Hi All,
I have been into hard core recruitments for 3.5 Yrs now.I enjoy doing recruitments but as time has passed by i am feeling that i am not learning anything new.Though i am very comfortable with my company,my job satisfaction curve is decreasing.I am intersted to do something else related to HR along with the usual recruitments.Unfortunately,i cannot take up post recruitment as it is handled by a different person.I am confused ,require your advise on the same.
I have completed my BCS,ACS(Inter Group 2),PGDHRM & Dip TD(DIPLOMA IN TRAINING AND DEVELOPMENT)
When i approach the Management to discuss on the same,their question is whta do you want to do to which i have no focussed reply.
Pls advise me on the same???
From India, Madras
9I have been into hard core recruitments for 3.5 Yrs now.I enjoy doing recruitments but as time has passed by i am feeling that i am not learning anything new.Though i am very comfortable with my company,my job satisfaction curve is decreasing.I am intersted to do something else related to HR along with the usual recruitments.Unfortunately,i cannot take up post recruitment as it is handled by a different person.I am confused ,require your advise on the same.
I have completed my BCS,ACS(Inter Group 2),PGDHRM & Dip TD(DIPLOMA IN TRAINING AND DEVELOPMENT)
When i approach the Management to discuss on the same,their question is whta do you want to do to which i have no focussed reply.
Pls advise me on the same???
From India, Madras
Hi Divya,
There are other verticals in HR wherein you can explore yourself. You can concentrate on T&D, PMS, OD or Generalist where all the function of HR come.
Better, before to have a discussion with management, do your homework with respect to the field in which you wanna go.
Thanks!
Deepak
From India, Pune
There are other verticals in HR wherein you can explore yourself. You can concentrate on T&D, PMS, OD or Generalist where all the function of HR come.
Better, before to have a discussion with management, do your homework with respect to the field in which you wanna go.
Thanks!
Deepak
From India, Pune
Dear Deepak,
I work for a BPO COMPANY Where recruitment is at its peak always and so is recruitment.Sadly post recruitment cum employee welfare is assigned to someone else.There is no dept named Traing and Development.The only training that is provided is process related which also is by the client.Hence i dont understand the next alternative.Also in case i look at a different org,the Would expect someone with relevant exp.in my present company payroll and aspects are by the Management.
So what is my next alternative.....
Kindly suggest?
Regards,
Divya
From India, Madras
I work for a BPO COMPANY Where recruitment is at its peak always and so is recruitment.Sadly post recruitment cum employee welfare is assigned to someone else.There is no dept named Traing and Development.The only training that is provided is process related which also is by the client.Hence i dont understand the next alternative.Also in case i look at a different org,the Would expect someone with relevant exp.in my present company payroll and aspects are by the Management.
So what is my next alternative.....
Kindly suggest?
Regards,
Divya
From India, Madras
try taking part in the induction training by discussing with the mgmt, also u can request them for a job rotation n put u into verticals like employee engagement becoz that is agn a much sorted aspect in BPO'S.
From India, Chandigarh
From India, Chandigarh
Dear Divya,
You are doing a great contribution to your organisation (Recruitment). I trust you can expand your activities in the same stream.
1. Analysing the trend of retentions in the organisation. Which of these employees stay longer in the organisation. (whether campus recruitment, employees with a few years experience or employees with a long stint).
2. The cost of retention. If you loose an employee in a particular position how much increase in CTC you are required to offer. (So you can infact provide inputs to the management for giving annual increments with this data).
3. You can consolidate the wages drawn by candidates who appear for interview but are not successful and their CTC details for comparison purpose. Are your employees compensated more or less than these candidates. You can actually guide the management in the market trends.
4. The quality of the candidates recruited by you. If you have Key Result Areas already determined then you can draw comparison with the employee who has left with the new recruit etc.,
So there is a very large scope even in recruitment for you to pursue. It is a challenging task I know with attrition rates rising to an all time high once again.
ALL THE VERY BEST
M.V.KANNAN
From India, Madras
You are doing a great contribution to your organisation (Recruitment). I trust you can expand your activities in the same stream.
1. Analysing the trend of retentions in the organisation. Which of these employees stay longer in the organisation. (whether campus recruitment, employees with a few years experience or employees with a long stint).
2. The cost of retention. If you loose an employee in a particular position how much increase in CTC you are required to offer. (So you can infact provide inputs to the management for giving annual increments with this data).
3. You can consolidate the wages drawn by candidates who appear for interview but are not successful and their CTC details for comparison purpose. Are your employees compensated more or less than these candidates. You can actually guide the management in the market trends.
4. The quality of the candidates recruited by you. If you have Key Result Areas already determined then you can draw comparison with the employee who has left with the new recruit etc.,
So there is a very large scope even in recruitment for you to pursue. It is a challenging task I know with attrition rates rising to an all time high once again.
ALL THE VERY BEST
M.V.KANNAN
From India, Madras
Dear Neha,
I do the inductions for the new joinees but as far as employee engagement is concerned that is ahndled by someone who handles post recruitment.I am looking for something which i can balance alomg with the ongoing recruitments.
Regards,
Divya
From India, Madras
I do the inductions for the new joinees but as far as employee engagement is concerned that is ahndled by someone who handles post recruitment.I am looking for something which i can balance alomg with the ongoing recruitments.
Regards,
Divya
From India, Madras
Dear Kannan,
I have done analysis on the Joining ratio i.e the details of education,exp,pay etc to the joinees ratio.This was to analyse the the skillsets which bring abt conversion to joinnees.
As far as the retention ratio is concerned is maintained by the Management since a long time.
Salary yes is the most important thing.After repeated discussions i do see some intention from the management to work on it.
All aspects of screening of candidates and the skill sets etc ,i have learnt from my reporting authortity who has always been a source of learning.
My aim is to get to the next designation soon,but i am worried that for that i may be required to be familiar with other aspects apart from recruitments as well.
Regards,
Divya
From India, Madras
I have done analysis on the Joining ratio i.e the details of education,exp,pay etc to the joinees ratio.This was to analyse the the skillsets which bring abt conversion to joinnees.
As far as the retention ratio is concerned is maintained by the Management since a long time.
Salary yes is the most important thing.After repeated discussions i do see some intention from the management to work on it.
All aspects of screening of candidates and the skill sets etc ,i have learnt from my reporting authortity who has always been a source of learning.
My aim is to get to the next designation soon,but i am worried that for that i may be required to be familiar with other aspects apart from recruitments as well.
Regards,
Divya
From India, Madras
Dear Divya,
If you have done all the aspects of recruitment, then it is time for you to express your thoughts to your boss and request him to consider an opportunity as and when it arises. For this you need to gather latest information on other aspects of HR and present it to him and also give him the confidence that if these concepts are implemented HR department will play a lead role. GIVE HIM THE CONFIDENCE THAT YOU CAN DELIVER IN OTHER FUNCTIONS OF HR.
Wait for it, because if you quit now you can land on a job that recognises your current talent.
I am sure that your boss will understand you and offer you the opportunity.
Looking forward to hear from you regarding your transition to other functions of HR.
Regards
M.V.KANNAN
From India, Madras
If you have done all the aspects of recruitment, then it is time for you to express your thoughts to your boss and request him to consider an opportunity as and when it arises. For this you need to gather latest information on other aspects of HR and present it to him and also give him the confidence that if these concepts are implemented HR department will play a lead role. GIVE HIM THE CONFIDENCE THAT YOU CAN DELIVER IN OTHER FUNCTIONS OF HR.
Wait for it, because if you quit now you can land on a job that recognises your current talent.
I am sure that your boss will understand you and offer you the opportunity.
Looking forward to hear from you regarding your transition to other functions of HR.
Regards
M.V.KANNAN
From India, Madras
Hi Cite members,
I am employed in a manufacturing company with a strength of 500 employees since 15 years. I have completed BA,PG dip in PM&IR, MHRM ,DLL. Last year I have completed International MBA specialization in HR through Executive Programme.My current profile is handling administration, welfare( Canteen, Issuance of all welfare items, Mediclaim ),Recruitment,Induction, Exit formalities. In addition to this Since this April I was assigned to handle PMS from recent 2months I am handling Compensation & Benefits.
Since I am handling more activites my management has decided to pull all admn related activities and to focus on core HR operations.
How to become expertise in core HR activities like PMS, Talent acquisiton & Compensation and benefits. Should I undergo any special training. My corporte HR is insisting to become strong in concepts
I need suggestion from our members which is required for my transition from admn to core HR
Regds
Bagavathi123
From India, Hosur
I am employed in a manufacturing company with a strength of 500 employees since 15 years. I have completed BA,PG dip in PM&IR, MHRM ,DLL. Last year I have completed International MBA specialization in HR through Executive Programme.My current profile is handling administration, welfare( Canteen, Issuance of all welfare items, Mediclaim ),Recruitment,Induction, Exit formalities. In addition to this Since this April I was assigned to handle PMS from recent 2months I am handling Compensation & Benefits.
Since I am handling more activites my management has decided to pull all admn related activities and to focus on core HR operations.
How to become expertise in core HR activities like PMS, Talent acquisiton & Compensation and benefits. Should I undergo any special training. My corporte HR is insisting to become strong in concepts
I need suggestion from our members which is required for my transition from admn to core HR
Regds
Bagavathi123
From India, Hosur
Dear Kannan,
I have already expressed these views to my boss.Even though the discussion has been straight for forward,i dont see ant assurance from their end.The reply is mostly silence and i am left thinking of whats next??
The only answer from them is that we give you any opportunity as and when we get one.I also tried telling them that may be i could help a little in payroll but though there was no denial,didnt get an opportunity.
As you rightly said,there are openings in the market with the same designation...........which are not my interest though.................
Kindly guide me!!
Regards,
Divya
From India, Madras
I have already expressed these views to my boss.Even though the discussion has been straight for forward,i dont see ant assurance from their end.The reply is mostly silence and i am left thinking of whats next??
The only answer from them is that we give you any opportunity as and when we get one.I also tried telling them that may be i could help a little in payroll but though there was no denial,didnt get an opportunity.
As you rightly said,there are openings in the market with the same designation...........which are not my interest though.................
Kindly guide me!!
Regards,
Divya
From India, Madras
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