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Originally Posted by Unregistered
Your line of reasoning is flawed. Just because an individual is not able to get into a MA programme does not necessarily mean that (s)he would not be able to secure a job at said company in the future, no? Those placed on the management associate tracks are high flyers/overachievers but a company is rarely made up of only such people. Or do you know of one that only accepts management associates and no one else?
Also, HR positions in the private sector do not just consist of specialised roles like C&B, L&D, HRIS etc. From what I've seen on job portals, there are many generalists/ops positions as well. Regardless, MA at ministries/stat boards/glcs are rotated through the full spectrum of HR functions so I can't fully comprehend the whole "skill sets gained in the public sector are not relevant" argument.
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The "Caveat emptor" was that for HR jobs in NMCs, they are usually looking for specialised ones, especially for those that require HR experience. Therefore if you are unable to have the required experience in the specialised HR functions, yes it will be difficult for you to enter. Usually its a round-table of people from the same group of companies that rotate about.
If you're talking about SMEs or those smaller companies, yes you are right;there are HR generalist roles. Even then, you are expected to know the full spectrum of HR, even if not specialising in any specific functions. Then again the issue is, if you are already in the public sector doing HR, would you want to go into these companies to do HR? The chances of them offering you a similar or better salary package is low, especially for a generalist role.
If you read the original post, that person is unable to make it into the MA of the MNCs. What makes you think he/she maybe able to enter the MA programme for the public sector? So if you're not a MA, chances are you will not be rotated to enjoy the full spectrum of HR functions. Not unless you make a deliberate effort to quit and join other agencies to work on a new HR function, or request to rotate within the various HR functions in your agency.
Are you saying that if I am a HR generalist in a public agency of 500 people dealing with budgets and fiscal policies, I can apply to be a HR generalist in an Oil and Gas company that has more than 5000 employees? Now under such circumstances, would my experience in the public be useful for my application to this private company? Afterall, people who want to move on usually want to move to a higher (greener) pasture. There is no point in saying I can move onto a smaller company doing similar things. No career development as well.