HR Career Path – The Road Ahead

This discussion focuses on the career path for HR .

It begins with understanding the roles within the HR value chain and thereafter seeks option in the long term basis. Peter Cappali in Wharton, Today’s HR Executives: How Career Paths Have Changed — and Stayed the Same, April 28, 2010 shared ‘”Human resources is a crucial point of intersection between the broader society and business.” His research shows how the career paths have been changing. he provides data to support more female workforces entering HR , International leadership is giving way to promote HR Leaders from within the organization. He further stress the fact that the spending on the HR education needs to get accentuated.

The HR career for an individual ideally starts with an HR executive role delivering the level one task such entry level role in recruitment, payroll or any other generalist functions which requires minimal decision making. As the professional matures they move higher up the continuum with decision making role, finally as a custodian and a think tank to the ultimate decision maker in the organization.

The recession and the economic cycles had an impact on the business. This was coupled with the race in atomization and standardization of HR as profit centre. Hence certain avenues such as SAP HR and other HR metrics based roles which might not have existed before came to the forefront. The downsizing of the jobs clamp down into the downsizing of HR roles as well, hence the option to the HR in the current market is far from what it used to be even few years back. A strategy such as employing a graduate to deliver the entry level hr function is on the rise. In a job market like this we suggest the following

  1. Independent Professional – Develop oneself by competing from within.
  2. Remain transition ready – The HR professional needs to think beyond the HR roles for a while. This includes business roles as it helps in understanding HR better. The HR professional would get to experience the HR functions and the impact of HR initiatives from the other side.
  3. Constantly work to increase knowledge mastering Operational functions – The changing business realities requires the HR functions to be redefined. The mastering of the HR Operations can lead to the seamless implementation, hence greater agility .
    Build nurturing relationship through not just networking but taking value to everyone you connect with. The HR needs to be the solution provider to every professional connects. This requires HR
  4. professionals to establish as HR leaders or experts who can offer solution without asking for immediate returns. This increase the goodwill hence makes the practitioner invincible.
  5. Work in different verticals managing employees with various educational and skill sets. A range of employee behaviour including the employee with highest educational level in the vertical with maximum volatility would mature the HR professional.
  6. Involve HR Metrics with greater affinity to show the ROI and the value returns for the HR. Ensure the business heads see HR as a Profit Centre and not just a cost centre. Implement technology wherever required.

Finally we conclude with a quote as made on 100 best quotes for HR from Movies in the HR Capitalist. This particular quote is from Matrix which shares the fact that we may not know what in store yet we make sure we do the right thing today. “I know you’re out there. I can feel you now. I know that you’re afraid. You’re afraid of us. You’re afraid of change. I don’t know the future. I didn’t come here to tell you how this is going to end. I came here to tell you how it’s going to begin. I’m going to hang up this phone, and then I’m going to show these people what you don’t want them to see. I’m going to show them a world … without you. A world without rules and controls, without borders or boundaries; a world where anything is possible. Where we go from there is a choice I leave to you !”