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Type: HR, Report if not a HR topic
HI Harish,
Thanks for your time and valuable reply.
Coming to the points made by you.
You said that their perceptions look juvenile to you. Yes, definitely juvenile, because as I mentioned in the beginning itself, they are the students/immature youngsters who are aspiring their Mgmt courses.
Just think of it why is it happening. You feel that people are ill informed, but the issue here is, they are not at all informed, which again puts back to my point of HR not been marketed or branded.
You can try out this with any of your neighbors, ask them what a s/w Engg does they can speak some thing (whether right or wrong that is secondary), ask them wat a Financial advisor does, definitely they can tell u that he sells some insurance, credit cards or Bank accounts which is related to some extent, ask them wat a ME does they can say, he sells some products. BUT ASK THEM WAT A HR EXECUTIVE DOES, CLUELESS. Hardly you find any one with the correct answer.
I do not blame any one for this, because our job is internal. Unlike Finance or mkting ppl, we don’t go out into market and meet outside people, but we should find some way of doing it.
Coming to comparison of compensation with a ME, if we go through any of the job satisfaction surveys these days, compensations takes 2nd place at an average score. So, if we are missing 1 component of the top 2, no doubt people will not be willing to opt their career in HR.
I was reading a topic very recently regarding placements effecting the IIM’s because of financial rescission, I was wondered to find no place for HR in the IIM’s aspirants, it says that most of the IIM candidates opt their career as a consultant in a Financial firm and second place was occupied by something else which is no where related to HR again. The reason being, HR are not paid well. We boast ourselves that IIM’s grad’s are like some super powers and they are so matured that they can change the fortunes of the companies with their talent, but their preference too finally ends up at compensation being the factor of electing a job. Just think of a poor normal MBA grad who is not well informed about a HR career.
Yes, being experienced guys, we might think of being a HR is a different attitude altogether. But, does that attitude serves today’s needs of a human being?????????? Because after all human being is also a social animal.
I don’t say youngsters these days don’t have that attitude, they definitely have it PROVIDED THEY ARE PAID WELL AND WELL RECOGNIZED IN THE SOCIETY.
Hi Harish,
My basic idea for putting this topic is not at all a debate.
Though I do not agree with you on certain terms like the compensation for a HR exe is 1.5 to 2.4 (As per my knowledge the price band is 72k to 1.4 L). I cannot provide you with facts and figures supporting my view.
But, your analysis makes me think that you have taken Deloitte as a standard, because this price band matches with the Deloitte.
Coming to my basic focus, IT IS A OPEN FACT THAT, TODAY NOT EVEN 15% OF THE ASPIRING GRAD'S ARE NOT OPTING HR AS THEIR MAJOR.
What else could be the reasons for it.
And I would appreciate if you can provide me with, what can be done to come out of such situation.
Regards
Pradeep.B
Hi Jeeta,
I absolutely go with you. In fact I appreciate you for putting what else HR is, a part from recruitment.
But, the population to which the questionnaire is targeted, is a pool of young and aspiring Graduates. Can you tell me what % of the young Grad's are starting their careers as other than recruitment??????
Today over 75% (Approx) young grad' are into recruitment in a Consultancy or a firm. For most of them, HR means Recruitment to start up with....
Regards
pradeep.B
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HR is no more a career for us (Intresting perceptions about HR career by youngsters)
Type: HR, Report if not a HR topic
Posted 06-11-2008Reply
Hi,
I was conducting a survey on why HR is taking a back seat these days when compared to other hot cakes like Finance, IT & Marketing. Let me try to put the outcomes of the survey. All the questions are open ended. And the population consists of young Post graduates undertaking the Management PG and few working HR's
1. HR is the most redundant job they have ever come through. Reasons being almost zero creativity. Creativity in people's perception today is some thing dazzling, something unpredictable, something which is gonna create a buzz in the industry and more over which is aggressive and worth creating a brand for themselves .
2. There is no money if we are gonna opt HR as a career. For most of the youngsters and new entrants into the market, compensation stands in the top three satisfactory components of a job.
3. The curriculum and the kind of professors who teach the HR in most of the B Schools are too experienced and they all have their experiences in industrial relations and labour laws, which is not the cup of tea for most of the youngsters these days.
4. INTERESTING Comment I got from one of the guys was HR is of all rules and regulations.
you don't have the freedom to express your feelings in terms of love, fun, friends..
He gave few examples, you like a beautiful girl in your org. but you cannot express your love, you wanna have fun with your friends or colleagues but you cannot do that, because these things are gonna effect the org. culture.
You wanna dress up like a super hero, ultra model, but you cannot do that, because you got the dressing etiquettes which you publish in your office and ask all the employees to follow it.
5. The standards of the HR personnels are really getting low, because if you see today's requirements for RECRUITMENT EXECUTIVES or HR Executives, which says ANY GRADUATE can apply. These kind of things are really ruining the field of HR.
There are few other constraints like, there are people who feel that HR is a girl's job, who also feel we are degrading ourselves by paying the lowest in the industry......few comparisons like a Mkting executive at fresher level depending upon his excellence can earn between 2000 - 25000 per month where in a fresher in HR, his price band stays between 4-8k or 12K at max which is not even half of other streams.
I tried to put the whole thing in a nut shell guys. I cannot share the questionnaire with you, sorry for that.
Being HR guys, I really wanna know your Say on this and any other additions to this are welcome.
Hi Pradeep, I am sure it was a questionnaire looking at the responses. One observation I made (maybe I am wrong) is the target students who took the questionnaire seem to be totally ill-informed about the industry trends. These are not aspiring management students who read voraciously and are well-informed about such things affecting their careers, their comments and views appear juvenile to me.
I dont think this is a topic worth more discussion. I do not subscribe to the idea of answering to anything and everything that somebody says. To each, his own. They are entitled to have their own opinion and I respect that.
For somebody who says that a graduate is also invited for a HR position, and that a ME earns more than a HR, I am glad these people are not going to be in HR. Just because to be in HR, we need a very different attitude, a very wholesome approach, a collaborative nature. If managing people was so easy, why do we find so many top of the rank IIT/IIMs who apparently get paid so highly, asking HR to intervene whenever there is a crisis in their own business ?
I dont think this is a topic worth more discussion. I do not subscribe to the idea of answering to anything and everything that somebody says. To each, his own. They are entitled to have their own opinion and I respect that.
For somebody who says that a graduate is also invited for a HR position, and that a ME earns more than a HR, I am glad these people are not going to be in HR. Just because to be in HR, we need a very different attitude, a very wholesome approach, a collaborative nature. If managing people was so easy, why do we find so many top of the rank IIT/IIMs who apparently get paid so highly, asking HR to intervene whenever there is a crisis in their own business ?
Gr8 that u tried to put every thing in a nutshell..........Its very true that the compensation in HR field is very low,no growth. I heard people saying"HR IS ACHAR".But let me tell u one thing HR is not of being a recruiter in a consultancy or a recruitment firm.HR is a discipline that deals with dynamic and unpredictable nature of human beings.Managing human resourcesis a tough job.If we people or HR Manager or HR Exec. are not there no one will be there to motovate the employees.Who will do the formalities of promotions?????????
No hr people no hr policies, no welfare schemes, no incentive policies...........
No training and development..........
U must be aware of issue of Bajaj Motors Close down in Akurdi.......In that case HR and IR Personnel played very important role to make every thing perfect.
HR is not achar, they are brand ambassador of any organisation.They are the mirror that reflects how the organisation is?
No hr people no hr policies, no welfare schemes, no incentive policies...........
No training and development..........
U must be aware of issue of Bajaj Motors Close down in Akurdi.......In that case HR and IR Personnel played very important role to make every thing perfect.
HR is not achar, they are brand ambassador of any organisation.They are the mirror that reflects how the organisation is?
Hi,
It all depends on the company you join as HR.In some companies HR are paid as per industry standard and in some cases it is worst too.It all depends on how we take.
Monetary wise-HR is not a good one as far as entry level concerned than that of software or any other industry.
Regards,
Arun-HR
It all depends on the company you join as HR.In some companies HR are paid as per industry standard and in some cases it is worst too.It all depends on how we take.
Monetary wise-HR is not a good one as far as entry level concerned than that of software or any other industry.
Regards,
Arun-HR
Hi pradeep,
Well the topic brings out the current happenings in the HR world, whether others agree with me or not. This survey is a fact and its time for all the HR professionals to do something about it.
Yes its true that every HR executive or Recruiter openings talks about any graduate or smetimes under graduates also. This is a fact. when there are more than 150 recruitment consulatncies in Bangalore alone, the imagine the demand. Since the demand is more and the supply is less, the alternatives of graduates are approached.
HR professionals like us need to think about leting the youngsters know about the true HR world. Why is Finance and Marketing filed preffered? Cause people know these filed. So instead of thinking that its good that these kind of youngsters are not in the HR world, we need to make them familiar about this.
When u talk about HR, the first and last thing that comes to your mind is RECRUITMENT. we cant really balme anyone because nobody would have heard about Organizational Development or Balanced scorecard etc. I think it becomes truly imporatnt that the importance about HR is made known. Like this very forum which provides us to share and understand complex HR ideas.
HR indeed is a very imporatant filed, but only those who are involved in Core HR know about it. But without HR, there is no thought of growth and development.
But i guess, it will take much more time for India to completely understand and exploit the HR world.
Sahana
Well the topic brings out the current happenings in the HR world, whether others agree with me or not. This survey is a fact and its time for all the HR professionals to do something about it.
Yes its true that every HR executive or Recruiter openings talks about any graduate or smetimes under graduates also. This is a fact. when there are more than 150 recruitment consulatncies in Bangalore alone, the imagine the demand. Since the demand is more and the supply is less, the alternatives of graduates are approached.
HR professionals like us need to think about leting the youngsters know about the true HR world. Why is Finance and Marketing filed preffered? Cause people know these filed. So instead of thinking that its good that these kind of youngsters are not in the HR world, we need to make them familiar about this.
When u talk about HR, the first and last thing that comes to your mind is RECRUITMENT. we cant really balme anyone because nobody would have heard about Organizational Development or Balanced scorecard etc. I think it becomes truly imporatnt that the importance about HR is made known. Like this very forum which provides us to share and understand complex HR ideas.
HR indeed is a very imporatant filed, but only those who are involved in Core HR know about it. But without HR, there is no thought of growth and development.
But i guess, it will take much more time for India to completely understand and exploit the HR world.
Sahana
Hi Pradeep, I am sure it was a questionnaire looking at the responses. One observation I made (maybe... See Harish's complete reply
HI Harish,
Thanks for your time and valuable reply.
Coming to the points made by you.
You said that their perceptions look juvenile to you. Yes, definitely juvenile, because as I mentioned in the beginning itself, they are the students/immature youngsters who are aspiring their Mgmt courses.
Just think of it why is it happening. You feel that people are ill informed, but the issue here is, they are not at all informed, which again puts back to my point of HR not been marketed or branded.
You can try out this with any of your neighbors, ask them what a s/w Engg does they can speak some thing (whether right or wrong that is secondary), ask them wat a Financial advisor does, definitely they can tell u that he sells some insurance, credit cards or Bank accounts which is related to some extent, ask them wat a ME does they can say, he sells some products. BUT ASK THEM WAT A HR EXECUTIVE DOES, CLUELESS. Hardly you find any one with the correct answer.
I do not blame any one for this, because our job is internal. Unlike Finance or mkting ppl, we don’t go out into market and meet outside people, but we should find some way of doing it.
Coming to comparison of compensation with a ME, if we go through any of the job satisfaction surveys these days, compensations takes 2nd place at an average score. So, if we are missing 1 component of the top 2, no doubt people will not be willing to opt their career in HR.
I was reading a topic very recently regarding placements effecting the IIM’s because of financial rescission, I was wondered to find no place for HR in the IIM’s aspirants, it says that most of the IIM candidates opt their career as a consultant in a Financial firm and second place was occupied by something else which is no where related to HR again. The reason being, HR are not paid well. We boast ourselves that IIM’s grad’s are like some super powers and they are so matured that they can change the fortunes of the companies with their talent, but their preference too finally ends up at compensation being the factor of electing a job. Just think of a poor normal MBA grad who is not well informed about a HR career.
Yes, being experienced guys, we might think of being a HR is a different attitude altogether. But, does that attitude serves today’s needs of a human being?????????? Because after all human being is also a social animal.
I don’t say youngsters these days don’t have that attitude, they definitely have it PROVIDED THEY ARE PAID WELL AND WELL RECOGNIZED IN THE SOCIETY.
Thanks Pradeep for the good reply.
If we take a look at the the HR to employee ratio in any organization, typically its 1:400 or more, in major companies. It maybe a little less in some, a little more in some. What that means is that for every HR opening, there are multiples of Marketing/Finance/etc positions.
We all know that compensation is rated 2nd, in some surveys I have seen my career, I have mostly seen it being rated 1 too. But with due respect to people's aspirations at all levels, whether they are fresh out of college or seasoned professionals, don't we all agree that compensation is skill based ?
A Finance professionals who works with a local CA earns around 2k pm whereas his college mate who joins an MNC earns anywhere between 10-15k. Both are doing a similar job, either in auditing, accounting, taxation, etc. Still the pay disparity is there. Consider an ME who has to go out all the time to sell products/concepts. If we consider marketing as a career, my experience is that though it pays more in terms of fixed plus incentives, they always long to get back to a desk job because its not a life long appealing job. Aberrations would always be there. We cannot pay similar salary to people doing different jobs. A BE or an MCA today typically starts with 3.6 lakhs pa if he is not from a premier college. An MBA from HR or Finance or Marketing starts with around 1.5-2.4 lakhs if he is not from a premier college. By premier college I mean not Tier I or Tier II colleges. For Tier I, obviously the compensation is much higher, and I feel it is only fair. Where is the discrimination against HR ?
Consider a Marketing professional starting his career. He may probably earn the same as a HR professional who starts his career in a consultancy. I do not agree that HR professionals do not get incentives. Atleast majority of the consultancies I know offer incentives for each closure. The earning potential for a HR professional in a consultancy is equal to any other professional. Where does the question of un-equal pay come here ?
When I said the responses were juvenile, I meant they are ill-informed. I cannot accept future management professionals who do not find time to research about the industry before passing their judgement on it. When we talk about branding HR per se, I agree we do not as an industry do much to promote ourselves. But any industry which is doing well is because of us. Where does HR branding come up ? I do agree with you that we lack visibility. So do those thousands of professionals who sell products or file tax returns. At the end of the day, its a job and not branding.
Finally, I feel its not just an option that has to be exercised. Its related to each person's personal strengths and ambitions. For example, a B.Com graduate doing a Testing Tools course. Would it fetch him anything ? We all know how difficult it if for non-tech graduates to make it big in the IT industry. Thats why I said to each his own. Because before selecting a specialization, its not how many number of people are opting which specialization, its about the quality and quantity of those people who have opted for it and would make it happen in their career.
I do not agree to the fact that they are youngsters. Today's youngsters do not need sermonizing like we used to in our days. I am sure majority of youngsters today use the internet to get whatever data they need and for the really curious ones, there is enough data on the internet to gather before making his choice of specialization.
Open to debate.
Cheers !!!
If we take a look at the the HR to employee ratio in any organization, typically its 1:400 or more, in major companies. It maybe a little less in some, a little more in some. What that means is that for every HR opening, there are multiples of Marketing/Finance/etc positions.
We all know that compensation is rated 2nd, in some surveys I have seen my career, I have mostly seen it being rated 1 too. But with due respect to people's aspirations at all levels, whether they are fresh out of college or seasoned professionals, don't we all agree that compensation is skill based ?
A Finance professionals who works with a local CA earns around 2k pm whereas his college mate who joins an MNC earns anywhere between 10-15k. Both are doing a similar job, either in auditing, accounting, taxation, etc. Still the pay disparity is there. Consider an ME who has to go out all the time to sell products/concepts. If we consider marketing as a career, my experience is that though it pays more in terms of fixed plus incentives, they always long to get back to a desk job because its not a life long appealing job. Aberrations would always be there. We cannot pay similar salary to people doing different jobs. A BE or an MCA today typically starts with 3.6 lakhs pa if he is not from a premier college. An MBA from HR or Finance or Marketing starts with around 1.5-2.4 lakhs if he is not from a premier college. By premier college I mean not Tier I or Tier II colleges. For Tier I, obviously the compensation is much higher, and I feel it is only fair. Where is the discrimination against HR ?
Consider a Marketing professional starting his career. He may probably earn the same as a HR professional who starts his career in a consultancy. I do not agree that HR professionals do not get incentives. Atleast majority of the consultancies I know offer incentives for each closure. The earning potential for a HR professional in a consultancy is equal to any other professional. Where does the question of un-equal pay come here ?
When I said the responses were juvenile, I meant they are ill-informed. I cannot accept future management professionals who do not find time to research about the industry before passing their judgement on it. When we talk about branding HR per se, I agree we do not as an industry do much to promote ourselves. But any industry which is doing well is because of us. Where does HR branding come up ? I do agree with you that we lack visibility. So do those thousands of professionals who sell products or file tax returns. At the end of the day, its a job and not branding.
Finally, I feel its not just an option that has to be exercised. Its related to each person's personal strengths and ambitions. For example, a B.Com graduate doing a Testing Tools course. Would it fetch him anything ? We all know how difficult it if for non-tech graduates to make it big in the IT industry. Thats why I said to each his own. Because before selecting a specialization, its not how many number of people are opting which specialization, its about the quality and quantity of those people who have opted for it and would make it happen in their career.
I do not agree to the fact that they are youngsters. Today's youngsters do not need sermonizing like we used to in our days. I am sure majority of youngsters today use the internet to get whatever data they need and for the really curious ones, there is enough data on the internet to gather before making his choice of specialization.
Open to debate.
Cheers !!!
Thanks Pradeep for the good reply.
If we take a look at the the HR to employee ratio... See Harish's complete reply
If we take a look at the the HR to employee ratio... See Harish's complete reply
Hi Harish,
My basic idea for putting this topic is not at all a debate.
Though I do not agree with you on certain terms like the compensation for a HR exe is 1.5 to 2.4 (As per my knowledge the price band is 72k to 1.4 L). I cannot provide you with facts and figures supporting my view.
But, your analysis makes me think that you have taken Deloitte as a standard, because this price band matches with the Deloitte.
Coming to my basic focus, IT IS A OPEN FACT THAT, TODAY NOT EVEN 15% OF THE ASPIRING GRAD'S ARE NOT OPTING HR AS THEIR MAJOR.
What else could be the reasons for it.
And I would appreciate if you can provide me with, what can be done to come out of such situation.
Regards
Pradeep.B
Gr8 that u tried to put every thing in a nutshell..........Its very true that the compensation in HR... See Mrs. Jeeta's complete reply
Hi Jeeta,
I absolutely go with you. In fact I appreciate you for putting what else HR is, a part from recruitment.
But, the population to which the questionnaire is targeted, is a pool of young and aspiring Graduates. Can you tell me what % of the young Grad's are starting their careers as other than recruitment??????
Today over 75% (Approx) young grad' are into recruitment in a Consultancy or a firm. For most of them, HR means Recruitment to start up with....
Regards
pradeep.B
Hi Pradeep, thanks for your analysis.
Well, I believe there is nothing wrong with a debate, as long as the exchange of info takes place. :)
However I differ with you on some points :
I have not taken Deloitte as a benchmark while mentioning the range as 1.5-2.4 for a non-premier MBA. We all know how compensation benchmarks across companies in the same industry are made. I would like to throw a little light on it, though it is not the topic in contention. A group of companies who do a SIMILAR work are pooled together and their compensation data is analysed which is banded on a percentile. Once this is done, for a particular skill, each employer decides where it wants to peg itself on the band. For example, some companies may want to peg themselves at the 25th percentile, some at the median (50th percentile, some at the 75th percentile and others at the 100th percentile. So when we are talking about different companies, for them to pooled in the benchmark surveys, the eligibility criteria would be at-par companies. We all know and understand that some firms pay 2k for the same task, and for the same task other companies pay 15k or more too. The point is, as a young graduate, do I see myself entering into a specialization considering I would aim to get into a high-paying company or a low-paying company ? To take this decision, I would need information, which I mentioned in my earlier take that it is freely available on the net. I am only saying that a young graduate is expected to have a mentor who should be able to counsel him and give him directions in getting a fair data on which he can take a balanced decision. Having said this, even if the comp data that I said belongs to one segment, I would say in the breath that even Finance and Marketing folks get paid the same or even lesser in some companies.
I reiterate again, some specializations do not warrant a large intake of students. HR has been and will remain a niche area, irrespective of the pay scales being discussed here. I once again say that the HR:employee ratio in any organization is not 1:1. When there are not enough jobs, and already a large talent pool waiting to get into jobs (both non-corporates and corporates), why should we push the intake of more graduates into HR specialization ? Havent we seen what the boom in IT has done to Btech/BE intakes across the state ? Engineering/MCA colleges have mushroomed across streets and the final result is that there are close to 6-8 lakh Btech/MCA pass outs who stay in and around SR Nagar who are searching for a break. I am sure the percentage of people in other cities would be at par or more too. These people do all kinds of computer courses in the hope that they would get a break sooner or later. Dont we all know what is the percentage of intake in MNCs and what is the ratio of people who get absorbed off-campus ? The point is, if the student fails to get into a company during campus recruitment, he/she would find it extremely difficult to get a placement. Do we want the same to happen to folks who complete their MBA with HR as specialization ? The need of the hour is not to prompt youngsters to take up HR as a specialization, but to ensure that we present the true picture of HR in front of them. Ultimately, to take up a specialization or not is an individual decision.
Also, when we conduct a survey, the results are limited to the target student population. The results would depend on a large number of factors if we dissect the criteria further, like their academic background, their family background, their exposure to the various industries, their knowledge level on current affairs, etc. The list can be endless.
I do agree with you when you say that HR lacks visibility and am sure hrlink is one of the best forums where HR professionals across the country are active on it and contribute meaningfully and effectively. I am sure we can direct youngsters to such sites where they get a lot of information about HR per se and can approach people like us if they need any input.
I am willing to mentor/coach whoever approaches me.
Cheers !!!
Well, I believe there is nothing wrong with a debate, as long as the exchange of info takes place. :)
However I differ with you on some points :
I have not taken Deloitte as a benchmark while mentioning the range as 1.5-2.4 for a non-premier MBA. We all know how compensation benchmarks across companies in the same industry are made. I would like to throw a little light on it, though it is not the topic in contention. A group of companies who do a SIMILAR work are pooled together and their compensation data is analysed which is banded on a percentile. Once this is done, for a particular skill, each employer decides where it wants to peg itself on the band. For example, some companies may want to peg themselves at the 25th percentile, some at the median (50th percentile, some at the 75th percentile and others at the 100th percentile. So when we are talking about different companies, for them to pooled in the benchmark surveys, the eligibility criteria would be at-par companies. We all know and understand that some firms pay 2k for the same task, and for the same task other companies pay 15k or more too. The point is, as a young graduate, do I see myself entering into a specialization considering I would aim to get into a high-paying company or a low-paying company ? To take this decision, I would need information, which I mentioned in my earlier take that it is freely available on the net. I am only saying that a young graduate is expected to have a mentor who should be able to counsel him and give him directions in getting a fair data on which he can take a balanced decision. Having said this, even if the comp data that I said belongs to one segment, I would say in the breath that even Finance and Marketing folks get paid the same or even lesser in some companies.
I reiterate again, some specializations do not warrant a large intake of students. HR has been and will remain a niche area, irrespective of the pay scales being discussed here. I once again say that the HR:employee ratio in any organization is not 1:1. When there are not enough jobs, and already a large talent pool waiting to get into jobs (both non-corporates and corporates), why should we push the intake of more graduates into HR specialization ? Havent we seen what the boom in IT has done to Btech/BE intakes across the state ? Engineering/MCA colleges have mushroomed across streets and the final result is that there are close to 6-8 lakh Btech/MCA pass outs who stay in and around SR Nagar who are searching for a break. I am sure the percentage of people in other cities would be at par or more too. These people do all kinds of computer courses in the hope that they would get a break sooner or later. Dont we all know what is the percentage of intake in MNCs and what is the ratio of people who get absorbed off-campus ? The point is, if the student fails to get into a company during campus recruitment, he/she would find it extremely difficult to get a placement. Do we want the same to happen to folks who complete their MBA with HR as specialization ? The need of the hour is not to prompt youngsters to take up HR as a specialization, but to ensure that we present the true picture of HR in front of them. Ultimately, to take up a specialization or not is an individual decision.
Also, when we conduct a survey, the results are limited to the target student population. The results would depend on a large number of factors if we dissect the criteria further, like their academic background, their family background, their exposure to the various industries, their knowledge level on current affairs, etc. The list can be endless.
I do agree with you when you say that HR lacks visibility and am sure hrlink is one of the best forums where HR professionals across the country are active on it and contribute meaningfully and effectively. I am sure we can direct youngsters to such sites where they get a lot of information about HR per se and can approach people like us if they need any input.
I am willing to mentor/coach whoever approaches me.
Cheers !!!
Hi,
Well, I have been following this interesting debate… almost everything is covered, however I thought of dropping in my points as well…
Pradeep, your survey is right according to many, since I do come across the same questions/doubts sometimes, regarding career growth & compensation in HR field…
I also agree that 80% would misunderstand HR as a recruiter/a teli-caller, someone who is paid to follow up/call candidates…few who seem to have more information may add up other responsibilities like: taking care of the attendance, leave management /maintaining employees’ records & other admin work…in short : “ easy back office work”
Tell me, do you need a MBA to do this?! NO…that’s the reason we see job postings without any particular qualification for this role!
Why is this?!
Imagine a very bright MBA graduate being recruited as an HR, he/she is a fresher…what roles would the Co. prefer to designate to him/her? What would be the pay!?
Can he/she have a say in the key roles, such as design/develop/modify policies/ planning the career path in different departments / analyzing & implementing trainings or team building activities/ deciding & taking part in appraisals/ interviewing a candidate, negotiating, retention, conducting an exit interview …etc… certainly NOT!
These roles are sensitive & need diplomatic approach, negotiating and convincing skills, thorough knowledge, understanding and analysis of that particular field which they work on…etc…These qualities develop by EXPERIENCE, not by holding a degree…
You need to develop step by step, the growth depends on you & the efforts you put into it…
I think it’s not right to criticize & compare an HR’s CTC with other jobs… lets not make it a fish market… it just discourages…
Harish, I completely agree with you, you had mentioned that there should be an awareness to the youngsters, much before they choose their educational path, they should study and understand the placement ratios, not every MBA graduate is well settled as an HR…there are many who have shifted to different fields, I know many who have shifted to IT, SEO, marketing, BPOs…!
There should be some serious “education”…this site could be a good start…
Warm Regards,
Diana
Well, I have been following this interesting debate… almost everything is covered, however I thought of dropping in my points as well…
Pradeep, your survey is right according to many, since I do come across the same questions/doubts sometimes, regarding career growth & compensation in HR field…
I also agree that 80% would misunderstand HR as a recruiter/a teli-caller, someone who is paid to follow up/call candidates…few who seem to have more information may add up other responsibilities like: taking care of the attendance, leave management /maintaining employees’ records & other admin work…in short : “ easy back office work”
Tell me, do you need a MBA to do this?! NO…that’s the reason we see job postings without any particular qualification for this role!
Why is this?!
Imagine a very bright MBA graduate being recruited as an HR, he/she is a fresher…what roles would the Co. prefer to designate to him/her? What would be the pay!?
Can he/she have a say in the key roles, such as design/develop/modify policies/ planning the career path in different departments / analyzing & implementing trainings or team building activities/ deciding & taking part in appraisals/ interviewing a candidate, negotiating, retention, conducting an exit interview …etc… certainly NOT!
These roles are sensitive & need diplomatic approach, negotiating and convincing skills, thorough knowledge, understanding and analysis of that particular field which they work on…etc…These qualities develop by EXPERIENCE, not by holding a degree…
You need to develop step by step, the growth depends on you & the efforts you put into it…
I think it’s not right to criticize & compare an HR’s CTC with other jobs… lets not make it a fish market… it just discourages…
Harish, I completely agree with you, you had mentioned that there should be an awareness to the youngsters, much before they choose their educational path, they should study and understand the placement ratios, not every MBA graduate is well settled as an HR…there are many who have shifted to different fields, I know many who have shifted to IT, SEO, marketing, BPOs…!
There should be some serious “education”…this site could be a good start…
Warm Regards,
Diana
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