Dear Seniors,
Would like to know what should be the career path of a HR executive, who is working as HR generalist with a start up IT firm for past 2+ years? As its really difficult to get this kind of roll should this person diversify to specific rolls like employee relations or recruitment etc.?
What should be his/her aim? Where should they see themselves after 5 years?
What should be their monetary expectations according to market standards?
looking forward for reply. I believe reply on this post from experienced people will really help the less experienced people so that they can plan their career well.
Thanks and regards,
Seema
From India, New Delhi
Would like to know what should be the career path of a HR executive, who is working as HR generalist with a start up IT firm for past 2+ years? As its really difficult to get this kind of roll should this person diversify to specific rolls like employee relations or recruitment etc.?
What should be his/her aim? Where should they see themselves after 5 years?
What should be their monetary expectations according to market standards?
looking forward for reply. I believe reply on this post from experienced people will really help the less experienced people so that they can plan their career well.
Thanks and regards,
Seema
From India, New Delhi
Hi Seema
I m also in the same field as you are started my career as hr generalist in a newly started investment firm as sometimes i also have the same question. Lets see what answers we get from our seniors.
Regards
Ankit
From India, Pune
3I m also in the same field as you are started my career as hr generalist in a newly started investment firm as sometimes i also have the same question. Lets see what answers we get from our seniors.
Regards
Ankit
From India, Pune
Hi Seema and Ankit,
You have raised a very common question that must be ringing in every freshers mind that what is the scope of getting into this field..
Well the entry level remains same for almost everybody.. but the number of persons who reach to a satisfactory position within a less time is very less.
Because in present scenario Darwin's theory of "survival of the Fittest" fits very accurately.. Because out of the crowd of HR people only those reached to the top level who has changed themselves according to the required situation.
By the way the hierarchy of HR people in most of the organisation comes like this
1. Trainee HR (Fresher)
2. Executive HR (1 Yr. Exp.)
3. Sr. Executive HR (2 Yr. Exp.)
4. Asst manager HR
5. Deputy Manager HR
6. Manager HR
and so on to the level of General Manager HR.
But it totally depends on personal performance how fast one reach to the next position..
Hope it must have helped a little to solve your query..
Regards,
Amit Seth.
From India, Ahmadabad
You have raised a very common question that must be ringing in every freshers mind that what is the scope of getting into this field..
Well the entry level remains same for almost everybody.. but the number of persons who reach to a satisfactory position within a less time is very less.
Because in present scenario Darwin's theory of "survival of the Fittest" fits very accurately.. Because out of the crowd of HR people only those reached to the top level who has changed themselves according to the required situation.
By the way the hierarchy of HR people in most of the organisation comes like this
1. Trainee HR (Fresher)
2. Executive HR (1 Yr. Exp.)
3. Sr. Executive HR (2 Yr. Exp.)
4. Asst manager HR
5. Deputy Manager HR
6. Manager HR
and so on to the level of General Manager HR.
But it totally depends on personal performance how fast one reach to the next position..
Hope it must have helped a little to solve your query..
Regards,
Amit Seth.
From India, Ahmadabad
Hi Seema
How R u,coming to the point i 2 agree with Mr Amit ,but To enter into this feild one should be very creative and genarative also ,bcz he/she should in such positon to understand employee's requirements and resources and have to full it,
based on their satisfaction itself we can get more output from them that it may directly help full to the organisation
We treat emp as an Asset to the organisation
Hope,U got the point
Regards
Ramu
HR
From India, Delhi
How R u,coming to the point i 2 agree with Mr Amit ,but To enter into this feild one should be very creative and genarative also ,bcz he/she should in such positon to understand employee's requirements and resources and have to full it,
based on their satisfaction itself we can get more output from them that it may directly help full to the organisation
We treat emp as an Asset to the organisation
Hope,U got the point
Regards
Ramu
HR
From India, Delhi
Hi Amit,
Thanks for the inputs about the hierarchy. But still few points remain unanswered.
Kindly answer those as well.
1) I asked is it advisable to deviating from HR generalist profile to specific rolls like employee relations, recruitment, payroll, training etc?
2) What should be the monetary expectations? I do understand that monetary part directly depends on one's capability to some extent but we can't avoid the market standards as well. Because big companies and MNC's follow market trend and a person should be aware of the same. Kindly give some inputs on the above mentioned points as well.
Thanks and Regards,
Seema
From India, New Delhi
Thanks for the inputs about the hierarchy. But still few points remain unanswered.
Kindly answer those as well.
1) I asked is it advisable to deviating from HR generalist profile to specific rolls like employee relations, recruitment, payroll, training etc?
2) What should be the monetary expectations? I do understand that monetary part directly depends on one's capability to some extent but we can't avoid the market standards as well. Because big companies and MNC's follow market trend and a person should be aware of the same. Kindly give some inputs on the above mentioned points as well.
Thanks and Regards,
Seema
From India, New Delhi
Hie Amit,
I have been observing and reading ur replies in this community and find them crisp & informative. Based on this thread, I too would like to ask you 1 question.
Refer ur post metioning, it depends upon the person that how soon he climbs up the ladder.. I wud like to seek help as i hav 1.5 years of experience and i am working as an Asst manager HR in a small aviation set up of about 100 ppl. we no doubt are a dynamic & professional org. But sumtimes i feel shud i hav been an asst manager so early?? is it early?? coz i was a HR Exec in my previous org and here i was offered AM HR, so i grabbed it, though the package is sumwhere like of a sr. exec. Plz tell me am i going right?? what pkg normally an AM HR gets in service industry? OR an HR person like me with 1.5 yrs of exp in generalist HR role would fall in what compensation category???
A professinal HR help is really required to show me the corect path...
Regards,
Parul
From India, Delhi
I have been observing and reading ur replies in this community and find them crisp & informative. Based on this thread, I too would like to ask you 1 question.
Refer ur post metioning, it depends upon the person that how soon he climbs up the ladder.. I wud like to seek help as i hav 1.5 years of experience and i am working as an Asst manager HR in a small aviation set up of about 100 ppl. we no doubt are a dynamic & professional org. But sumtimes i feel shud i hav been an asst manager so early?? is it early?? coz i was a HR Exec in my previous org and here i was offered AM HR, so i grabbed it, though the package is sumwhere like of a sr. exec. Plz tell me am i going right?? what pkg normally an AM HR gets in service industry? OR an HR person like me with 1.5 yrs of exp in generalist HR role would fall in what compensation category???
A professinal HR help is really required to show me the corect path...
Regards,
Parul
From India, Delhi
Hi Seema..
You most welcome..
Well in my opinion one should not diversify from his/her mainstream.. i.e if someone is working in generalist profile then definitely he should stick with the same.. Otherwise the growth rate of that person would be low..
Because to get promoted one must have a depth knowledge of his field..
And changing domain may make an interruption to their career growth graph..
Regarding Monetary term you are very correct.. that one must follow the prevailing rate in the market.. Because now every big organisation make an offer keeping in view the market standard rate..
Hope now it will be clear with you..
Anyways for any further informations feel free to ask..
Regards,
Amit Seth.
From India, Ahmadabad
You most welcome..
Well in my opinion one should not diversify from his/her mainstream.. i.e if someone is working in generalist profile then definitely he should stick with the same.. Otherwise the growth rate of that person would be low..
Because to get promoted one must have a depth knowledge of his field..
And changing domain may make an interruption to their career growth graph..
Regarding Monetary term you are very correct.. that one must follow the prevailing rate in the market.. Because now every big organisation make an offer keeping in view the market standard rate..
Hope now it will be clear with you..
Anyways for any further informations feel free to ask..
Regards,
Amit Seth.
From India, Ahmadabad
Hi Parul..
First of all Congratulations..
Its not compulsory that you must cover all the ladders.. it is good that you have reached to such height in a very short span of time..
I clearly mentioned in my post that it is totally performance based, if you do well, you can reach to the high level even in a very short span of time..
Well i think its right that you have accepted the offer.. because designation counts more than monetary terms.. By the way job profile of HR- Executive & Sr. HR-Executive remains almost same...
So its a good decision...
Don't think it in monetary terms, in a span of 1.5 yrs. only you have traveled a long distance..
Well i hope you must have got your answer..
Regards,
Amit Seth.
From India, Ahmadabad
First of all Congratulations..
Its not compulsory that you must cover all the ladders.. it is good that you have reached to such height in a very short span of time..
I clearly mentioned in my post that it is totally performance based, if you do well, you can reach to the high level even in a very short span of time..
Well i think its right that you have accepted the offer.. because designation counts more than monetary terms.. By the way job profile of HR- Executive & Sr. HR-Executive remains almost same...
So its a good decision...
Don't think it in monetary terms, in a span of 1.5 yrs. only you have traveled a long distance..
Well i hope you must have got your answer..
Regards,
Amit Seth.
From India, Ahmadabad
Hi Amit,
Will u pls tell me the monetary package in terms of figure for an individual who is having 2+ yrs of experience as a HR generalist.
Awating for ur reply.
Thanks in advance
Regards,
Sivaranjani Sriram
From India, Madras
Will u pls tell me the monetary package in terms of figure for an individual who is having 2+ yrs of experience as a HR generalist.
Awating for ur reply.
Thanks in advance
Regards,
Sivaranjani Sriram
From India, Madras
Hello Sriram,
There is no any fix emolument for the person having 2+ yrs of experience.
It depends on at what Package you entered into the Industry,, if it is high then definitely you would get a better jump.. But if its low then always it will take time to get a very high emolument..
Moreover it depends on your performance as well..
Regards,
Amit Seth.
From India, Ahmadabad
There is no any fix emolument for the person having 2+ yrs of experience.
It depends on at what Package you entered into the Industry,, if it is high then definitely you would get a better jump.. But if its low then always it will take time to get a very high emolument..
Moreover it depends on your performance as well..
Regards,
Amit Seth.
From India, Ahmadabad
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