The Personnel Department is lower grade HR work, i.e. Attendance register maintainance, wages, and leave records maintainance. In a manufacturing unit, one working for Personnel Department may also have to work for health and safety measures of the labor class workers. Housekeeping would include as well.
HR Department is all different. Performance Appraisal, Recruitments, Training and Development, Compensation and Benefits, etc.
From India, Hyderabad
1HR Department is all different. Performance Appraisal, Recruitments, Training and Development, Compensation and Benefits, etc.
From India, Hyderabad
Hello Friends:
As an HR person (call it Personnel, Admin. or any other name...but not low or high grade) in a manufacturing industry, this is my perspective HR students are not too keen on manufacturing, as
a) They are more attracted to the glamour of IT/Software.
b) They have this mis-conception that "Personnel" work is low grade.
c) Pay scales in manufacturing may not be that much attractive.
d) Working environment may seem to be basic in a manufacturing industry, as compared to say Hotel or a Hospital.
Most HR candidates I meet from IT or non-manufacturing sector, however, definitely lack the overall experience and depth of HR field. Which is why, irrespective of their experience, they can be offered entry level jobs in a manufacturing industry. ....And the story continues......
From India, Pune
As an HR person (call it Personnel, Admin. or any other name...but not low or high grade) in a manufacturing industry, this is my perspective HR students are not too keen on manufacturing, as
a) They are more attracted to the glamour of IT/Software.
b) They have this mis-conception that "Personnel" work is low grade.
c) Pay scales in manufacturing may not be that much attractive.
d) Working environment may seem to be basic in a manufacturing industry, as compared to say Hotel or a Hospital.
Most HR candidates I meet from IT or non-manufacturing sector, however, definitely lack the overall experience and depth of HR field. Which is why, irrespective of their experience, they can be offered entry level jobs in a manufacturing industry. ....And the story continues......
From India, Pune
Hi all,
I've been member of this site for last 2 yrs and this is my 2nd reply in the thread. This tread particularly induces me to reply because I"m working as a GENERALIST HR. Truly speaking in today's scenario the HR functions are transferred to line managers hence ... most of the HR functions are not in hands of the HR department itself, more over since HR is the support function of the organization and most of the functions are automated the Generalist role slowly moves to the END..... and most of the Generalist are doing only POST OFFICE JOB inside the organization. The aspirants should set their mind to go as a Generalist with minimum pay and slow growth in the industry or Continue as a recruiter and earns good money(Ultimate Factor for any JOB).... but if their is a good guidance and network HR cannot be compared with any functions in the organization.
-Rgds/ Karthikeyan.
I've been member of this site for last 2 yrs and this is my 2nd reply in the thread. This tread particularly induces me to reply because I"m working as a GENERALIST HR. Truly speaking in today's scenario the HR functions are transferred to line managers hence ... most of the HR functions are not in hands of the HR department itself, more over since HR is the support function of the organization and most of the functions are automated the Generalist role slowly moves to the END..... and most of the Generalist are doing only POST OFFICE JOB inside the organization. The aspirants should set their mind to go as a Generalist with minimum pay and slow growth in the industry or Continue as a recruiter and earns good money(Ultimate Factor for any JOB).... but if their is a good guidance and network HR cannot be compared with any functions in the organization.
-Rgds/ Karthikeyan.
Hi,
Umang, I agree with you.
Best approach to go for HR generalist role is to start working in a small firm where the single HR person is responsible for all HR functions. That way your HR Generalist profile will definitely have good growth.
If any of you remember theory then you must have read, it was personnel management(IR) which evolved in to corporate HR and which is now more seen as Strategic HR (HR ego is hurt to be seen as support function:-D) so as professionals it is good not to get involved in the usage and appropriateness of the words.
All my friends have said correctly inaddition, my personal opinion is IR and HR both require a certain type of mindset. Both have their importance in their own industries, IR is very important in manufacturing and a person must see at least one negotiation of management with union to see the real beauty of IR !!!
Strategic HR is more polished,more apt for knowledge workers who need to be handled with tact, where you may need to show people that you have gone out of your way,bent the company policies just for 'YOU - (nerd) '.
It has its own glamour... rightly said.
But in this world all types of people are there ,people who work for glamour,outwitting in hardcore union negotiations,working for money or sheer satisfaction of the work done !!!!
Nothing superior or inferior...
Cheers (to HR for coming all the way...)
Geeta:icon1:
From Korea, Seoul
Umang, I agree with you.
Best approach to go for HR generalist role is to start working in a small firm where the single HR person is responsible for all HR functions. That way your HR Generalist profile will definitely have good growth.
If any of you remember theory then you must have read, it was personnel management(IR) which evolved in to corporate HR and which is now more seen as Strategic HR (HR ego is hurt to be seen as support function:-D) so as professionals it is good not to get involved in the usage and appropriateness of the words.
All my friends have said correctly inaddition, my personal opinion is IR and HR both require a certain type of mindset. Both have their importance in their own industries, IR is very important in manufacturing and a person must see at least one negotiation of management with union to see the real beauty of IR !!!
Strategic HR is more polished,more apt for knowledge workers who need to be handled with tact, where you may need to show people that you have gone out of your way,bent the company policies just for 'YOU - (nerd) '.
It has its own glamour... rightly said.
But in this world all types of people are there ,people who work for glamour,outwitting in hardcore union negotiations,working for money or sheer satisfaction of the work done !!!!
Nothing superior or inferior...
Cheers (to HR for coming all the way...)
Geeta:icon1:
From Korea, Seoul
Hi Amit
Excellent Post..I think 80% of the people entering HR will have same doubts..Kudos to you for putting up everything very clearly. Even I have exactly the same doubts coz I also started as Recruitment Executive only and am not able to move to HR Generalist that easily. The problem with Recruitment Executive is they get typecasted that ways and companies do not offer Generalist profile to them. Thats sad actually. I hope companies understand that we want to and ready to learn other domains of HR given a chance. All the best to everyone
From India, Mumbai
Excellent Post..I think 80% of the people entering HR will have same doubts..Kudos to you for putting up everything very clearly. Even I have exactly the same doubts coz I also started as Recruitment Executive only and am not able to move to HR Generalist that easily. The problem with Recruitment Executive is they get typecasted that ways and companies do not offer Generalist profile to them. Thats sad actually. I hope companies understand that we want to and ready to learn other domains of HR given a chance. All the best to everyone
From India, Mumbai
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