Dear Seniors,
I have close to 4 years of experience into HR Generalist role. I have experience in Recruitment, Onboarding and Induction, Employee Engagement, Employee Relations, Performance Management and Exit Management.
I have been trying to understand and plan my career which can take to the next level. However, I'm not able to understand on the future prospects and growth. One aspect I'm sure about is my interest to work in Human Resource.
Please guide me how should i plan my upcoming career, what should I concentrate on. What can I implement in my role? How can I see the achievements in my career? How should I mold my career and what should I learn to reach to next level? How would be the future of a Human Resource Professional?
From India, Tirumala - Tirupati
1I have close to 4 years of experience into HR Generalist role. I have experience in Recruitment, Onboarding and Induction, Employee Engagement, Employee Relations, Performance Management and Exit Management.
I have been trying to understand and plan my career which can take to the next level. However, I'm not able to understand on the future prospects and growth. One aspect I'm sure about is my interest to work in Human Resource.
Please guide me how should i plan my upcoming career, what should I concentrate on. What can I implement in my role? How can I see the achievements in my career? How should I mold my career and what should I learn to reach to next level? How would be the future of a Human Resource Professional?
From India, Tirumala - Tirupati
Hi Partner,
In my limited knowledge I can vouch for the fact that the future of HR is in HR analytics and HR business partner practice norms.
With many companies preferring to indulge in predictive analytics it could help for you to try out a few short term courses ( online or part time) on HR analytics. Some examples of HR analytics are cases where during recruitment, some parameters such as previous work experience, area of exposure, skill level etc are noted and then through various statistical methods such as regression analysis, frequency distribution and ranking etc, the performance of the new recruits are predicted in line with benchmarked paramaters of employees who had been performers in the company.
Though there are already a lot of statistical experts in analytics, the main challenge they face is domain expertise, where they need someone who has work experience on the process to tell them which analytical components work on the HR process and do not. Here you have the work experience and so if you have some knowledge in HR/data analytics, your role becomes that of an analytics translator who can work on six sigma and lean projects.
The HR business practice on the other hand is where the HR professional no longer works in silos, but works closely with the business. For this you need to learn the non-HR business and process of your company and see how well your HR process aligns with the business. An example is where a doctor is hired as a domain expert for advising on cancer detecting AI software. If the HR professional works out the optimum employee utilisation percentage in line with the company and client specifications, this becomes a good HR business partner output.
I hope these details provide a bit of an idea on what to look for, in the future of HR.
From India, Bengaluru
In my limited knowledge I can vouch for the fact that the future of HR is in HR analytics and HR business partner practice norms.
With many companies preferring to indulge in predictive analytics it could help for you to try out a few short term courses ( online or part time) on HR analytics. Some examples of HR analytics are cases where during recruitment, some parameters such as previous work experience, area of exposure, skill level etc are noted and then through various statistical methods such as regression analysis, frequency distribution and ranking etc, the performance of the new recruits are predicted in line with benchmarked paramaters of employees who had been performers in the company.
Though there are already a lot of statistical experts in analytics, the main challenge they face is domain expertise, where they need someone who has work experience on the process to tell them which analytical components work on the HR process and do not. Here you have the work experience and so if you have some knowledge in HR/data analytics, your role becomes that of an analytics translator who can work on six sigma and lean projects.
The HR business practice on the other hand is where the HR professional no longer works in silos, but works closely with the business. For this you need to learn the non-HR business and process of your company and see how well your HR process aligns with the business. An example is where a doctor is hired as a domain expert for advising on cancer detecting AI software. If the HR professional works out the optimum employee utilisation percentage in line with the company and client specifications, this becomes a good HR business partner output.
I hope these details provide a bit of an idea on what to look for, in the future of HR.
From India, Bengaluru
Agree with the views of Nelsonthomas. The first essential requirement for any one to charter a career path in HR is to have an aptitude for HR function.It is glad that you have it.There is an increasing feeling in HR fraternity now to rejig HR function in the light of shifting paradigms of business from the conventional models. If you want to keep pace with the changing eco system of business, you need to observe and visualize as to how the future work places look like. The future work places will comprise largely of millinniels and more diversified in terms of genders, nationalities, cultures and generations (multi generational).So the HR shall have fair understanding of these aspects and skills to manage such work force. The future work places will be more technology driven and data driven.The future work force will thus have tech savvy,ambitious and at the same time life style loving millinniels with an eye on health care. So acquiring such talent and retaining them will be a challenge.
Since markets are seamless and technology help the companies to reach wider markets with minimum time, companies are always on the toes to remain on top of business.Therefore HR should enable them to remain on top of the business in the sector concerned by aligning it's function to business. Problem solving is another area which requires out of box or innovative ideas to be injected in HR practices to rope in talent to help business.
What we provide you here are some helpful inputs that probably provoke more thoughts in you and study the HR functions and hear the conversations making rounds about the changes among HR fraternity and make prudent choices about your career ahead.
B.Saikumar
HR & Labour Relations Adviser
From India, Mumbai
Since markets are seamless and technology help the companies to reach wider markets with minimum time, companies are always on the toes to remain on top of business.Therefore HR should enable them to remain on top of the business in the sector concerned by aligning it's function to business. Problem solving is another area which requires out of box or innovative ideas to be injected in HR practices to rope in talent to help business.
What we provide you here are some helpful inputs that probably provoke more thoughts in you and study the HR functions and hear the conversations making rounds about the changes among HR fraternity and make prudent choices about your career ahead.
B.Saikumar
HR & Labour Relations Adviser
From India, Mumbai
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