Hi Friends, Is it Possible for an HR Working In Logistics/Supply Chain Industry To Move In To HR Executive In Manufacturing Industries? Whether They Will Consider His Profile Or Not? Could You Tell Me Suggestions Immediately Its Very Urgent
From India, Chennai
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2From India, Chennai
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Dear Siva,
The HR knowledge and basics of HR remain same, irrespective of the Industry. The working and the laws differ from Industry to industry... For example the Manufacturing have many more laws to consider than the Shops and Establishment.
So as far as you have the knowledge to deal with Unions and Govt. Officials and your basic HR knowledge is Strong and updated, there should not be any problem where in they should reject your canditure.
Kindly prepare your CV, where People Skills and Negotation Skills and the Basic HR knowledge is reflected in writing.
Regards,
Ashutosh Thakre
From India, Mumbai
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The HR knowledge and basics of HR remain same, irrespective of the Industry. The working and the laws differ from Industry to industry... For example the Manufacturing have many more laws to consider than the Shops and Establishment.
So as far as you have the knowledge to deal with Unions and Govt. Officials and your basic HR knowledge is Strong and updated, there should not be any problem where in they should reject your canditure.
Kindly prepare your CV, where People Skills and Negotation Skills and the Basic HR knowledge is reflected in writing.
Regards,
Ashutosh Thakre
From India, Mumbai
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Dear Cite HR, Is it possible to move career from Aviation Aircraft Engineer to Supply Chain sector as I just took my MBA in supply chain, shipping & logistics management?? Thank you so much
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Dear colleague,
Yes, the transition to manufacturing is possible. Though HR functions remain the same in every setup, the emphasis and demands on certain functions will be more. Every HR person needs to have a deep understanding of how the business is organized, competition, and factors that matter for its success. The most important aspect is to find the bearings of HR functions with the business imperatives and execute by aligning them for winning. The value you can add depends on what functions are prioritized by the top management—such as talent acquisition and retention, performance management, compensation design/restructuring, union-management relationship, apart from streamlining routine administrative functions by automating them, etc.
Given the basic capabilities as mentioned above, I don't believe working in any setup—manufacturing or non-manufacturing—will matter.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Yes, the transition to manufacturing is possible. Though HR functions remain the same in every setup, the emphasis and demands on certain functions will be more. Every HR person needs to have a deep understanding of how the business is organized, competition, and factors that matter for its success. The most important aspect is to find the bearings of HR functions with the business imperatives and execute by aligning them for winning. The value you can add depends on what functions are prioritized by the top management—such as talent acquisition and retention, performance management, compensation design/restructuring, union-management relationship, apart from streamlining routine administrative functions by automating them, etc.
Given the basic capabilities as mentioned above, I don't believe working in any setup—manufacturing or non-manufacturing—will matter.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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