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Human Resources/help in career mapping


Hello Sir my name is atul i am a call center executive i was 19 when i started working in a call center for supporting my education financially since i was always passionate about Hr as a domain i wanted to b one today i am 27 yrs old graduate and mastered into HR from pune from a small average institute and now i wanna start my hr career but i have few question in my mind which are given below request you to help me with answering them.

1)I currently earn 20 thousand but to start an Hr job people are not ready to hire me because i am asking for minimum 20k and organisation ready to hire me are barely offering me 10-12k is it ok to compramise with salary @ this point and switch to Hr if i want to.

2)I am not getting hired into companies but just hr consultancies are ready to hire me is that experience valid.

3)will i gain an upper hand in longer run if i give 100% dedication to learn and gain a better HR job

4)should i compromise with my designation as an hr professional because i want to be an all rounder and dont want to restrict my self into one special area of hr so is it good to have one specialization or i should get hired as a trainee and work where ever i get to work under any dept into hr (eg-Hr recruitment is one special area so should i go for one area or work into any multiple hr fields)

My responses are given below :

1)To start your HR career you have to  compromise with salary @ this point and switch to HR.

2)HR / Recruitment consultants are good to start with.  Once you put experience you can move on.

4)Designation will  be as per the Company policies.  Do not worry too much about it !

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Professional Experience & Achievements HR Policy Design & Implementation Involved in Policy making & manuals Comparative Industry study, Gap Analysis Updating and introduction of new ones Design and implementation of HR trackers relating to policies and practices Comp & Benefits and Rewards management Design and implementation Compensation and Benefits Policy Periodic Benchmarking Compensation and restructured Compensation / Levels Updating Grades and designations Advising Management on current trends in C & B with respect to annual increases. Financial impact analysis and creation of budgets for the year. Presenting Reports to Management effective cost control, Manpower cost budgets, and forecasting incremental changes for implementation. Presenting on Quarterly C&B data based on the reports from professional bodies Hewitt / Mercer supplemented by collecting informal data from other companies Parity analysis for new hires vis--vis the existing employees in similar grades / level Designed and implemented a robust and transparent Rewards Recognition system Performance Management Talent Acquisition Part of Project Team for composition and positioning of team members. Documented the level / grade and budgets for open positions, project estimation with respect to manpower costs and hiring costs. Designed and implemented cost effective hiring solutions maximizing Employee referrals with innovative campaigns. Career Management: Learning & Development Initiatives Communication and change management Employee Engagement Employee Retention

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