Now i completed post Graduation Diploma in Management in Human resources management from IGNOU.Now i confused what i do after this.now i able to give GAET or Net exam or any other exam. otherwise i can start PHD, Whichever option i can choose.
i hope you can give reply in few days.
I UNDERSTAND YOUR SITUATION.
IF YOU WISH TO MAKE A CAREER IN HR,
MY SUGGESTION IS
-GO FOR FULL TIME MBA HR [ 2 YRS ]. OR PART TIME[3 YRS]
-CAREER PROGRESS WILL BE FAST.
PHd will have limited career opportunity.
I HAVE LISTED ,HEREBELOW, SOME OF THE AREAS,
YOU NEED TO WORK ON ---IRRESPECTIVE OF THE OPTION YOU CHOOSE.
NOW THESE ARE HRM PROCESSES
-CONDUCTING HR AUDITING
-DEVELOPING HR BUDGET
-DEVELOPING Strategic HRM Planning
-DEVELOPING HR Strategies and Policies.
-MANAGING change management.
-PREPARING Competency-based HR PRACTICES
-DEVELOPING Knowledge management
ORGANIZATIONAL BEHAVIOR PROGRAMS
-job / role structuring
-performance managing the processes.
-career planning /development.
COMPENSATION / BENEFITS MANAGEMENT
-managing COMPENSATION process
-administration of PAYROLL/ SALARY/WAGES
-benefits like medical/insurence etc
HEALTH AND SAFETY.
HUMAN RESOURCE INFORMATION SYSTEM.
You should be able to develop the management
for each of these elements.
I have listed some of the areas the RECRUITER would focus on.
In addition to regulations tests like personality tests etc ,
the recruiter would be looking at
-handling/ managing issues/situations.
-managing/handling of HR PROJECTS
-EXPERIENCE in planning/ processes
-managing HR CONTRIBUTIONS
-your knowledge of HR techniques/tools
-upkeep/update of HR KNOWLEDGE MANAGEMENT.
FOCUS ON CORE HR FUNCTIONS/STANDARDS.
International personnel management
Health and safety
Pay and benefits
Training and development
Discipline and grievance
SOME OF THE HR skill and knowledge requirements
I.2 Decision making
and problem solving
I.3 Business acumen
I.4 Credibility and
II.1 Knowledge of
II.2 Knowledge of
II.3 Knowledge of
II.5 The HR
department as a part
of the organisation
III.1 Management of
III.2 Management of
III.3 Management of
III.4 Management of
III.5 Management of
IV.1 HR planning
IV.3 Employee and
IV.5 Health, safety,
welfare and security
IV.6 Systems and
FOCUS IS ON THE COMPETENCIES REQUIRED FOR A
SUCCESSFUL HR MANAGER?
The suggested competencies are
-human relations handling skills
-professional knowledge of HR
-adding value through people development
-strategic thinking capability
-business / culture awareness
-communication [ oral/ written ]
HUMAN RESOURCE MANAGERS ARE ASSESSED IN THE FOLLOWING
AREAS DEPENDING ON THE PLACE THEY ARE LIKELY TO BE
APPOINTED. EXAMPLE --USA OR MIDDLE EAST OR ASIA ETC.
-how would you manage the Equity compensation,
-how would you handle merit pay,
-how would handle the healthcare benefits
- how would you manage COBRA.[usa]
-how would you manage , at the workplace ,Discrimination.
-how would you develop personnel policies,
-your experience with HR manuals
-your experience with employee handbooks.
-how would you manage Job analysis & personality research.
-how would you handle Employee motivation.
-how would you manage Continuing education.
-how would you manage Telecommuting program guidance.
-how would you handle Salary surveys.
-how would you handle Labor issues.
-how would you handle Alternative staffing.
-how would you manage Independent contractors.
-how would you handle Blended staffing.
-how would you manage Temp workers.
-how would you manage Foreign nationals.
-how would you handle Recruiting, hiring and termination issues.
-how would you conduct Employee background checks.
-how would you manage Layoff
-how would you manage learning and development.
-how would you handle -- Addressing worker performance.
-how would you conduct/ manage 360 degree feedback.
-how would you manage Disasters (all)
-how would you manage General Management (all) Property -
-how would you conduct Emergency Plans.
-how would you manage OSHA (all) Regulations - ADA, EEOC, DOL, NLRB, OSHA, MSHA, US Codes.
-how would you manage Safety Mgt (all) Security - Background Checks, Bomb Threats,
-how would you manage Counter-Terrorism, Personal Protection, , Violence.
-how would you manage , as more women are entering the workforce.
-how would you manage different amenities at the workplace.
-how would you manage as more women with children are entering the workforce.
-how would you manage the needs of different facilities at the workplace.
-how would you handle equal emplyment opportunites laws
-how would you handle equal pay/ awards
-how would you handle anti discrimination laws
-how would you manage outsourcing of products/ services
HOW DID YOU MANAGE OR CONDUCT
-HR MARKETING [ internally ]
WHAT IS YOUR EXPERIENCE IN CONDUCTING & MANAGING
COULD YOU PLEASE EXPLAIN , BRIEFLY, YOUR APPROACH
-HR STRATEGIC PLANNING
-TALENT PLANNING/RETENTION / MANAGEMENT
-DEVELOPING LEARNING & DEVELOPMENT BUDGET
HOW WOULD YOU DESCRIBE YOUR EXPERIENCE IN
-MANAGING DIVERSITY AT WORKPLACE
-MANAGING THE CHANGES IN ORGANIZATION STRUCTURE
-ALIGNING HRM WITH CORPORATE OBJECTIVES / STRATEGIES.
-CREATING/ MANAGING HR DELIVERABLES.
-HR CONTRIBUTION TO THE COMPANY'S COMPETITIVENESS.
-AUDITING YOUR OWN HR DEPARTMENT.
CAN YOU BRIEFLY EXPLAIN
-HOW/WHAT HR CAN CONTRIBUTE IN MERGERS.
-HOW/WHAT HR CAN CONTRIBUTE IN ACQUISITIONS.
-WHAT HR SYSTEMS HAVE YOU SET UP
-WHAT INTERVENTIONIST ROLE HAVE YOU PLAYED
-HOW WOULD YOU SET UP/MARKET GREENFIELD SITES IN HR.
-HOW/WHAT HR CAN MAKE CONTRIBUTION TO THE COMPANY'S
-HOW WOULD YOU GO ABOUT WITH HR-SET UP IN AN ORGANIZATION.
WHAT ARE THE Compendium of Current Tools and
Techniques , YOU ARE COMPETENT IN APPLYING
ON THE JOB.
*360 degree Evaluations
*After action Reviews
*Alternative Dispute Resolution
*Breakthrough Action Teams
*Chaos Theory and the New Science
*Contingent Work Force
*Cross functional Teams
*Economic Value Added
*High Performance organizations
*Job Enlargement/job Enrichment
*Just in Time/ just in Case
*Lateral Thinking/Out of the Box Thinking
*Laws and Principles: Murphy/Parkinson/Peter
*Lean Production/Lean and Mean
*Management by Objectives
*Management by Walking Around
*Networking (Personal Strategy and Structure/Information flow)
*New Paradigm Business
*One Minute Manager
*Open Book Management
*Pay For Performance
*Peer Mediation/Peer Intervention Teams
*Principle centered Leadership
*Quality of Worklife
*Quick Response/Rapid Deployment Teams
*Reinventing the Corporation
*Results driven Quality
*Right Brain Thinking
*Self development Group
*Self managing Work Teams
*Spirituality in Organizations
*Third Wave/Fourth Wave Organization
*Trickle Down Technology
*Zero based Budgeting