Dear Divya,
I am fully aware of the situation you are in.
This situation arises in companies where the workforce are in large numbers and the HR department's function is divided amongst many HR professionals.
Some companies follow the concept of job rotation amongst the department. But in my opinion many of them have dispensed with this because the attrition of HR professionals are also on the rise (Sorry for quoting this).
In my opinion if you are working in a company with a large workforce the chances of your getting an opportunity to work in other functions may be bleak.
So if it is possible you can venture in smaller organisation with lesser workforce. But the danger may not have proper guidance from any HR professional in the organisation (As you may have to handle more responsiblities).
If this suits you, then you can look for such opportunities.
Communicate amongst the HR network your skill sets and wait for the right opportunity. There are plenty of opportunities for aspiring professionals like you. These days it is difficult to find employees willing to stretch themselves in areas beyond their functions and you approach is excellent.
We are all there. Keep communicating
M.V.KANNAN
From India, Madras
257I am fully aware of the situation you are in.
This situation arises in companies where the workforce are in large numbers and the HR department's function is divided amongst many HR professionals.
Some companies follow the concept of job rotation amongst the department. But in my opinion many of them have dispensed with this because the attrition of HR professionals are also on the rise (Sorry for quoting this).
In my opinion if you are working in a company with a large workforce the chances of your getting an opportunity to work in other functions may be bleak.
So if it is possible you can venture in smaller organisation with lesser workforce. But the danger may not have proper guidance from any HR professional in the organisation (As you may have to handle more responsiblities).
If this suits you, then you can look for such opportunities.
Communicate amongst the HR network your skill sets and wait for the right opportunity. There are plenty of opportunities for aspiring professionals like you. These days it is difficult to find employees willing to stretch themselves in areas beyond their functions and you approach is excellent.
We are all there. Keep communicating
M.V.KANNAN
From India, Madras
Re: Additional Responsibility
Hi Cite members,
I am employed in a manufacturing company with a strength of 500 employees since 15 years. I have completed BA,PG dip in PM&IR, MHRM ,DLL. Last year I have completed International MBA specialization in HR through Executive Programme.My current profile is handling administration, welfare( Canteen, Issuance of all welfare items, Mediclaim ),Recruitment,Induction, Exit formalities. In addition to this Since this April I was assigned to handle PMS from recent 2months I am handling Compensation & Benefits.
Since I am handling more activites my management has decided to pull all admn related activities and to focus on core HR operations.
How to become expertise in core HR activities like PMS, Talent acquisiton & Compensation and benefits. Should I undergo any special training. My corporte HR is insisting to become strong in concepts
I need suggestion from our members which is required for my transition from admn to core HR
Regds
Bagavathi123
From India, Hosur
Hi Cite members,
I am employed in a manufacturing company with a strength of 500 employees since 15 years. I have completed BA,PG dip in PM&IR, MHRM ,DLL. Last year I have completed International MBA specialization in HR through Executive Programme.My current profile is handling administration, welfare( Canteen, Issuance of all welfare items, Mediclaim ),Recruitment,Induction, Exit formalities. In addition to this Since this April I was assigned to handle PMS from recent 2months I am handling Compensation & Benefits.
Since I am handling more activites my management has decided to pull all admn related activities and to focus on core HR operations.
How to become expertise in core HR activities like PMS, Talent acquisiton & Compensation and benefits. Should I undergo any special training. My corporte HR is insisting to become strong in concepts
I need suggestion from our members which is required for my transition from admn to core HR
Regds
Bagavathi123
From India, Hosur
Dear Bagavathi,
Transition from Administration to HR for you will be relatively easy as you would have built the rapport of all employees in the organisation. The reason is you have handled recruitment, induction, Welfare etc and you have been in the organisation long enough and if my understanding is correct you ought to have recruited almost than 60% of the existing workforce.
The new role will only further the process of getting closer to the employees.
I wish to suggest the following for you to pursue your career in HR.
PMS
1. Try and draw the roles and responsiblities for each and every individual in the organisation. (For this you need to know the work performed by the individuals in great detail). These roles and responsibilities should be specific to the individuals there can be a slight overlap but there must be absolute clarity on who is going to do what.
2. Having done this fix the Key Result Areas (KRA) or Key Performance Indicators (KPI). These are factors that are broadly drawn from the roles and responsibilities of individuals. In short these are targets set for the individual on certain factors (generally 5 factors). These factors will be measured on quarterly/ half yearly/ annual basis and based on the achievements scores are assigned (the scores are infact predetermined while fixing KRA's). Based on the scores the performance is assessed.
6. It will require a lot of persuasive skills as in general we tend to do it only in the 11th Hour.
TALENT ACQUISITION
1. As you are already exposed to recruitment this is very simple. You need to identify the right candidates based on the Roles and responsibilities that you have fixed for each position.
2. Here I would recommend that you sit through the technical assessments as well because, you will pick up the basic technical skills needed for the position and you can infact screen candidates for these basic technical skills before presenting them to the technical committee.
Compensation and Benefits
1. Interaction with the fellow HR professionals in the neighbourhood will be of great use as this will facilitate you to obtain information on the compensation and benefits payable in these industries.
2. It will also be worthwhile to keep recording the C & B packages received by candidates appearing for the interview. This will give you great insight on the manner in which C & B is being offered by industries similar to yours.
There are tons and tons of information available on the internet and this will certainly guide you a lot more.
There is nothing like practical exposure.
ALL THE VERY BEST IN YOUR NEW ASSIGNMENT!!!!
M.V.KANNAN
From India, Madras
Transition from Administration to HR for you will be relatively easy as you would have built the rapport of all employees in the organisation. The reason is you have handled recruitment, induction, Welfare etc and you have been in the organisation long enough and if my understanding is correct you ought to have recruited almost than 60% of the existing workforce.
The new role will only further the process of getting closer to the employees.
I wish to suggest the following for you to pursue your career in HR.
PMS
1. Try and draw the roles and responsiblities for each and every individual in the organisation. (For this you need to know the work performed by the individuals in great detail). These roles and responsibilities should be specific to the individuals there can be a slight overlap but there must be absolute clarity on who is going to do what.
2. Having done this fix the Key Result Areas (KRA) or Key Performance Indicators (KPI). These are factors that are broadly drawn from the roles and responsibilities of individuals. In short these are targets set for the individual on certain factors (generally 5 factors). These factors will be measured on quarterly/ half yearly/ annual basis and based on the achievements scores are assigned (the scores are infact predetermined while fixing KRA's). Based on the scores the performance is assessed.
6. It will require a lot of persuasive skills as in general we tend to do it only in the 11th Hour.
TALENT ACQUISITION
1. As you are already exposed to recruitment this is very simple. You need to identify the right candidates based on the Roles and responsibilities that you have fixed for each position.
2. Here I would recommend that you sit through the technical assessments as well because, you will pick up the basic technical skills needed for the position and you can infact screen candidates for these basic technical skills before presenting them to the technical committee.
Compensation and Benefits
1. Interaction with the fellow HR professionals in the neighbourhood will be of great use as this will facilitate you to obtain information on the compensation and benefits payable in these industries.
2. It will also be worthwhile to keep recording the C & B packages received by candidates appearing for the interview. This will give you great insight on the manner in which C & B is being offered by industries similar to yours.
There are tons and tons of information available on the internet and this will certainly guide you a lot more.
There is nothing like practical exposure.
ALL THE VERY BEST IN YOUR NEW ASSIGNMENT!!!!
M.V.KANNAN
From India, Madras
Dear Kannan,
I am working for a medium size or.,i joined here almost 2.5 yrs back.Slow and steady the number of employees has increased.We have made a lot of cahanges in the org since joined.The best part is the management is considerate enough to implement suggestions that could be fruitful.Always wished a designation in the same co but not sure if possible.Also,in case of smaller co(esp BPO) the survival also is a question mark sometimes.............
Thanks a lot for all the suggestions.
In case you come across any day shift openings with a wider role in Chennai ,plz let me know.
Regards,
Divya
From India, Madras
I am working for a medium size or.,i joined here almost 2.5 yrs back.Slow and steady the number of employees has increased.We have made a lot of cahanges in the org since joined.The best part is the management is considerate enough to implement suggestions that could be fruitful.Always wished a designation in the same co but not sure if possible.Also,in case of smaller co(esp BPO) the survival also is a question mark sometimes.............
Thanks a lot for all the suggestions.
In case you come across any day shift openings with a wider role in Chennai ,plz let me know.
Regards,
Divya
From India, Madras
Dear Divya,
I still need a clarification. In your initial posting you have mentioned that you have been exposed to hard core recruitments but in your recent posting you have mentioned that you have joined this organisation 2.5 years back.
If your previous statement of 3.5 years is correct then you have changed 2 jobs in a span of 3.5 years which in my opinion will not benefit you in the long run.
However, if your recent statement of 2.5 years is correct, in my opinion it is too short a period to feel that you have grown out of this function. For your information I have been doing recruitments for the past 25 years and it is becoming increasingly difficult for me to hire employees and more importantly retain them in the organisation.
So it would be wise on your part to stay on in your current organisation for atleast one more year before you look for a change.
You can certainly look at enhancing yourself by being present during the technical interviews also and assess the basic technical needs of different departments and then screen candidates for these basic technical needs before presenting candidates before the respective technical committee.
I am sure that many of the members interacting in this forum (Rajkumar, Abbas, Sreekanth, smbhappy) would have been in companies long enough because their interactions indicate the depth to which they have gone to analyse cases.
So this advise is in your interest. Please look at it from the right perspective. You are the future HR for growing organisation so your stability is very important.
ALL THE VERY BEST!!!
M.V.KANNAN
From India, Madras
I still need a clarification. In your initial posting you have mentioned that you have been exposed to hard core recruitments but in your recent posting you have mentioned that you have joined this organisation 2.5 years back.
If your previous statement of 3.5 years is correct then you have changed 2 jobs in a span of 3.5 years which in my opinion will not benefit you in the long run.
However, if your recent statement of 2.5 years is correct, in my opinion it is too short a period to feel that you have grown out of this function. For your information I have been doing recruitments for the past 25 years and it is becoming increasingly difficult for me to hire employees and more importantly retain them in the organisation.
So it would be wise on your part to stay on in your current organisation for atleast one more year before you look for a change.
You can certainly look at enhancing yourself by being present during the technical interviews also and assess the basic technical needs of different departments and then screen candidates for these basic technical needs before presenting candidates before the respective technical committee.
I am sure that many of the members interacting in this forum (Rajkumar, Abbas, Sreekanth, smbhappy) would have been in companies long enough because their interactions indicate the depth to which they have gone to analyse cases.
So this advise is in your interest. Please look at it from the right perspective. You are the future HR for growing organisation so your stability is very important.
ALL THE VERY BEST!!!
M.V.KANNAN
From India, Madras
Dear Kannan,
I started my HR Career with a recruitment consultancy where i worked for 8 mths.Then i joined my current organisation in April 2008 and i am currently with them.
We recruit only non Technical ppl.Hence there is no such possibility to sit through technical interview.
As far as recruitment are concerned,i have a sat through the interviews by the campaign manager and even by the management and also Initially a part of training to enable retention.
Regards,
Divya
From India, Madras
I started my HR Career with a recruitment consultancy where i worked for 8 mths.Then i joined my current organisation in April 2008 and i am currently with them.
We recruit only non Technical ppl.Hence there is no such possibility to sit through technical interview.
As far as recruitment are concerned,i have a sat through the interviews by the campaign manager and even by the management and also Initially a part of training to enable retention.
Regards,
Divya
From India, Madras
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.
Social responsibility lecture.pdf
Next Time You Think Life is Hard.doc