hello everyone
this is just something i wanted to know since the time i have decided to make a career in the field of HR
how old were you when u decided ur career goal?
i am 20 now n i know i want to become a HR manager
i was confused before between HR and something in the field of IT (maybe software eng)
i dont know how, but somehow the will to do something in the field of IT dissapeared and i jus chose HRM
and the passion for it has grown eversince
i have heard of people undecisice at the age of 35 abtt heir career goals
and then there is me, who has already decided till retirement
is it strange?
the other day, our college professor was discussing career cycle and its importance n stuff
she took a poll to see how many had decided their future after BMs
i raised my hand and found just 4-5 more hands up in the class of 40-45
is it too early for me to decide?
please do give feedback
and do any of u have any regrets? this is the main question
PS : the topic serious dilemma is jus to get ur attention, i am jus curious
From India, Mumbai
12this is just something i wanted to know since the time i have decided to make a career in the field of HR
how old were you when u decided ur career goal?
i am 20 now n i know i want to become a HR manager
i was confused before between HR and something in the field of IT (maybe software eng)
i dont know how, but somehow the will to do something in the field of IT dissapeared and i jus chose HRM
and the passion for it has grown eversince
i have heard of people undecisice at the age of 35 abtt heir career goals
and then there is me, who has already decided till retirement
is it strange?
the other day, our college professor was discussing career cycle and its importance n stuff
she took a poll to see how many had decided their future after BMs
i raised my hand and found just 4-5 more hands up in the class of 40-45
is it too early for me to decide?
please do give feedback
and do any of u have any regrets? this is the main question
PS : the topic serious dilemma is jus to get ur attention, i am jus curious
From India, Mumbai
Hi Sunayaa
We understand your plight very well..
Great ..at 20 you made up your mind that u wannna be HR Mgr..wow at your age i didn't know what i wanted to be!!
Well, i would suggest that BMS is little too early to decide your career goals..after this course work for a while in HR field to validate your chosen passion field..in case you like it then do MBA - HR ..
at your age ..i wanted to be a doc!! as am interested in mind-body connexxions...during MBA - majored in Marketing & Finance..as Sales & Marketing esp advertising was my passion at that time..after working with FMCG as Sales Officer for three years..realized that my passion lay somewhere else..drifted in HR ..again waz finding it little monotonous till i went to IIM - Ahmedabad for a weeklong workshop on Creativity in HR which gave me an insight about the scope ..now i have donned the role of trainer-Creativity alongwith with Corporate HR functions..
The point is our career goals to some extent depends on intrinsic factors..the breaks you get which broadens one's horizon or something which you find while working - gives you a sense of satisfaction...
I know a person who waz among the top five at IIM-A yet at the placements he turned down the offer of 20 Lacs - went to Mumbai to work with street kids...other examples are Rashmi Bansal of JAM magazine..person who started Eklavya magazine..
so don't worry..if you have HR to be your goal..work in this field for sometime - as sometimes academic world is very different from work reality..
Meanwhile you check it out the comperetencies of HR vis-a-vis your present skills which you percieve to have...
Cheerio
Rajat
HR COMPETENCY MODEL
Relationship of HR roles in the model
Leader
HR Expert
Business Partner
Change Agent
HUMAN RESOURCES COMPETENCY MODEL
Role Competency Demonstrates Activity
STRATEGIC PARTNER
Organizational Awareness
Problem Solving
Customer Service
Stress Tolerance
Oral Communication
Understanding of public service environment
Knowledge of agencys mission
Knowledge of organizational development principles
Understanding on clients organizational culture
Knowledge of business system thinking
Understanding of business process & how to change and
improve efficiency and effectiveness
Innovation & encourages risk-taking
Interacts with customers in a way that demonstrates customer concerns and
problems are heard, builds confidence and trust
Links HR policies and programs to the organizations mission & service
outcomes
Applies organizational development principles
Adapts HR services to the clients organizational culture
Designs and/or carries out HR services that incorporate business system applications
Uses HR principles that change business processes to improve its efficiency and effectiveness
LEADER
Decision Making
Planning & Evaluation
Conflict Management
Self-Management
Self-Esteem
Oral Communication
Analytic, strategic & creative thinking
Knowledge of staff & line roles
Knowledge of business system and information technology
Acts decisively
Manages resources e.g. human, funds, equipment
Applies conflict resolution methods in organizational situations
Uses consensus & negotiation coalition building skills to improve overall
communication
EMPLOYEE CHAMPION
Flexibility
Teaching Others
Learning
Interpersonal Skills
Oral Communication
Develops employee & agencys relationships
Understands, values, & promotes diversity
Balances both agencys & employees demands & resources
Develops others talents to maximize human potential
Mentors individuals to develop talent
Assesses & balances competing values e.g., policies & mission needs
Builds trust relationships
TECHNICAL EXPERT
Technical Competence
Legal, Government, & Jurisprudence
Personnel & Human Resources
Information Management
Arithmetic*
Mathematical Reasoning*
Customer Service
Writing
Reading
Memory
Attention to Detail
Oral Communication
Knowledge of human resources law & policies
Knowledge of work-life & organizational plans
Knowledge of information technology
Applies expertise in the full range of the HR arena to support agencys
mission and business needs
Uses surveys and other tools to provide information to help create an
effective & efficient work environment
Adapts information technology to HR management
CHANGE CONSULTANT
Teamwork
Reasoning
Influencing/Negotiating
Integrity/Honesty
Creative Thinking
Oral Communication
Stress Tolerance
Organizational development principles
Understanding of marketing
Representation of HR products and services
Understanding of team behavior
Assesses the readiness for change & identifies appropriate change strategies
Designs & implements change processes
Applies organizational development principles
Applies innovative strategies including identifying and recommending
solutions to various personnel & HR issues
Uses consensus, consultation & negotiation/consensus building
Influences others to act
Practices & promotes integrity & ethical behavior
Works in teams
Communicates well
The competencies are not limited to the particular assigned role. In reality, competencies will be fluid among the various HR roles. This model is a compilation of IPMA, NAPA, and OPM models. Also included are
concepts from Human Resources Champions by David Ulrich. Italicized competencies are unique to this specific role; the other competencies are applicable to more than one role.
*These competencies are required for some classification and staffing work.
ADVANCE COPY
The Emotional Competence Framework
Personal Competence
Self-Awareness
Emotional awareness
Accurate self-assessment
Self-confidence
Self-Regulation
Self-control
Trustworthiness
Conscientiousness
Adaptability
Innovation
Motivation
Achievement drive
Commitment
Initiative
Optimism
Empathy
Understanding others
Developing others
Service orientation
Leveraging diversity
Political awareness
Social Skills
Influence
Conflict management
Change catalyst
Collaboration and cooperation
Communication
Leadership
Building bonds
Team capabilities
*Adapted from the works of Daniel Goleman, Emotional Intelligence and Working with Emotional Intelligence.
Appendix D
DOD HR COMPETENCY FRAMEWORK
Staffing Specialist
Human Resources Generalists
Labor Relations Specialist
Employee Development Specialist
Classification Specialist
Personnel Systems Manager
Personnel Support DoD Manager
Business Management Competencies
Business Process Reengineering
Change Management
Contract Management
Cost-Benefit Analysis
Customer Relations
Financial Management
Marketing
Negotiating
Organizational Awareness
Organizational Needs Assessment
Outcome Measures and Evaluation
Project Management
Strategic Human Resource Practices
Strategic Planning
Professional Competencies
Coaching and Mentoring
Communication
Conflict Management
Decision-making
Ethics
Facilitation
Interpersonal Relations
Problem-Solving
Self Management
Teamwork
Technology Application
Technical HR Competencies
Appeals, Grievances, and Litigation
Attendance and Leave
Benefits
Career Development
Compensation
Discipline and Adverse Action
Employee Assistance
Equal Employment Opportunity
Human Resource Management Fundamentals
Instructional Systems Development
Instructional Technology
Job Analysis
Labor Management Relations
Organizational Development
Organization and Position Design
Pay Administration
Performance Management
Personnel Assessment
Personnel Systems Management
Position Classification
Reduction-in-Force
Rewards and Recognition
Staffing and Recruiting
Succession Planning
(PRIVATE SECTOR) INTEGRATIVE MODEL OF HR COMPETENCIES
Emerging Structure Competency
1) Corporate HR leaders Core Leadership
2) Senior HR Generalist at the business
unit level Core Leadership
3) HR specialist in shared service
centers Core HR Expertise
4) HR experts in centers of expertise Core
Consultation Leadership
HR Expertise
HR EXPERTISE
Knows best practices
Designs & delivers HR
Applies technology
Measures HR
LEADERSHIP
Leadership skills
Leadership abilities
Change advocacy
CORE
Business knowledge
Communication
Systematic perspective
Credibility/Integrity
Negotiation skills
Customer
CONSULTATION
Influence skills
Consulting skills
Change
Collaboration/Team
From India, Pune
We understand your plight very well..
Great ..at 20 you made up your mind that u wannna be HR Mgr..wow at your age i didn't know what i wanted to be!!
Well, i would suggest that BMS is little too early to decide your career goals..after this course work for a while in HR field to validate your chosen passion field..in case you like it then do MBA - HR ..
at your age ..i wanted to be a doc!! as am interested in mind-body connexxions...during MBA - majored in Marketing & Finance..as Sales & Marketing esp advertising was my passion at that time..after working with FMCG as Sales Officer for three years..realized that my passion lay somewhere else..drifted in HR ..again waz finding it little monotonous till i went to IIM - Ahmedabad for a weeklong workshop on Creativity in HR which gave me an insight about the scope ..now i have donned the role of trainer-Creativity alongwith with Corporate HR functions..
The point is our career goals to some extent depends on intrinsic factors..the breaks you get which broadens one's horizon or something which you find while working - gives you a sense of satisfaction...
I know a person who waz among the top five at IIM-A yet at the placements he turned down the offer of 20 Lacs - went to Mumbai to work with street kids...other examples are Rashmi Bansal of JAM magazine..person who started Eklavya magazine..
so don't worry..if you have HR to be your goal..work in this field for sometime - as sometimes academic world is very different from work reality..
Meanwhile you check it out the comperetencies of HR vis-a-vis your present skills which you percieve to have...
Cheerio
Rajat
HR COMPETENCY MODEL
Relationship of HR roles in the model
Leader
HR Expert
Business Partner
Change Agent
HUMAN RESOURCES COMPETENCY MODEL
Role Competency Demonstrates Activity
STRATEGIC PARTNER
Organizational Awareness
Problem Solving
Customer Service
Stress Tolerance
Oral Communication
Understanding of public service environment
Knowledge of agencys mission
Knowledge of organizational development principles
Understanding on clients organizational culture
Knowledge of business system thinking
Understanding of business process & how to change and
improve efficiency and effectiveness
Innovation & encourages risk-taking
Interacts with customers in a way that demonstrates customer concerns and
problems are heard, builds confidence and trust
Links HR policies and programs to the organizations mission & service
outcomes
Applies organizational development principles
Adapts HR services to the clients organizational culture
Designs and/or carries out HR services that incorporate business system applications
Uses HR principles that change business processes to improve its efficiency and effectiveness
LEADER
Decision Making
Planning & Evaluation
Conflict Management
Self-Management
Self-Esteem
Oral Communication
Analytic, strategic & creative thinking
Knowledge of staff & line roles
Knowledge of business system and information technology
Acts decisively
Manages resources e.g. human, funds, equipment
Applies conflict resolution methods in organizational situations
Uses consensus & negotiation coalition building skills to improve overall
communication
EMPLOYEE CHAMPION
Flexibility
Teaching Others
Learning
Interpersonal Skills
Oral Communication
Develops employee & agencys relationships
Understands, values, & promotes diversity
Balances both agencys & employees demands & resources
Develops others talents to maximize human potential
Mentors individuals to develop talent
Assesses & balances competing values e.g., policies & mission needs
Builds trust relationships
TECHNICAL EXPERT
Technical Competence
Legal, Government, & Jurisprudence
Personnel & Human Resources
Information Management
Arithmetic*
Mathematical Reasoning*
Customer Service
Writing
Reading
Memory
Attention to Detail
Oral Communication
Knowledge of human resources law & policies
Knowledge of work-life & organizational plans
Knowledge of information technology
Applies expertise in the full range of the HR arena to support agencys
mission and business needs
Uses surveys and other tools to provide information to help create an
effective & efficient work environment
Adapts information technology to HR management
CHANGE CONSULTANT
Teamwork
Reasoning
Influencing/Negotiating
Integrity/Honesty
Creative Thinking
Oral Communication
Stress Tolerance
Organizational development principles
Understanding of marketing
Representation of HR products and services
Understanding of team behavior
Assesses the readiness for change & identifies appropriate change strategies
Designs & implements change processes
Applies organizational development principles
Applies innovative strategies including identifying and recommending
solutions to various personnel & HR issues
Uses consensus, consultation & negotiation/consensus building
Influences others to act
Practices & promotes integrity & ethical behavior
Works in teams
Communicates well
The competencies are not limited to the particular assigned role. In reality, competencies will be fluid among the various HR roles. This model is a compilation of IPMA, NAPA, and OPM models. Also included are
concepts from Human Resources Champions by David Ulrich. Italicized competencies are unique to this specific role; the other competencies are applicable to more than one role.
*These competencies are required for some classification and staffing work.
ADVANCE COPY
The Emotional Competence Framework
Personal Competence
Self-Awareness
Emotional awareness
Accurate self-assessment
Self-confidence
Self-Regulation
Self-control
Trustworthiness
Conscientiousness
Adaptability
Innovation
Motivation
Achievement drive
Commitment
Initiative
Optimism
Empathy
Understanding others
Developing others
Service orientation
Leveraging diversity
Political awareness
Social Skills
Influence
Conflict management
Change catalyst
Collaboration and cooperation
Communication
Leadership
Building bonds
Team capabilities
*Adapted from the works of Daniel Goleman, Emotional Intelligence and Working with Emotional Intelligence.
Appendix D
DOD HR COMPETENCY FRAMEWORK
Staffing Specialist
Human Resources Generalists
Labor Relations Specialist
Employee Development Specialist
Classification Specialist
Personnel Systems Manager
Personnel Support DoD Manager
Business Management Competencies
Business Process Reengineering
Change Management
Contract Management
Cost-Benefit Analysis
Customer Relations
Financial Management
Marketing
Negotiating
Organizational Awareness
Organizational Needs Assessment
Outcome Measures and Evaluation
Project Management
Strategic Human Resource Practices
Strategic Planning
Professional Competencies
Coaching and Mentoring
Communication
Conflict Management
Decision-making
Ethics
Facilitation
Interpersonal Relations
Problem-Solving
Self Management
Teamwork
Technology Application
Technical HR Competencies
Appeals, Grievances, and Litigation
Attendance and Leave
Benefits
Career Development
Compensation
Discipline and Adverse Action
Employee Assistance
Equal Employment Opportunity
Human Resource Management Fundamentals
Instructional Systems Development
Instructional Technology
Job Analysis
Labor Management Relations
Organizational Development
Organization and Position Design
Pay Administration
Performance Management
Personnel Assessment
Personnel Systems Management
Position Classification
Reduction-in-Force
Rewards and Recognition
Staffing and Recruiting
Succession Planning
(PRIVATE SECTOR) INTEGRATIVE MODEL OF HR COMPETENCIES
Emerging Structure Competency
1) Corporate HR leaders Core Leadership
2) Senior HR Generalist at the business
unit level Core Leadership
3) HR specialist in shared service
centers Core HR Expertise
4) HR experts in centers of expertise Core
Consultation Leadership
HR Expertise
HR EXPERTISE
Knows best practices
Designs & delivers HR
Applies technology
Measures HR
LEADERSHIP
Leadership skills
Leadership abilities
Change advocacy
CORE
Business knowledge
Communication
Systematic perspective
Credibility/Integrity
Negotiation skills
Customer
CONSULTATION
Influence skills
Consulting skills
Change
Collaboration/Team
From India, Pune
hi sunayna,
i have also just started my career in HR, n i am already in the rethinking state!
but i think it is more because of the kind of boss i have here rather than any dislike for the job!
i really think u r very lucky that u have ur plans fixed! i am seriously thinking of shifting my line or atleast my company!
Cheers,
Pallavi
From India, Pune
i have also just started my career in HR, n i am already in the rethinking state!
but i think it is more because of the kind of boss i have here rather than any dislike for the job!
i really think u r very lucky that u have ur plans fixed! i am seriously thinking of shifting my line or atleast my company!
Cheers,
Pallavi
From India, Pune
seee...this is wt my point is
isnt it tooo young for me to decide?
i am so sure abt joining HR tht is scares me
ya..i am planning to do tht nxt yr frm XLRI (if i can) or TISS or symbi
lol..ul laugh if u know wt all ive wanted to become
well...wen i was a kid, like most of the children, i wanted to become a math teacher
thn at oine point of time a social worker, thn at 8th std wen i read my first john grisham, i wanted to be a lawyer more thn anything else in my life
at 11th i was inclined towards finance so wanted to do CA
i soon learnt tht CA is not my cup of tea or water or anythin
i joined BMS becoz i thought Bcom wld be boring
n then ther were sooo many options
i liked psychology coz ppl n their behaviour fascinate me
n thn eversince i m aiming for HR
my psychometric test tells me to take up soething in human relations, public relations or service n stuff like tht
my frenz tooo agree
n i think its the best tht i can do with my skills n will give me a sense of satisfaction...
n pallavi dear
i think ur boss is human (no ones perfct)
i dunno abt u
but i wld take it as a challenge
hihi..my boss's boss at my summers na, i thought he dint like me,,
he never smiled back at me..n gave ..it really annoyed me
but he was actually impressed by me and it was an happy ending
so u jus hang in ther ok
u know...if u change ur career and go do something else,
imagine ok...20-25 yrs frm now
u dislike the job u doin n thn u wonder wt wld hav happened if u wld hav taken sunayna's advice n stuck to HR
i mean change the career u want bcoz of ur boss??
too much yaar
wt if ur boss moves with u? or ur future boss is worse?
From India, Mumbai
isnt it tooo young for me to decide?
i am so sure abt joining HR tht is scares me
ya..i am planning to do tht nxt yr frm XLRI (if i can) or TISS or symbi
lol..ul laugh if u know wt all ive wanted to become
well...wen i was a kid, like most of the children, i wanted to become a math teacher
thn at oine point of time a social worker, thn at 8th std wen i read my first john grisham, i wanted to be a lawyer more thn anything else in my life
at 11th i was inclined towards finance so wanted to do CA
i soon learnt tht CA is not my cup of tea or water or anythin
i joined BMS becoz i thought Bcom wld be boring
n then ther were sooo many options
i liked psychology coz ppl n their behaviour fascinate me
n thn eversince i m aiming for HR
my psychometric test tells me to take up soething in human relations, public relations or service n stuff like tht
my frenz tooo agree
n i think its the best tht i can do with my skills n will give me a sense of satisfaction...
n pallavi dear
i think ur boss is human (no ones perfct)
i dunno abt u
but i wld take it as a challenge
hihi..my boss's boss at my summers na, i thought he dint like me,,
he never smiled back at me..n gave ..it really annoyed me
but he was actually impressed by me and it was an happy ending
so u jus hang in ther ok
u know...if u change ur career and go do something else,
imagine ok...20-25 yrs frm now
u dislike the job u doin n thn u wonder wt wld hav happened if u wld hav taken sunayna's advice n stuck to HR
i mean change the career u want bcoz of ur boss??
too much yaar
wt if ur boss moves with u? or ur future boss is worse?
From India, Mumbai
It's never too early to set goals, providing you don't close your mind to unexpected opportunities. I am doing work now now that miles removed from my original career goals, but I am happy in what I am doing as it utilises my skills and has developed competencies that I never realised I had.
From Australia, Ballarat
From Australia, Ballarat
Dear Sunayana
It is not too early to decidee. at your age i was also thought like you and after 10 years i become HR Head for a Pharmaceutical firm.
You need to be decisive, clear and focused towards your goal that you have decided.
You will definitely attain the goal.
regards
Srinivasu
From India, Hyderabad
It is not too early to decidee. at your age i was also thought like you and after 10 years i become HR Head for a Pharmaceutical firm.
You need to be decisive, clear and focused towards your goal that you have decided.
You will definitely attain the goal.
regards
Srinivasu
From India, Hyderabad
Dear sunayna,
My name is Sadashiv Rao & I am based in Kuwait as Executive HR . Your letter is interesting & you are a very intelligent individual i feel that you have already made up your mind to pusue a career in HRM. let me tell you one thing that you are a focussed individual.
at your age there was nobody to guide me & I did not know where I was headed . Do what is there in your mind & what it tells you but remember it is also good to ask senior people also (as Rajatji has replied to you). My opinion is that you are already on thhe right track & you have a full life ahead of you + you have made a early start. This is a very vast & interesting field & my suggestion is learn as much as you can (there is no age for learning : always remember this!!!) . All the very best to you!!!! & I do hope that after getting so many positive views your dilemma has been chucked out of your mind. God Bless you!!!
Regards,
Sadashiv Rao
From Kuwait, Kuwait
My name is Sadashiv Rao & I am based in Kuwait as Executive HR . Your letter is interesting & you are a very intelligent individual i feel that you have already made up your mind to pusue a career in HRM. let me tell you one thing that you are a focussed individual.
at your age there was nobody to guide me & I did not know where I was headed . Do what is there in your mind & what it tells you but remember it is also good to ask senior people also (as Rajatji has replied to you). My opinion is that you are already on thhe right track & you have a full life ahead of you + you have made a early start. This is a very vast & interesting field & my suggestion is learn as much as you can (there is no age for learning : always remember this!!!) . All the very best to you!!!! & I do hope that after getting so many positive views your dilemma has been chucked out of your mind. God Bless you!!!
Regards,
Sadashiv Rao
From Kuwait, Kuwait
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