Hi all Human Resources Officer, vice president - HR, CHRO, CKO……… Please give me more new designations with respect to Human Resources. Regards JSN
From India, New Delhi
10From India, New Delhi
Relationship Executive is a good terminalogy. Recruitment Specialist can also be added.... What do you think ragav, these new nomenclatures will attract people? Regards JSN
From India, New Delhi
From India, New Delhi
Yes of course....
The main reason for posting this question is...
Myself amd VP HR are thinking on this to attract people by way of new nomenclatures...
As said by siva,consltant designation will have its own legal impacts.
What else:any more new names?!!
Regards
JSN
From India, New Delhi
The main reason for posting this question is...
Myself amd VP HR are thinking on this to attract people by way of new nomenclatures...
As said by siva,consltant designation will have its own legal impacts.
What else:any more new names?!!
Regards
JSN
From India, New Delhi
hello jsn, i agree with the view of raghav. the designation carries weightage. Manager(HR), Director (HR), Vice-president (HR), Secretary (HR), Officer (HR), wishes senthil raj
From Costa Rica, San José
From Costa Rica, San José
Hi I would like myself to be designated as Officer/ manager - Talent Transformation. Regards JSN
From India, New Delhi
From India, New Delhi
Career Transition is only a part of career management.
Moreover, the Career Transition Manager, going by this title, needs not worry about other aspects of career management.
Does it sound practical to have an exclusive manager for career transition? What will be his Job Description and what will he be doing 8 hours a day for career transition? Probably, if you appoint a person as Manager - Career Transition, it will be really a career transition for himself, because this guy will keep wondering what work he will do for the career transition of other employees. Ultimately, he may step into a career crisis needing someone else for managing his own career transition? I hope this is not what is expected from the Career Transition Manager.
Then, why not Manager - Career Plateau? Manager - Career Crisis? Manager - Early Career Issues? Manager - Midlife Career Issues? Manager - Late Career Issues? Manager - End of Career?
Career Management - managing the different issues at various stages - is a responsibilty with its most part lying on the individual. The company can only provide some help through training or counseling and such efforts.
The individual's career transition is also influenced by the organization's transition and its growth or any changes. How can the Career Transition Manager really do anything tangible given the number of internal, external factors and individual's understanding of the issue?
I think in the process of finding fancy job titles, one should not forget the purpose.
Govardhan
From India, Madras
Moreover, the Career Transition Manager, going by this title, needs not worry about other aspects of career management.
Does it sound practical to have an exclusive manager for career transition? What will be his Job Description and what will he be doing 8 hours a day for career transition? Probably, if you appoint a person as Manager - Career Transition, it will be really a career transition for himself, because this guy will keep wondering what work he will do for the career transition of other employees. Ultimately, he may step into a career crisis needing someone else for managing his own career transition? I hope this is not what is expected from the Career Transition Manager.
Then, why not Manager - Career Plateau? Manager - Career Crisis? Manager - Early Career Issues? Manager - Midlife Career Issues? Manager - Late Career Issues? Manager - End of Career?
Career Management - managing the different issues at various stages - is a responsibilty with its most part lying on the individual. The company can only provide some help through training or counseling and such efforts.
The individual's career transition is also influenced by the organization's transition and its growth or any changes. How can the Career Transition Manager really do anything tangible given the number of internal, external factors and individual's understanding of the issue?
I think in the process of finding fancy job titles, one should not forget the purpose.
Govardhan
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Managing Human Capital.ppt
Designations-so ftware_592.xls
Human Capital.pdf