cauz the uni never teach actual hr skills that are impt. no module on payroll software, employment contract, employment laws, recruitment exercise, work permit or ep application, cpf etc.

the modules are normally academic theory like organization effectiveness, business partner strategy, culture diversity, human capital etc. unrelated to actual hr requirement.

Aiya... isn't it the same in all industries?
Everyone wants to be an IT consultant but no one wants to do IT operations.
Everyone wants to be do marketing strategy but no one wants to do the actual grunt work.

US Embassy - Human Resources Assistant
://sg.jobsdb.com/sg/en/job/human-resources-assistant-400003002811775

not really. i find those IT threads more realistic. most ppl are actually discussing actual jobs in places like ncs, ste etc. even the more ambitious ones are just exploring doing project management. not like this thread, just talk & talk non stop about being business partner, specialist, making top dollar yada yada

LVMH Human Resource Intern
s://.*************/jobs/detail/21451

Anyone know a HR Manager in a medium size local company doing precision engineering is paid how much?

Manager, Total Rewards, Asia Pacific
s://.linkedin.com/jobs2/view/154583062

Local companies basic tend to be lower (8-9k) but they pay higher bonuses of 4-5 mths

Human Resources Intern (Performance & Reporting)
://.indeed.com.sg/m/viewjob?jk=d2756c410c33f47e

I see many in HR are stuck being a HR exe for many years even till their forties. How is the career progression or path like when you start out as a HR exe doing admin/ops work?

Not everyone can move up regardless of department, its a fact of life. Only diff is recently some co. start to inflate titles by anyhow promoting people to managers and directors, but the responsibility and pay no change.

You got to be kidding me. An SME should be more concerned with staying afloat and typically does not prioritize HR (unless the HR Director is the boss' wife/daughter/sister/aunt/cousin). Add to that the industry (precision engineering) and you tell me whether $8-9k with 4-5 months bonus is far fetched or not.

sounds logical to me. lots of hrbp in mncs are already drawing >20k so i dun see why 8k is far fetched for smaller co. unless by sme u really mean mom & pop shop of 3-5 workers then yes, it will be lower.

What's the norm/usual career path for HR professionals starting from their graduation?

Spec and generalist very different. Spec is like banking & generalist is like accounting.

Executive - HR Sales & Marketing Singapore
://jobs.daimler.com/?ac=jobad&id=70669

HR and Admin Officer
s://.*************/jobs/detail/22189

Regional Head of HR Asia
://.indeed.com.sg/rc/clk?jk=ebc1d02fc007f2df

Intern - Organizational Management
://.indeed.com.sg/rc/clk?jk=912b85a27691a417

INTERN, HUMAN RESOURCES
://.indeed.com.sg/cmp/Munich-Re-Singapore/jobs/Intern-4b48fd566dfcfbb9

diploma holder
 

does anyone know the prospects for a diploma holder in human resource management? I cant get into a local uni with my gpa, so im planning to go out into the workforce straight.
thank you

Probably can apply for standard HR/Admin Officer job.

Manager, Recruitment Support
://.linkedin.com/jobs/view/147794260

Recruitment Administrator
://.linkedin.com/jobs/view/147791289

Payroll Assistant
://.linkedin.com/jobs/view/147789580

Senior Payroll Assistant
://.linkedin.com/jobs/view/147791288

Recruitment Coordinator
://.linkedin.com/jobs/view/149202365

HR Business Relationship Lead
://.linkedin.com/jobs/view/143352272

Senior Rewards Project Manager - AMEA
s://.linkedin.com/jobs/view/146364741

Global Mobility Analyst
s://.linkedin.com/jobs/view/152219306

Is it very hard for a fresh business diploma Grad to get a job in HR? I've seen many job ads looking for entry level positions yet requiring a certain amount of experience.. Furthermore, with the bad job market right now, is it wise to take on any job while looking for a better company?

Look for HR Administrator / Assistant type. Usually they will say need 1 year exp, but as long as you are pleasant socially is no problem. The jobs are mostly basic paperwork that can be pick up in 1 week OJT.

consider doing internships to gain relevant experience.

dun waste your poly internship opportunity on hr, do something more specialize or technical. hr admin 'sai gang party' intern exp won't help in securing jr hr officer/assistant jobs anyway.

Hi guys , I just graduated from private uni with degree biz . but my previous experience is mainly CS with a bit of recuritment experience . is it hard to get a HR position?
seems like the market is quite bad . I seen a lot of HR posts but mostly need experience .

any advice on which career path for me ? I studied biz

Hr is very board. i am also a biz degree holder from a private uni. must be familiar with the labour laws and love handling with people related problems i guess.

Just apply as many fresh grad jobs as you can, dun just restrict yourself to HR esp when your qualifications not strong. HR ops job esp at jr level not much barrier to entry, all those immigration and labour laws can easily ojt within few weeks, so in a weak economy like now got many exp ppl applying for few openings only become very hard for pte uni grad.

Senior Specialist, Compensation & Benefits / Mobility
://.linkedin.com/jobs/view/174578158

HR Executive, 12 Month Contract
://.indeed.com.sg/rc/clk?jk=b6213392ed1a32b3

HR & Operations
://.jobstreet.com.sg/en/job/associate-director-associate-human-resource-operations-5340174

Payroll Manager
s://.linkedin.com/jobs/view/169649851

Senior Compensation and Benefits Analyst APAC
s://.linkedin.com/jobs/view/174578233

Senior HR Analyst
s://.linkedin.com/jobs/view/175413259

Intern (6 months) - Organizational Management
Allianz Group
s://.linkedin.com/jobs/view/177285894

Hi, hope there are experienced HR pros can help me:

Recently due to reorg my bank retrenching my position. Under the policy 1 year = 1 month, I got 13 years service and should be entitled to a package of 13 months.

But when calculating the package my HR suddenly say I will not be entitle to full amount as the cap for retrenchment package is 300k. I dont remember got such thing and the HR girl clams it is new policy since early this year.

Is this legal in the first place? How can a bank just last minute change policy to cut cost just before they retrench?

Any HR pro can advise????

Most (if not all) companies have ceilings (as well as floors) to the amount of severance paid out. In general, severance policies may allow for x months of base salary per year of service rendered, subject to a minimum of y months and a maximum of z months. Very standard.

In your case, it sounds like your company may have set a ceiling in terms of dollar value rather than months. It is not illegal to have such a policy, and it is not illegal to amend this from time to time.

300k retrenchment benefit not enough & still wanna complain?

Anyway like above say, companies are entitle to set limit & change whenever they feel like it. You have no case at all. I think your bank very generous already...

The banking industry always short term logic, spend 300k to retrench someone only to spend another 500k to hire back after a few years of downturn.