4 Reasons From A Deloitte Consultant & An HRM Director On Why HR Management Is A Goldmine

• Flexibility In Industry: HR professionals have a lot more options in switching positions than their peers in other functions. For example, if we consider sales, a person in retail sales finds it difficult to move to software sales due to a lack of technical knowledge. However, when it comes to the HR function, the work is generally the same across industries, therefore the skills you would gain as an HR leader in one firm would be completely transferable to another. As a result, HR professionals have wider access to diverse opportunities and challenging environments compared to other professionals.

 

• Universal Skillset: A competent HR professional who understands what is required of them and how to achieve it is the most sought-after individual by organizations. The skillsets of HR are transferable from one sector to another and as mentioned are universal to all types of businesses. As a result of which, it has been seen that management trainee joining the HR function grow faster in their jobs than those in other functions.

 

• Create An Impact In People’s Lives: One of the biggest reasons cited for job satisfaction 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. A career in HR function will provide ample opportunity for you to rethink the entire concept of workspace and redefine the rules of work and bring about a positive impact on people’s lives on a massive scale and thereby creating a history that will live long after you’re gone. As an HR, you can redefine the rules of work & bring a positive impact on people’s lives on a massive scale

 

• Job Satisfaction: HR is among the jobs with top satisfaction rates. In fact, the number of HR Managers who are "very satisfied" with their jobs is 25% higher than the average in the US. Remember, job satisfaction is a key motivator for today's professionals, and Human Resources is a great choice, even at the entry level.

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5 Steps To Climb The Career Ladder Of HRM&A

 

• Understand Talent Acquisition: It is an organizational task of finding the right person for the job role. It might seem simple but it involves strategies & tactics for sourcing, interviewing, hiring, and retaining employees. A Talent Acquisition team is made up of dynamic professionals - recruiters, sourcing staff, and hiring managers. To succeed in this powerhouse, one must know the designing of onboarding programs, EVP(Employer Value Proposition), leveraging technology platforms, and enhancing employer brand vs key competitors.

 

• Plan Learning and Development: It plays an important role in maintaining a 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. The main focus is to promote a mindset of growth in every employee with a culture of continuous learning. Be a capable HR by learning to identify current and future skills gaps, how to harness a variety of content partners, learning channels & formats to deliver content, and understand the secret sauce behind developing a leadership development intervention.

Click Here To Learn Interview Qs Like ‘How good is your EX?!’ And Other Stunning Facts About HRM Careers

• Determine Performance management: It is a continual process of communicating and clarifying assigned work, objectives, performance targets, and capacity building in order to optimize an individual's performance and fit with the company's strategic goals. Human Resources has set up modules to help with employee performance management. Some of those modules are Performance-Potential dilemma, developing a culture of radical candor, managing poor performance in the workplace, rating mechanism & bell curve distribution for assessing performance and discovering strategies to eliminate the common biases in managing performance.

 

• Master Analytics: There are now a plethora of data sources available to influence decision-making and drive firm productivity, due to technological advancements. HR professionals' role is to use data as a decision-making tool discovering indicators & data sources that can provide organizational insights and run a high-performance organization through optimizing an organization’s structure & roles. Be an analytical proficient by mastering the organizational development tools & frameworks, HR analytics, and how to deploy people analytics.

 

• Learn to Shape Organizational Culture: A successful organization must have a culture that is centered on a set of firmly ingrained and strong base ideals that are substantiated by vision and strategy. HR professionals are responsible for fostering a high-performance culture filled with values, degree of hierarchy, people & task orientation, subcultures, etc.  As an HR professional, you need to learn the components of Organizational Culture, the top challenges managers face, and which actions or interventions have the most impact on improving managerial effectiveness.

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Who Are The HR Leaders Who You’ll Learn From?

• Amit Mehta

         GM HR - Marketing (HC & BPC) and Head - Employer Brand - Hindustan Unilever Ltd. (HUL)

         XLRI and VJTI Alum

• Antara Chatterjee

Strategic Workforce Planning at UNICEF, ex-Hindustan Unilever Ltd., ex-Reckitt

          SCMHRD & LSR Alum

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• 40+ hours of learning sessions with HR leaders of HUL & UNICEF
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