Hey IR can be referred to as HARD HR, whereas other aspects are considered SOFT HR. If you work in the IR field, you may find yourself limited to the manufacturing sector exclusively. IT & ITES industries may not readily offer opportunities, even if you possess the necessary skills and qualifications.
To be a part of IR, one must exhibit toughness and resilience. Additionally, a solid understanding of labor laws and compliance is essential.
From India, Madras
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45To be a part of IR, one must exhibit toughness and resilience. Additionally, a solid understanding of labor laws and compliance is essential.
From India, Madras
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Hi krishna, As per my knowledge would give you more exposure in HR domain and ultimately your demand in the market increases. Regards, Santosh
From India, Bangalore
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From India, Bangalore
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Your somewhat true, but working on the IR side is not advisable according to present job market conditions. Good salary and challenging roles are only available in the IT and ITES sectors at the moment. Similarly, pharmaceutical and other related fields are also lucrative.
This is all I am sharing based on my experience and the experiences of my friends and colleagues.
Regards,
GOPALA KRISHNA
From India, Madras
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This is all I am sharing based on my experience and the experiences of my friends and colleagues.
Regards,
GOPALA KRISHNA
From India, Madras
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Hi Santosh,
I have sent you an attached email regarding the HR Generalist role. It's no longer static. The HR role has become very dynamic, focusing more on influencing strategic and business activities.
Apart from the basic HR activities, other tasks are dynamic and vary from industry to industry. This is a positive sign for all HR professionals. Please study the file I have attached and get back to me.
Regards,
GOPALA KRISHNA
From India, Madras
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I have sent you an attached email regarding the HR Generalist role. It's no longer static. The HR role has become very dynamic, focusing more on influencing strategic and business activities.
Apart from the basic HR activities, other tasks are dynamic and vary from industry to industry. This is a positive sign for all HR professionals. Please study the file I have attached and get back to me.
Regards,
GOPALA KRISHNA
From India, Madras
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Hi!
Today, the perception of IR has changed to Employee Welfare. Nowadays, in every company, we have it not only in the manufacturing sector. All the companies are complying with acts like the Shops and Establishment Act, PF, Gratuity, ESI, and Contract Labor License. Now, all these are for employee welfare. For this, you don't need to be tough; in fact, be soft and empathetic so that you can help your employees through these welfare measures which the government has implemented.
Thank you,
Shilpa
From India, Bangalore
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Today, the perception of IR has changed to Employee Welfare. Nowadays, in every company, we have it not only in the manufacturing sector. All the companies are complying with acts like the Shops and Establishment Act, PF, Gratuity, ESI, and Contract Labor License. Now, all these are for employee welfare. For this, you don't need to be tough; in fact, be soft and empathetic so that you can help your employees through these welfare measures which the government has implemented.
Thank you,
Shilpa
From India, Bangalore
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hey Shilpa, I agree with you totally. In fact I have experienced the same. Regards, Santosh Verma.
From India, Bangalore
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From India, Bangalore
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Hey Shilpa, The attachment is already there on the 1st page of this topic. Regards, Santosh Verma.
From India, Bangalore
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From India, Bangalore
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Hi Shilpa,
Good to see and know that you are working on "The very" in and happening topics. Shilpa, please understand that what you come up with is very important for the entire workforce.
I would suggest the following:
For The Recruitment Process:
Have a list of various positions in an organization. We, in fact, sit with 4-5 co-related people to find out the job responsibilities/accountabilities. Ideally, this takes at least 3-4 hours per job role.
Then work on the associated skills required and decide on the assessments required. When appraisals are related to KRAs, this process, though strenuous, is absolutely important to ensure that clarity is arrived at.
Assessments in the recruitment process make the work easy. We not only have the CVs of the candidates, but we also have their assessments. So we can shortlist easily. As in an earlier post in another forum of CiteHr, someone had quoted as saying 12K per person is spent during the recruitment process for certain positions. Assessments can help in reducing the cost and steps involved, and mainly the stress on the interviewer and interviewee to a great extent. For this process, trained behavioral analysts should be present. It is not difficult for anyone to get trained, and we conduct monthly training sessions. So actually, initially, though there is some effort, we find companies can operate independently very soon.
In the Case of Development of an Individual:
In the case of career development, the role and accountability are to be understood and evaluated. His/her senior is to be also involved. Relevant assessment is conducted, and the person is debriefed with areas where improvement or toning down is required.
I am sure many will ask, "How can I change and why?!" But the truth is each of us is learning something new every day, isn't it? The trying situation presently is very subtle but clear in the message of... adapt or leave. To change this scenario, developed countries have adopted scientific methods that are reliable to help individuals understand from within and then move on. In fact, seeing the adapted graph of an individual, one can say whether the respective individual is undergoing too much stress for adapting or is having a difficult time personally or is dealing with a very challenging boss. So, this is the case of identifying the right problem in the first place. Then the individual can work to improve in specific areas.
If the whole process sounds long and confusing, feel free to call me and clarify. I am very eager to know your findings. I suggest please go through the whole process without any bias.
All the best!
Sujatha Suresh
Partnering for Quality of Life
Head-Training and Assessments; M: 98408 54301
Pravarra
Adyar
Chennai
From India, Bhilai
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Good to see and know that you are working on "The very" in and happening topics. Shilpa, please understand that what you come up with is very important for the entire workforce.
I would suggest the following:
For The Recruitment Process:
Have a list of various positions in an organization. We, in fact, sit with 4-5 co-related people to find out the job responsibilities/accountabilities. Ideally, this takes at least 3-4 hours per job role.
Then work on the associated skills required and decide on the assessments required. When appraisals are related to KRAs, this process, though strenuous, is absolutely important to ensure that clarity is arrived at.
Assessments in the recruitment process make the work easy. We not only have the CVs of the candidates, but we also have their assessments. So we can shortlist easily. As in an earlier post in another forum of CiteHr, someone had quoted as saying 12K per person is spent during the recruitment process for certain positions. Assessments can help in reducing the cost and steps involved, and mainly the stress on the interviewer and interviewee to a great extent. For this process, trained behavioral analysts should be present. It is not difficult for anyone to get trained, and we conduct monthly training sessions. So actually, initially, though there is some effort, we find companies can operate independently very soon.
In the Case of Development of an Individual:
In the case of career development, the role and accountability are to be understood and evaluated. His/her senior is to be also involved. Relevant assessment is conducted, and the person is debriefed with areas where improvement or toning down is required.
I am sure many will ask, "How can I change and why?!" But the truth is each of us is learning something new every day, isn't it? The trying situation presently is very subtle but clear in the message of... adapt or leave. To change this scenario, developed countries have adopted scientific methods that are reliable to help individuals understand from within and then move on. In fact, seeing the adapted graph of an individual, one can say whether the respective individual is undergoing too much stress for adapting or is having a difficult time personally or is dealing with a very challenging boss. So, this is the case of identifying the right problem in the first place. Then the individual can work to improve in specific areas.
If the whole process sounds long and confusing, feel free to call me and clarify. I am very eager to know your findings. I suggest please go through the whole process without any bias.
All the best!
Sujatha Suresh
Partnering for Quality of Life
Head-Training and Assessments; M: 98408 54301
Pravarra
Adyar
Chennai
From India, Bhilai
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