2. Changing dynamics of human workforce: Once you get the right talent onboard, the battle is only half won but if the talent management is not a robust one, your key talent may soon become stale talent. Learning and development department of the Human Resource Management department plays a very important role in maintaining sustainable competitive advantage by continuously monitoring the changing nature of jobs in the industry and appropriately reskilling and upskilling the workforce so that their skills remain relevant for their jobs. Having an inefficient learning and development department in an organization is like a frog in boiling water, the organization may not realize its impact in the short run but in the long run it can cause major damage. The good fact is that, across industries, the spending in learning and development has increased and companies are now paying more importance to it than ever before, with a more connected world, HR is now able to bring the best trainers from all over the world for their employees. Being a trainer is also another lucrative career option with rapid pace of changing skill sets, the demand for trainers will inevitably increase in future.
3. Flexibility in industry: As we already spoke about shortening of career spans across industries, the employees working in the HRM function have an upper hand in this aspect over the other management domains as well. My research of over 500 HR leaders has led to the conclusion that, HR leaders have a lot more flexibility while changing jobs as compared to their counter parts from other functions. Just to quote an example, if we were to compare sales and marketing function with the human resource management function, the sales of automobiles is totally different from sales in banking sector so it is next to impossible for a person working in automobile sector to switch to any other sector as his skills and competencies are not perceived as relevant by employers in other sectors however, if we talk about the HR function, the work is by and large the same in all sectors and hence the skills that you would acquire being an HR leader in one company would be absolutely relevant in some other company as well. Therefore, in general, HR employees have access to much more diverse opportunities and challenging assignments than their counterparts from other management functions. As a result of which, it has been seen that management trainees joining in the HR function grow faster in their jobs than those in other functions.
4. Burgeoning HR consulting industry: Consulting market is experiencing an unprecedented growth and HR consulting is leading the pack in terms of growth. Today nearly all of the biggest HR consulting firms are operating out of India. The roles that they are offering to the management graduates is also very lucrative one. B-schools like XLRI Jamshedpur, MDI Gurgaon and TISS Mumbai attract offers from the biggest names in HR consulting industry. Organizational design, compensation and performance management are some of the biggest areas of HR consulting. They offer a steep learning curve just like and at times more rigorous than consulting in other functions.
5. Create an impact in people’s lives: While there may be numerous reasons which make people satisfied about their jobs, one of the biggest reasons cited had been the kind of impact they have been able to create in their jobs. HR leaders take care of the internal stakeholders in an organization and over the course of their career, each and every decision that they make has a direct impact on the lives of the employees. In many organizations such as Tata Steel, the HR leaders with their iconic HR policies paved the way for the future legislation for regulating working conditions of all industrial workers in India. A career in HR function will provide ample opportunity to you to rethink the entire concept of workspace and redefine the rules of work and bring about a positive impact in people’s lives on a massive scale and thereby create history that will live long after you’re gone.
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