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HR Career Path

The HR career for an individual ideally starts with an HR executive role delivering the level one task such entry level role in recruitment, payroll or any other generalist functions which requires minimal decision making. As the professional matures they move higher up the continuum with decision making role, finally as a custodian and a think tank to the ultimate decision maker in the organization.

The recession and the economic cycles had an impact on the business. This was coupled with the race in atomization and standardization of HR as profit centre. Hence certain avenues such as SAP HR and other HR metrics based roles which might not have existed before came to the forefront. The downsizing of the jobs clamp down into the downsizing of HR roles as well, hence the option to the HR in the current market is far from what it used to be even few years back. A strategy such as employing a graduate to deliver the entry level hr function is on the rise. In a job market like this we suggest the following

  1. Independent Professional – Develop oneself by competing from within.
  2. Remain transition ready – The HR professional needs to think beyond the HR roles for a while. This includes business roles as it helps in understanding HR better. The HR professional would get to experience the HR functions and the impact of HR initiatives from the other side.
  3. Constantly work to increase knowledge mastering Operational functions – The changing business realities requires the HR functions to be redefined. The mastering of the HR Operations can lead to the seamless implementation, hence greater agility .
    Build nurturing relationship through not just networking but taking value to everyone you connect with. The HR needs to be the solution provider to every professional connects. This requires HR
  4. professionals to establish as HR leaders or experts who can offer solution without asking for immediate returns. This increase the goodwill hence makes the practitioner invincible.
  5. Work in different verticals managing employees with various educational and skill sets. A range of employee behaviour including the employee with highest educational level in the vertical with maximum volatility would mature the HR professional.
  6. Involve HR Metrics with greater affinity to show the ROI and the value returns for the HR. Ensure the business heads see HR as a Profit Centre and not just a cost centre. Implement technology wherever required.

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