT HR CAN CONTRIBUTE IN ACQUISITIONS.
-WHAT HR SYSTEMS HAVE YOU SET UP
-WHAT INTERVENTIONIST ROLE HAVE YOU PLAYED
-HOW WOULD YOU SET UP/MARKET GREENFIELD SITES IN HR.
-HOW/WHAT HR CAN MAKE CONTRIBUTION TO THE COMPANY'S
KNOWLEDGE MANAGEMENT.
-HOW WOULD YOU GO ABOUT WITH HR-SET UP IN AN ORGANIZATION.
================================================== ============
WHAT ARE THE Compendium of Current Tools and
Techniques , YOU ARE COMPETENT IN APPLYING
ON THE JOB.
AT LEAST, TAKE 5 AND WORK ON IT.
*360-degree Evaluations
*After-action Reviews
*Alternative Dispute Resolution
*Benchmarking
*Best Practices
*Boundarylessness
*Breakthrough Action Teams
*Centralization
*Chaos Theory and the New Science
*Competitive Advantage
*Contingent Work Force
*Corporate Culture
*Crisis Management
*Cross-functional Teams
*Cycle Time
*Deming System
*Dialogue Group
*Diversity
*Downsizing/Demassing
*Economic Value Added
*Employment Contracts
*Empowerment
*Enlightened Leadership
*Entrepreneurship
*Environmental Marketing
*Excellence
*Future Search
*Gain Sharing/ESOPs
*Healthy Companies
*High Performance organizations
*Horizontal Organization
*Impression Management
*Intelligent Organization
*Intrapreneurship
*IS09000
*Japanese Management
*Job Enlargement/job Enrichment
*Just-in-Time/ just-in-Case
*Lateral Thinking/Out-of-the-Box Thinking
*Laws and Principles: Murphy/Parkinson/Peter
*Lean Production/Lean and Mean
*Management by Objectives
*Management by Walking Around
*Management/Leadership Coaching/Mentoring
*Managerial Grid
*Mass Customization
*Matrix Management
*Micro-managing
*Myers-Briggs
*Networking (Personal Strategy and Structure/Information flow)
*New Paradigm Business
*One Minute Manager
*Open Book Management
*Organizational Transformation
*Outplacement/Purgatory
*Outsourcing
*Outbound
*Participative Management
*Pay--For--Performance
*Peer Appraisals/Review
*Peer Mediation/Peer Intervention Teams
*Principle-centered Leadership
*Quality
*Quality Circles
*Quality of Worklife
*Quick Response/Rapid Deployment Teams
*Reengineering
*Reinventing the Corporation
*Reinventing Government
*Restructuring
*Results-driven Quality
*Right Brain Thinking
*Rightsizing
*Scientific Management
*Self-development Group
*Self-managing Work Teams
*Servant Leadership
*Seven Habits
*Situational Leadership
*Skunkworks
*Social Responsibility
*Spirituality in Organizations
*Stakeholder Issues
*Strategic Alliances
*Stretch Goals
*Sun Tzu
*Sustainability
*Synergy
*Systems Thinking
*T-Groups
*Theory X/Y
*Theory Z
*Third Wave/Fourth Wave Organization
*Trickle Down Technology
*Transformational Leadership
*Virtual Organization
*Visions/Missions/Values
*Wellness
*Workout
*Workplace Community
*Zero-based Budgeting
================================================== ===========
SONIA,
I have no information on your background.
1.If you have a MBA hr, this will be a piece
of cake for you. All you need to do is
to put some ''x'' hours a week on developments.
2.If you are not, I will suggest pick up
-PART TIME MBA HR [ 3 YEARS]
OR
-POSTGRADUATE DIPLOMA IN HR.
==================================
Also, do an aptitude test, to see what is
you leaning and then select the subject
in which you want to focus on.
===================================
GIVE SOME THOUGHT AND LET ME
KNOW, IF I CAN HELP YOU FURTHER.
GOOD LUCK
REGARDS
LEO LINGHAM
From India, Mumbai
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