hi, everybody
I m a new entrant to Citehr. This is one the most informative and update site on any kind of HR related issues.
I wanted a suggestion from the senior members
I am a Post graduate in Personnel Management.I m presently working with a software company based in Pune as a HR executive.
I was thinking about pursuing some further degree in HR.
Can anyone guide me whether i should do a PGDBA course from Symbiosis distance learning would be a good option? OR MA Psychology
Or some better parttime education which i can pursue with my job.
regards
skg
From India, Pune
4I m a new entrant to Citehr. This is one the most informative and update site on any kind of HR related issues.
I wanted a suggestion from the senior members
I am a Post graduate in Personnel Management.I m presently working with a software company based in Pune as a HR executive.
I was thinking about pursuing some further degree in HR.
Can anyone guide me whether i should do a PGDBA course from Symbiosis distance learning would be a good option? OR MA Psychology
Or some better parttime education which i can pursue with my job.
regards
skg
From India, Pune
Hi SKG,
Thanks!! we look forward to your inputs to enrich this site...
Tell me one thing what exactly you have in mind?..as you are well qualified by professional ...
To pursue higher education is welcome..it adds to your skill sets..
The way i see it its got more to do than your approach to career..
May we share come thoughts on this?..it may help..
10 Tips for Managing Your Career
If you're not satisfied, you're not going to work as hard, and your career is likely to stall out.
By Samuel Greengard
--------------------------------------------------------------------------------
These tips can take your career to a higher gear:
a.. Seek personal satisfaction.
If you're not satisfied, you're not going to work as hard, and your career is likely to stall out. Gary Krauthamer, an executive search expert, points out that happiness isn't the same thing as personal satisfaction. "It's unrealistic to think that you're supposed to be happy at work all the time. That's simply unrealistic."
b.. Master your job and do excellent work.
It sounds simple enough, but negativity and boredom often lead to a downturn in quality, says Steve MacGill, an HR consultant with Chicago-based Ernst & Young. And, at the senior HR level, there's no room for inefficiency.
c.. Set goals.
Have an idea where you want to go with your career. Once you do that, you'll focus on finding ways to achieve your goal. If one opportunity doesn't work out, another will.
d.. Learn and grow.
Scottsdale, Arizona-based HR management consultant Bob Marshall points out the ideal HR executive or manager of the '90s is a senior generalist who understands both a wide range of HR functions and the business. "If you can't become a strategic partner and sit at the table, you've missed the train."
e.. Be flexible.
The workplace is changing rapidly, and the human side of the equation is gaining more attention than ever. Jim Stewart, a senior consultant for Boston-based Watson Wyatt Worldwide, argues that flexibility is sometimes more important than actual knowledge. Organizations need individuals who can adapt and get up to speed quickly, he says.
f.. Develop a network.
Yes, top HR professionals are recruited aggressively. But many of the best jobs come from a network of colleagues-those who know about great positions when they become available. Professional contacts can prove invaluable and help everyone realize gains.
g.. Don't just look vertically, look horizontally.
"At times the best moves are lateral," says Stewart. "There isn't any change in pay, there's no new title or fancier office. [Individuals] gain valuable experience that will benefit them and allow personal and professional growth." Adds Marshall: "What initially seems like a lateral move may eventually turn out to be the basis for a big vertical move. It's simply laying the groundwork."
h.. Understand your company's goals.
The better you know your company, the more likely you are to succeed.
i.. Evaluate your career regularly.
It's not a good idea to change companies every eight months. But it might not be a good idea to slip into a pair of golden handcuffs either. Experts say it's now acceptable to change firms once every three to five years. The most important thing, says Marshall, is to make sure you get the experience and exposure you need to succeed.
j.. Look before you leap.
If you decide to make a move, learn everything possible about that company. Ask important questions during interviews, talk to colleagues who currently work at the company or deal with it, and ask yourself how your values and attitudes would fit in. "It sounds like common sense, but its amazing how often people make mistakes," says Krauthamer.
Cheerio
Rajat
From India, Pune
Thanks!! we look forward to your inputs to enrich this site...
Tell me one thing what exactly you have in mind?..as you are well qualified by professional ...
To pursue higher education is welcome..it adds to your skill sets..
The way i see it its got more to do than your approach to career..
May we share come thoughts on this?..it may help..
10 Tips for Managing Your Career
If you're not satisfied, you're not going to work as hard, and your career is likely to stall out.
By Samuel Greengard
--------------------------------------------------------------------------------
These tips can take your career to a higher gear:
a.. Seek personal satisfaction.
If you're not satisfied, you're not going to work as hard, and your career is likely to stall out. Gary Krauthamer, an executive search expert, points out that happiness isn't the same thing as personal satisfaction. "It's unrealistic to think that you're supposed to be happy at work all the time. That's simply unrealistic."
b.. Master your job and do excellent work.
It sounds simple enough, but negativity and boredom often lead to a downturn in quality, says Steve MacGill, an HR consultant with Chicago-based Ernst & Young. And, at the senior HR level, there's no room for inefficiency.
c.. Set goals.
Have an idea where you want to go with your career. Once you do that, you'll focus on finding ways to achieve your goal. If one opportunity doesn't work out, another will.
d.. Learn and grow.
Scottsdale, Arizona-based HR management consultant Bob Marshall points out the ideal HR executive or manager of the '90s is a senior generalist who understands both a wide range of HR functions and the business. "If you can't become a strategic partner and sit at the table, you've missed the train."
e.. Be flexible.
The workplace is changing rapidly, and the human side of the equation is gaining more attention than ever. Jim Stewart, a senior consultant for Boston-based Watson Wyatt Worldwide, argues that flexibility is sometimes more important than actual knowledge. Organizations need individuals who can adapt and get up to speed quickly, he says.
f.. Develop a network.
Yes, top HR professionals are recruited aggressively. But many of the best jobs come from a network of colleagues-those who know about great positions when they become available. Professional contacts can prove invaluable and help everyone realize gains.
g.. Don't just look vertically, look horizontally.
"At times the best moves are lateral," says Stewart. "There isn't any change in pay, there's no new title or fancier office. [Individuals] gain valuable experience that will benefit them and allow personal and professional growth." Adds Marshall: "What initially seems like a lateral move may eventually turn out to be the basis for a big vertical move. It's simply laying the groundwork."
h.. Understand your company's goals.
The better you know your company, the more likely you are to succeed.
i.. Evaluate your career regularly.
It's not a good idea to change companies every eight months. But it might not be a good idea to slip into a pair of golden handcuffs either. Experts say it's now acceptable to change firms once every three to five years. The most important thing, says Marshall, is to make sure you get the experience and exposure you need to succeed.
j.. Look before you leap.
If you decide to make a move, learn everything possible about that company. Ask important questions during interviews, talk to colleagues who currently work at the company or deal with it, and ask yourself how your values and attitudes would fit in. "It sounds like common sense, but its amazing how often people make mistakes," says Krauthamer.
Cheerio
Rajat
From India, Pune
hi Rajat,
that was a real nice piece of advice!
with regards to wat u said in ur post " do not shift jobs too often"
i am also new in this job of mine. i am an MBA in HR. i had quite a lot of expectations from the job that i am in, but internal politics has dampned my spirit. this politics resulted in me being shiftd to a location i do not want. right now during my training period, my boss seems to be scared that if i do some work n have smthg to show for my stay here, he will be shifted out n as such he does not give me any work, nor does he let me start anything new.
n that's y i am planning to shift my job so will this be a right move or not?
Regards,
Pallavi
From India, Pune
that was a real nice piece of advice!
with regards to wat u said in ur post " do not shift jobs too often"
i am also new in this job of mine. i am an MBA in HR. i had quite a lot of expectations from the job that i am in, but internal politics has dampned my spirit. this politics resulted in me being shiftd to a location i do not want. right now during my training period, my boss seems to be scared that if i do some work n have smthg to show for my stay here, he will be shifted out n as such he does not give me any work, nor does he let me start anything new.
n that's y i am planning to shift my job so will this be a right move or not?
Regards,
Pallavi
From India, Pune
Thanx rajat for the valuable inputs.
After finishing my MPM i started working with a Forging company in the Admn Dept. I worked there for 1 year as an Administrative executive.
Then i got an opportunity to work as a HR executive in a software company.I was the sole person in the HR dept.There was no as such HR dept earlier. Once i joined i formulated rules and regulation, policies for the company. Then designed appraisal format for the company.
Last year my M.D told me we should discontinue with the Appraisal system as because of which the employee are becoming demanding. When I tried to explain him the actual reason as per market we are paying quite low and not on time. He said earlier these people didnt have any problem. So i feel we should stop with the appraisal system. We dont require any new systems also.
I am working with this company from past 3 years but i dont find any growth. Not much decision making authority is given. So i thought i will look out for change but now when i am trying for any new opening it like
Do you know about HRIS, Have you worked on it?
Have you used competence mapping.?
Do you have experience on these payroll / HRMS software.
I know what exactly these functions are used but i have practically not used them.
Again regarding payroll also we had a simple excel format. as such the salary consitituted of Basic+DA+(Incentive to sales professional).All decision regarding salaries where taken by him.
So just to update myself i was thinking of pursuing further education.
I have decided to quit this job. And look out for some good opportunity which will boost my career and give me the kind of growth(implementing my ideas, learning) i had expected.
Kindly suggest me something to keep myself abreast about latest happening in HR and also how i can get practical experience on the above subject matter.
regards
skg
From India, Pune
After finishing my MPM i started working with a Forging company in the Admn Dept. I worked there for 1 year as an Administrative executive.
Then i got an opportunity to work as a HR executive in a software company.I was the sole person in the HR dept.There was no as such HR dept earlier. Once i joined i formulated rules and regulation, policies for the company. Then designed appraisal format for the company.
Last year my M.D told me we should discontinue with the Appraisal system as because of which the employee are becoming demanding. When I tried to explain him the actual reason as per market we are paying quite low and not on time. He said earlier these people didnt have any problem. So i feel we should stop with the appraisal system. We dont require any new systems also.
I am working with this company from past 3 years but i dont find any growth. Not much decision making authority is given. So i thought i will look out for change but now when i am trying for any new opening it like
Do you know about HRIS, Have you worked on it?
Have you used competence mapping.?
Do you have experience on these payroll / HRMS software.
I know what exactly these functions are used but i have practically not used them.
Again regarding payroll also we had a simple excel format. as such the salary consitituted of Basic+DA+(Incentive to sales professional).All decision regarding salaries where taken by him.
So just to update myself i was thinking of pursuing further education.
I have decided to quit this job. And look out for some good opportunity which will boost my career and give me the kind of growth(implementing my ideas, learning) i had expected.
Kindly suggest me something to keep myself abreast about latest happening in HR and also how i can get practical experience on the above subject matter.
regards
skg
From India, Pune
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