Hi,
Can someone guide me on the prerequisites for being an HR professional?
We have engineers, doctors, science graduates, and pharmacy personnel all aspiring to get into HR. If they can transition into HR, does it imply that anyone can enter HR without proper qualifications, or can anyone become an HR professional just by reading some books?
From a corporate perspective, there is a question that corporations often pose to candidates: if you pursued engineering, medicine, or science, and now wish to switch to HR, why? Were you too immature to decide your career path, lacked a proper plan, faced challenges finding jobs in your field, or do you believe anyone can succeed in HR? Can someone please clarify this point for me?
Except for a few MNC companies, other organizations hire individuals with various qualifications like engineering, science, pharmacy, or legal backgrounds as HR executives. Only specific MNCs adhere to the principle of requiring a pure HR-oriented educational background, typically a graduation degree combined with a full-time MBA in HR.
So, does the undergraduate degree matter? For example, does BCom + MBAHR equate to BSc + MBAHR, BBA + MBAHR, or BCA + MBAHR?
Another question arises regarding individuals who pursue an MBA in operations, HR, etc., after a technical degree (such as IIT + IIM). What is their work profile like post-MBA? Is it technical, administrative, managerial, or a blend of both? If it's a mix, to what extent does the role involve technical expertise versus managerial responsibilities?
Thank you.
From India, Pune
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57Can someone guide me on the prerequisites for being an HR professional?
We have engineers, doctors, science graduates, and pharmacy personnel all aspiring to get into HR. If they can transition into HR, does it imply that anyone can enter HR without proper qualifications, or can anyone become an HR professional just by reading some books?
From a corporate perspective, there is a question that corporations often pose to candidates: if you pursued engineering, medicine, or science, and now wish to switch to HR, why? Were you too immature to decide your career path, lacked a proper plan, faced challenges finding jobs in your field, or do you believe anyone can succeed in HR? Can someone please clarify this point for me?
Except for a few MNC companies, other organizations hire individuals with various qualifications like engineering, science, pharmacy, or legal backgrounds as HR executives. Only specific MNCs adhere to the principle of requiring a pure HR-oriented educational background, typically a graduation degree combined with a full-time MBA in HR.
So, does the undergraduate degree matter? For example, does BCom + MBAHR equate to BSc + MBAHR, BBA + MBAHR, or BCA + MBAHR?
Another question arises regarding individuals who pursue an MBA in operations, HR, etc., after a technical degree (such as IIT + IIM). What is their work profile like post-MBA? Is it technical, administrative, managerial, or a blend of both? If it's a mix, to what extent does the role involve technical expertise versus managerial responsibilities?
Thank you.
From India, Pune
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Dear Friend,
You have raised a very good point. Even I had this doubt initially, but now I understand.
A perfect HR professional is someone who can handle any type of situation regardless of their academic background.
Nowadays, we are seeing individuals with MBA, engineering, and other backgrounds entering the HR field. In the past, when organizations established their HR departments, it was often a person who had a degree in any field but possessed relevant experience and exceptional people skills who was chosen to lead HR.
Today, we see HR professionals with diverse educational qualifications such as engineering or medical backgrounds. Companies seek candidates with a range of talents. Individuals with degrees in arts or commerce may struggle to grasp technical terms, which is why many multinational corporations prefer candidates with engineering or technical backgrounds.
HR is a subject rooted in psychology. Our primary goal is to manage diverse groups of people, respect their cultures, and motivate them to give their best effort.
I hope you understand my perspective.
Thank you for your valuable time.
Please forgive any mistakes I may have made, and feel free to provide suggestions.
Regards,
Sai Prasad
From India, Hyderabad
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You have raised a very good point. Even I had this doubt initially, but now I understand.
A perfect HR professional is someone who can handle any type of situation regardless of their academic background.
Nowadays, we are seeing individuals with MBA, engineering, and other backgrounds entering the HR field. In the past, when organizations established their HR departments, it was often a person who had a degree in any field but possessed relevant experience and exceptional people skills who was chosen to lead HR.
Today, we see HR professionals with diverse educational qualifications such as engineering or medical backgrounds. Companies seek candidates with a range of talents. Individuals with degrees in arts or commerce may struggle to grasp technical terms, which is why many multinational corporations prefer candidates with engineering or technical backgrounds.
HR is a subject rooted in psychology. Our primary goal is to manage diverse groups of people, respect their cultures, and motivate them to give their best effort.
I hope you understand my perspective.
Thank you for your valuable time.
Please forgive any mistakes I may have made, and feel free to provide suggestions.
Regards,
Sai Prasad
From India, Hyderabad
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Hi, I am a new member of Citehr from Dubai. When I saw nobody reply to you, I decided to write for you...!
When we are hiring a Construction Engineer, we look for a BSc in Civil Engineering along with experience. For accountants, we prefer candidates with a B.Com, M.Com, or CA degree, coupled with relevant experience. Therefore, in my opinion, HR professionals should hold an MBA in HR and have experience.
Regards, M. Kashif HR Assistant
From United Arab Emirates, Dubai
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When we are hiring a Construction Engineer, we look for a BSc in Civil Engineering along with experience. For accountants, we prefer candidates with a B.Com, M.Com, or CA degree, coupled with relevant experience. Therefore, in my opinion, HR professionals should hold an MBA in HR and have experience.
Regards, M. Kashif HR Assistant
From United Arab Emirates, Dubai
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Hi,
I am also working as an HR Executive. My degree is B.Sc. (Computer Science + Statistics) along with an MBA in IT. The main aspect of HR is managing people. I work in the IT industry where they require HR executives with a technical background. That's why they are hiring technical individuals in HR roles.
I have experience in recruitment and training, among other areas. In HR, knowledge plays a vital role.
Thanks,
Manish
From United States, Falls Church
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I am also working as an HR Executive. My degree is B.Sc. (Computer Science + Statistics) along with an MBA in IT. The main aspect of HR is managing people. I work in the IT industry where they require HR executives with a technical background. That's why they are hiring technical individuals in HR roles.
I have experience in recruitment and training, among other areas. In HR, knowledge plays a vital role.
Thanks,
Manish
From United States, Falls Church
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Dear Manish,
I cannot fully agree with you. If you say so, it would probably be impossible to switch industries for HR professionals as technical knowledge may differ from industry to industry. HR is quite a different subject. You cannot compare it with others, since it deals with human beings.
The problem mainly lies in recruitment, which is one of the functions in HR. In major organizations, there will be a recruitment team. Usually, they are very updated with recent trends in technologies, domains, and other aspects of industry practices. During recruitments, the first round is typically conducted by technical departments, and if necessary, a second round as well. This is followed by an HR round, which ultimately determines the merit of the candidate to be employed.
MNCs are seeking highly educated HR professionals because the present scenario demands more from every person, and HR is no exception. They need to have high leadership capabilities to deal with different cultures, departments, and locations across the globe to achieve the organization's goals.
In India, it is not mandatory to employ a professionally qualified HR person in an organization, unlike a finance professional whose qualifications are governed by law. As the headcount increases, this becomes more common. Therefore, nobody is concerned about the qualifications of an HR person.
Although HR qualifications can greatly help a person excel in HR, I have seen many managers perform exceptionally well without pure HR degrees. In my opinion, HR qualifications are undoubtedly important, and at the same time, one needs to develop management skills in addition to qualifications to become a highly successful HR professional.
From India, Thiruvananthapuram
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I cannot fully agree with you. If you say so, it would probably be impossible to switch industries for HR professionals as technical knowledge may differ from industry to industry. HR is quite a different subject. You cannot compare it with others, since it deals with human beings.
The problem mainly lies in recruitment, which is one of the functions in HR. In major organizations, there will be a recruitment team. Usually, they are very updated with recent trends in technologies, domains, and other aspects of industry practices. During recruitments, the first round is typically conducted by technical departments, and if necessary, a second round as well. This is followed by an HR round, which ultimately determines the merit of the candidate to be employed.
MNCs are seeking highly educated HR professionals because the present scenario demands more from every person, and HR is no exception. They need to have high leadership capabilities to deal with different cultures, departments, and locations across the globe to achieve the organization's goals.
In India, it is not mandatory to employ a professionally qualified HR person in an organization, unlike a finance professional whose qualifications are governed by law. As the headcount increases, this becomes more common. Therefore, nobody is concerned about the qualifications of an HR person.
Although HR qualifications can greatly help a person excel in HR, I have seen many managers perform exceptionally well without pure HR degrees. In my opinion, HR qualifications are undoubtedly important, and at the same time, one needs to develop management skills in addition to qualifications to become a highly successful HR professional.
From India, Thiruvananthapuram
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Hi Binu,
I agree with you. What I have observed in today's scenario is that organizations are looking for "skills" rather than degree subjects. I have a very good command of HR training, but I don't have a degree. I think it's all about "skills."
Thanks,
Manish
From United States, Falls Church
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I agree with you. What I have observed in today's scenario is that organizations are looking for "skills" rather than degree subjects. I have a very good command of HR training, but I don't have a degree. I think it's all about "skills."
Thanks,
Manish
From United States, Falls Church
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Then I suppose HR is more of a skill-based, rather than knowledge-based.
As far as technical recruitments are concerned, HR is not supposed to ask technical questions to candidates as there is a separate technical team for that, i.e. dept head, etc. The candidate is more intelligent than HR in technical terms.
Still, how come the HR has the right in final decision-making since it itself cannot ascertain the knowledge of the candidate? Many times, it happens that the dept head selects the candidate and HR rejects him, and sometimes fights occur between the dept head and HR wherein HR is accused of rejecting without cause, as the dept head is satisfied with technical competence, and our HR is satisfied with loyalty.
From India, Pune
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As far as technical recruitments are concerned, HR is not supposed to ask technical questions to candidates as there is a separate technical team for that, i.e. dept head, etc. The candidate is more intelligent than HR in technical terms.
Still, how come the HR has the right in final decision-making since it itself cannot ascertain the knowledge of the candidate? Many times, it happens that the dept head selects the candidate and HR rejects him, and sometimes fights occur between the dept head and HR wherein HR is accused of rejecting without cause, as the dept head is satisfied with technical competence, and our HR is satisfied with loyalty.
From India, Pune
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Would this thread discourage the students doing MBA when they know that in India, there is no respect for their degree, only skills are required. :( :( :( :( :( :( :( :cry: :cry: :cry: :cry: :cry: :cry:
No knowledge is required. Because an MBA is not recognized as a Graduate with some good communication skills, and my personal experience tells that HR absolutely is like hoteling, travel wherein only skills are required. What do you guys have to say :roll: :roll: :roll: :roll: :roll: :roll: :roll:
From India, Pune
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No knowledge is required. Because an MBA is not recognized as a Graduate with some good communication skills, and my personal experience tells that HR absolutely is like hoteling, travel wherein only skills are required. What do you guys have to say :roll: :roll: :roll: :roll: :roll: :roll: :roll:
From India, Pune
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Hi all,
It seems we are going back to the age-old argument as to whether one should look for qualifications, skills, or experience. In my career, I have become somebody by virtue of the circumstances. When I get qualified for the same, I find myself doing something else. In short, in the past 20 years, I have started doing something and then registered to check whether the theory base for what I was doing is correct—strange. But, I strongly feel that there are certain fundamental personal traits that will dictate what a person can or cannot do, and the rest, like experience and qualifications, will help sharpen the result-orientedness of that trait. I may be wrong (humility).
S.K. Sundararajan
From India, Madras
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It seems we are going back to the age-old argument as to whether one should look for qualifications, skills, or experience. In my career, I have become somebody by virtue of the circumstances. When I get qualified for the same, I find myself doing something else. In short, in the past 20 years, I have started doing something and then registered to check whether the theory base for what I was doing is correct—strange. But, I strongly feel that there are certain fundamental personal traits that will dictate what a person can or cannot do, and the rest, like experience and qualifications, will help sharpen the result-orientedness of that trait. I may be wrong (humility).
S.K. Sundararajan
From India, Madras
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I had seen an advertisement a few days back: "NO MBA, PLEASE." At that time, I really started thinking about what I have studied in HR. Am I implementing anything, or am I doing what my MD wants me to do? I mean to say HR is a department where all seniors interfere, whereas in technical roles, they cannot speak up.
In my meetings, everyone with authority talks about HR as if they know everything about it, whether it's salary breakdowns, PF, or procedures. That's why people get into HR without knowing or having experience.
From India, Mumbai
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In my meetings, everyone with authority talks about HR as if they know everything about it, whether it's salary breakdowns, PF, or procedures. That's why people get into HR without knowing or having experience.
From India, Mumbai
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