Dear all, I'm reaching out for your advice on my career direction. After five years as an HR Generalist, I'm considering moving into either Talent Acquisition (TA) or Learning and Development (L&D).
Could you share your thoughts on:
1- The main differences between TA and L&D roles?
2- How these roles fit with HR Generalist experience?
3- Potential growth opportunities in each area?
4- Any skills I should focus on developing for a transition?
5- Your opinion on which path offers better career prospects?
6- I'd really value your insights as I make this decision.
Thanks a lot for your help!
From India, Bengaluru
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Could you share your thoughts on:
1- The main differences between TA and L&D roles?
2- How these roles fit with HR Generalist experience?
3- Potential growth opportunities in each area?
4- Any skills I should focus on developing for a transition?
5- Your opinion on which path offers better career prospects?
6- I'd really value your insights as I make this decision.
Thanks a lot for your help!
From India, Bengaluru
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Talent acquisition is a general term referring to a quality recruitment process, whereas L&D primarily focuses on training, learning, development, etc.
I have no idea about your exposure as a generalist HR. It randomly varies from organization to organization, as well as the scope of activities within the organization. As an HR Generalist, whether you have exposure in the following areas or not is very important.
Time office function, a little bit of administrative function such as canteen, security, housekeeping, etc., benefit and remuneration management, PMS, union negotiations, recruitment, disciplinary actions, etc.
If you have experience in these areas, you may consider switching to a specialized zone; otherwise, try to gain exposure in HR Generalist functions in a more effective way, even if it requires changing the existing platform.
Warm Regards,
S K Bandyopadhyay (WB, Howrah)
CEO - USD HR Solutions
+91 98310 81531
skb@usdhrs.in
www.usdhrs.in
From India, New Delhi
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409I have no idea about your exposure as a generalist HR. It randomly varies from organization to organization, as well as the scope of activities within the organization. As an HR Generalist, whether you have exposure in the following areas or not is very important.
Time office function, a little bit of administrative function such as canteen, security, housekeeping, etc., benefit and remuneration management, PMS, union negotiations, recruitment, disciplinary actions, etc.
If you have experience in these areas, you may consider switching to a specialized zone; otherwise, try to gain exposure in HR Generalist functions in a more effective way, even if it requires changing the existing platform.
Warm Regards,
S K Bandyopadhyay (WB, Howrah)
CEO - USD HR Solutions
+91 98310 81531
skb@usdhrs.in
www.usdhrs.in
From India, New Delhi
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