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pam 04-09-2012 08:38 PM

Hi all, i have a diploma in hr management and up to now got 2++ years work exp as key account manager. I am very good with communicating with people and thinking of exploring hr dept.

Is it possible to join a big mnc as a talent manager or development manager? What is the pay like? Now getting 2.5k, is 3k too much?

beckkeong 05-09-2012 06:14 PM

Hi all

I am a Organizational Psychologist from malaysia currently seeking employment in singapore. I have a Masters in I/O Psychology and registered with the Australian Board of Psychologists. I have been trying very hard to secure a job and have applied for a myriad jobs relating to i/o psychology/ HR/ eudcation ( as i have good experience in that field as well ) but to no avail.

What kind of pay should i be expecting or asking for and what can i do to give myself a better chance of securing a role?

thank you

poor and stupid 06-09-2012 11:33 AM

Quote:

Originally Posted by beckkeong (Post 27976)
Hi all

I am a Organizational Psychologist from malaysia currently seeking employment in singapore. I have a Masters in I/O Psychology and registered with the Australian Board of Psychologists. I have been trying very hard to secure a job and have applied for a myriad jobs relating to i/o psychology/ HR/ eudcation ( as i have good experience in that field as well ) but to no avail.

What kind of pay should i be expecting or asking for and what can i do to give myself a better chance of securing a role?

thank you

0 jobs available, and negative amount pay.... except from education, that one big bucks

beckkeong 06-09-2012 11:41 AM

Quote:

Originally Posted by poor and stupid (Post 27984)
0 jobs available, and negative amount pay.... except from education, that one big bucks

thanks for your reply .. you've been helpful

haiz2006 09-09-2012 11:58 AM

Quote:

Originally Posted by windsor (Post 27944)
To be fair I know cases of ops HR becoming BP in the end, but they it takes very long. The few I know are already late 40s who work from the ground up for decades slowly before getting into BP.

So the engineer guy need to ask himself what career he really want.

ok fair enough after hearing so much... I guess I wouldnt need broad knowledge to enter a specialise area...in HR

so can C&B relate to BP? i think BP is really not easy although I have interest..
BP is a development of successful, long term, strategic relationships between customers and suppliers, based on achieving best practice and sustainable competitive advantage. So understand the business u are in is important...but when jump ship experience is much more valuable as you know how the market shift globally...

however for C&B.. focus on employee compensation and benefits policy-making. I think I am more of a person like this... I am not so much into engaging strategic movement... and would like to focus how C&B can help in hiring and retain employees..

to cut short... with a local degree certificate in engineering plus 2 years of project mgt experience.. where should I start out first? I have been knocking on wrong doors or perhaps the doors are always close for such person who wan to do a switch..

does taking a advance diploma helps? its a risk to take if I take up diploma but no one wants me... as ppl says exp prove more than anything else.. I am 27 odd this year...

focus 10-09-2012 10:30 AM

What do you know about BP or C&B beside big words like "strategic movement" "best practice" "market shift" etc?

Seems you are sending conflicting signal all over. One momement you want to be generalist, halfway change to BP, then become admin and now you wana do C&B.

Why not you elaborate what you expect from C&B or BP or generalist? Be specific & detail about it, not generic nonsense like "compensation & benefit policy making"

In order to get useful advice, you must provide us what is your understanding of the job , why you think your character skillset is helpful and what sort of pay progress are you looking at. Repeating again & again your degree qualification and your short project mgt exp doesnt cut the mustard.

One more helpful tip, cut down all those big words from your CV & cover letter when you apply for jobs, it sounds very kuku when used by a freshie exec level guy.

Quote:

Originally Posted by haiz2006 (Post 28065)
ok fair enough after hearing so much... I guess I wouldnt need broad knowledge to enter a specialise area...in HR

so can C&B relate to BP? i think BP is really not easy although I have interest..
BP is a development of successful, long term, strategic relationships between customers and suppliers, based on achieving best practice and sustainable competitive advantage. So understand the business u are in is important...but when jump ship experience is much more valuable as you know how the market shift globally...

however for C&B.. focus on employee compensation and benefits policy-making. I think I am more of a person like this... I am not so much into engaging strategic movement... and would like to focus how C&B can help in hiring and retain employees..

to cut short... with a local degree certificate in engineering plus 2 years of project mgt experience.. where should I start out first? I have been knocking on wrong doors or perhaps the doors are always close for such person who wan to do a switch..

does taking a advance diploma helps? its a risk to take if I take up diploma but no one wants me... as ppl says exp prove more than anything else.. I am 27 odd this year...


Unregistered 10-09-2012 11:51 AM

IMO you should just stick with engineering, there is no pt in changing industry for the sake of changing.

Unregistered 10-09-2012 03:16 PM

Quote:

Originally Posted by pam (Post 27962)
Hi all, i have a diploma in hr management and up to now got 2++ years work exp as key account manager. I am very good with communicating with people and thinking of exploring hr dept.

Is it possible to join a big mnc as a talent manager or development manager? What is the pay like? Now getting 2.5k, is 3k too much?

no offence, but your sort of qualification or experience even apply for admin exec also not easy. talent & development manager is way too above for you.

Unregistered 10-09-2012 05:56 PM

He has no idea lah, just cut & paste from some job portal

Quote:

Originally Posted by focus (Post 28080)
What do you know about BP or C&B beside big words like "strategic movement" "best practice" "market shift" etc?

Seems you are sending conflicting signal all over. One momement you want to be generalist, halfway change to BP, then become admin and now you wana do C&B.

Why not you elaborate what you expect from C&B or BP or generalist? Be specific & detail about it, not generic nonsense like "compensation & benefit policy making"

In order to get useful advice, you must provide us what is your understanding of the job , why you think your character skillset is helpful and what sort of pay progress are you looking at. Repeating again & again your degree qualification and your short project mgt exp doesnt cut the mustard.

One more helpful tip, cut down all those big words from your CV & cover letter when you apply for jobs, it sounds very kuku when used by a freshie exec level guy.


Unregistered 11-09-2012 12:42 AM

ha
 
Quote:

Originally Posted by focus (Post 28080)
What do you know about BP or C&B beside big words like "strategic movement" "best practice" "market shift" etc?

Seems you are sending conflicting signal all over. One momement you want to be generalist, halfway change to BP, then become admin and now you wana do C&B.

Why not you elaborate what you expect from C&B or BP or generalist? Be specific & detail about it, not generic nonsense like "compensation & benefit policy making"

In order to get useful advice, you must provide us what is your understanding of the job , why you think your character skillset is helpful and what sort of pay progress are you looking at. Repeating again & again your degree qualification and your short project mgt exp doesnt cut the mustard.

One more helpful tip, cut down all those big words from your CV & cover letter when you apply for jobs, it sounds very kuku when used by a freshie exec level guy.

dont have to shoot him la... "focus" are you an evaluator or recruitment or high end consultant?? ppl already explained what he wants, you pin point him say using big words, blar blar... some netizens already expressed his point of view in a different way and for an engineering student to switch to HR having such mental thoughts are quite normal and logical (give chance la)..HR so wide, and one should always know his basic knowledge of HR even for a Non HR person.. just go google, he can give u tons of BP scope, C&B scope etc. he clearly stated his direction while having other thoughts of broad knowledge, tats why he came here to ask.. many ppl here learnt from confusion..and own state of mind.. dont want help, den dont lo... dont act so big or some big shot here la..

Unregistered 11-09-2012 09:32 AM

Quote:

Originally Posted by Unregistered (Post 28123)
dont have to shoot him la... "focus" are you an evaluator or recruitment or high end consultant?? ppl already explained what he wants, you pin point him say using big words, blar blar... some netizens already expressed his point of view in a different way and for an engineering student to switch to HR having such mental thoughts are quite normal and logical (give chance la)..HR so wide, and one should always know his basic knowledge of HR even for a Non HR person.. just go google, he can give u tons of BP scope, C&B scope etc. he clearly stated his direction while having other thoughts of broad knowledge, tats why he came here to ask.. many ppl here learnt from confusion..and own state of mind.. dont want help, den dont lo... dont act so big or some big shot here la..

I think focus put in more effort to answer him then many here who only know how shoot one liners when they have no idea at all. Since he send in so many application and get no answer at all obviously something wrong, just that he not willing to admit. I prefer a straight talker anytime then kind empahtatic and useless feel good words from anoynomous online forum

Unregistered 11-09-2012 01:59 PM

Quote:

Originally Posted by haiz2006 (Post 28065)
ok fair enough after hearing so much... I guess I wouldnt need broad knowledge to enter a specialise area...in HR

so can C&B relate to BP? i think BP is really not easy although I have interest..
BP is a development of successful, long term, strategic relationships between customers and suppliers, based on achieving best practice and sustainable competitive advantage. So understand the business u are in is important...but when jump ship experience is much more valuable as you know how the market shift globally...

however for C&B.. focus on employee compensation and benefits policy-making. I think I am more of a person like this... I am not so much into engaging strategic movement... and would like to focus how C&B can help in hiring and retain employees..

to cut short... with a local degree certificate in engineering plus 2 years of project mgt experience.. where should I start out first? I have been knocking on wrong doors or perhaps the doors are always close for such person who wan to do a switch..

does taking a advance diploma helps? its a risk to take if I take up diploma but no one wants me... as ppl says exp prove more than anything else.. I am 27 odd this year...

you can consider joining mgt consulting firms like bain or bcg first, don't waste time on diploma.

Topee_1 12-09-2012 01:56 PM

To get back to main topic, Asst Manager for Training Requisition - 6.2k, 3 month bonus (include AWS) in an Asia blue chip company

cbee 12-09-2012 02:31 PM

Quote:

Originally Posted by Topee_1 (Post 28171)
To get back to main topic, Asst Manager for Training Requisition - 6.2k, 3 month bonus (include AWS) in an Asia blue chip company

Years of experience?

MangoDango 12-09-2012 11:21 PM

hi all HR personel

I am thinking to study Human Resource Management & Marketing

You people should and must have gone thru this course or something related.
Is HR courses generally very theory base ?

After graduation, what do you think are the available positions awaits me and the salary ?

Much much appreciated.

meanwhile I will definitely call up the course consultant in charge to find out more

cbee 12-09-2012 11:31 PM

Quote:

Originally Posted by MangoDango (Post 28180)
hi all HR personel

I am thinking to study Human Resource Management & Marketing

You people should and must have gone thru this course or something related.
Is HR courses generally very theory base ?

After graduation, what do you think are the available positions awaits me and the salary ?

Much much appreciated.

meanwhile I will definitely call up the course consultant in charge to find out more

Hi I've a bachelor's degree in business specializing in HR.

My major encompasses modules dealing with almost all the possible functions of HR in an organization big enough to justify the existence of a strategic HR department. namely, recruitment, com&ben, performance management, training and development. all of these modules are largely theory/model-based with com&ben being a little bit more numerical than the rest.

upon graduation, your routes are aplenty ranging from the tried-and-tested but tiresome HR generalist route to a specialist route where you try to land yourself into an organization that is somehow willing to accept a fresh grad. salaries range from low 2s to even possibly low 4s in prestigious organizations.

MangoDango 12-09-2012 11:51 PM

Quote:

Originally Posted by cbee (Post 28181)
Hi I've a bachelor's degree in business specializing in HR.

My major encompasses modules dealing with almost all the possible functions of HR in an organization big enough to justify the existence of a strategic HR department. namely, recruitment, com&ben, performance management, training and development. all of these modules are largely theory/model-based with com&ben being a little bit more numerical than the rest.

upon graduation, your routes are aplenty ranging from the tried-and-tested but tiresome HR generalist route to a specialist route where you try to land yourself into an organization that is somehow willing to accept a fresh grad. salaries range from low 2s to even possibly low 4s in prestigious organizations.

ya I was about to ask.
how willing are most company to accept a fresh grad degree holder in HRM & marketing double major ?

low 2K is like diploma omg...

cbee 12-09-2012 11:55 PM

Quote:

Originally Posted by MangoDango (Post 28182)
ya I was about to ask.
how willing are most company to accept a fresh grad degree holder in HRM & marketing double major ?

low 2K is like diploma omg...

really depends on individual company vacancies and how well you perform in interviews. honestly to take in HR grads and to "groom" them is extremely unheard of, but is practiced in certain companies. Rio Tinto and Deutsche Bank i remember had specific HR programs for fresh grads but as can be expected, the competition will be intense.

mangodango 13-09-2012 12:06 AM

Quote:

Originally Posted by cbee (Post 28183)
really depends on individual company vacancies and how well you perform in interviews. honestly to take in HR grads and to "groom" them is extremely unheard of, but is practiced in certain companies. Rio Tinto and Deutsche Bank i remember had specific HR programs for fresh grads but as can be expected, the competition will be intense.

cbee,
how about yourself ?

what position are you holding now, your job scope and salary ?

Unregistered 13-09-2012 12:08 AM

will a person with Bsc in International Business & Marketing be able to be employed into the HR area of work ?

cbee 13-09-2012 12:42 AM

Quote:

Originally Posted by mangodango (Post 28184)
cbee,
how about yourself ?

what position are you holding now, your job scope and salary ?

i'm a fresh grad a few months into my first proper job in a com&ben consulting firm. drawing in the 3s and job scope basically entails working with spreadsheets and slides the whole day.

Topee_1 13-09-2012 10:28 AM

Quote:

Originally Posted by cbee (Post 28172)
Years of experience?

Just past 5 years.

Unregistered 13-09-2012 10:40 AM

Quote:

Originally Posted by cbee (Post 28183)
really depends on individual company vacancies and how well you perform in interviews. honestly to take in HR grads and to "groom" them is extremely unheard of, but is practiced in certain companies. Rio Tinto and Deutsche Bank i remember had specific HR programs for fresh grads but as can be expected, the competition will be intense.

Disagree with this statement about HR grooming unheard of.

There are a lot of hi-po programs in global MNCs that groom HR professionals for the fast track. Such programs usually advertised as Management Associates or Graduate Trainee programs without specifying which function to retain flexibility for deployment, but HR gets its fair share of these hi-pos.

But agree that competition super tough, regualr run of the mill local grads have little chance, pte uni no chance at all.

Quote:

i'm a fresh grad a few months into my first proper job in a com&ben consulting firm. drawing in the 3s and job scope basically entails working with spreadsheets and slides the whole day.
Friendly piece of advice as someone with exp in career development: either ask your company to allow you to present to clients autonomously or join another consultancy that gives you that opportunity. Nobody gets anywhere in hr/consultancy by just doing excel & powerpoint whole day. My first job in consultancy I was already engaging clients in my 2nd week.

Topee_1 13-09-2012 10:41 AM

Quote:

Originally Posted by Unregistered (Post 28195)
Disagree with this statement about HR grooming unheard of.

There are a lot of hi-po programs in global MNCs that groom HR professionals for the fast track. Such programs usually advertised as Management Associates or Graduate Trainee programs without specifying which function to retain flexibility for deployment, but HR gets its fair share of these hi-pos.

But agree that competition super tough, regualr run of the mill local grads have little chance, pte uni no chance at all.



Friendly piece of advice as someone with exp in career development: either ask your company to allow you to present to clients autonomously or join another consultancy that gives you that opportunity. Nobody gets anywhere in hr/consultancy by just doing excel & powerpoint whole day. My first job in consultancy I was already engaging clients in my 2nd week.

Forgot to put my ID, post by Topee_1

Unregistered 13-09-2012 01:56 PM

Quote:

Originally Posted by MangoDango (Post 28182)
ya I was about to ask.
how willing are most company to accept a fresh grad degree holder in HRM & marketing double major ?

low 2K is like diploma omg...

If you join as a entry generalist is 2.2-2.4k, specialist range from 3.2-4.8k.

MangoDango 13-09-2012 03:37 PM

Quote:

Originally Posted by Unregistered (Post 28198)
If you join as a entry generalist is 2.2-2.4k, specialist range from 3.2-4.8k.

but companies willing to accept a fresh grad in HRM degree into a specialist field ? hmmmm

Unregistered 13-09-2012 04:37 PM

Quote:

Originally Posted by MangoDango (Post 28200)
but companies willing to accept a fresh grad in HRM degree into a specialist field ? hmmmm

Possible but hard, specialist roles only available in bigger companies, so not many around. Since pay is much better result in demand many times exceed the job supply.

MangoDango 13-09-2012 04:48 PM

Quote:

Originally Posted by Unregistered (Post 28203)
Possible but hard, specialist roles only available in bigger companies, so not many around. Since pay is much better result in demand many times exceed the job supply.

ok.

say if I embark on the degree program of double major in HRM & Marketing.

all bros here please advise on what are the options and routes available say I want at least a $3K starting pay after I graduate ? but say if I start from 0 - min experience, how long will I take to reach specialist level and possibility chances ?

What should I be doing meanwhile studying full time. any possible opening I should be looking out for during the course of my studies to gain experience ?

I am open to all suggestions and views, but try not to be too harsh =(
haha

Topee_1 13-09-2012 06:15 PM

Quote:

Originally Posted by MangoDango (Post 28204)
ok.

say if I embark on the degree program of double major in HRM & Marketing.

all bros here please advise on what are the options and routes available say I want at least a $3K starting pay after I graduate ? but say if I start from 0 - min experience, how long will I take to reach specialist level and possibility chances ?

What should I be doing meanwhile studying full time. any possible opening I should be looking out for during the course of my studies to gain experience ?

I am open to all suggestions and views, but try not to be too harsh =(
haha

Depends on what sort of specialist you want. Base on my rough estimate, if you start off as generalist (dun think starting will get 3k though), 10%-20% generalist make it into specialist role after 10yrs

If you want to start as specialist straight, best bet is join big consultancies or top mnc, getting at least 2nd upper honors, deans list, strong CCA and good internship helps but no guarantee because too competitive

cbee 15-09-2012 05:24 PM

Quote:

Originally Posted by Unregistered (Post 28195)
Disagree with this statement about HR grooming unheard of.

There are a lot of hi-po programs in global MNCs that groom HR professionals for the fast track. Such programs usually advertised as Management Associates or Graduate Trainee programs without specifying which function to retain flexibility for deployment, but HR gets its fair share of these hi-pos.

But agree that competition super tough, regualr run of the mill local grads have little chance, pte uni no chance at all.



Friendly piece of advice as someone with exp in career development: either ask your company to allow you to present to clients autonomously or join another consultancy that gives you that opportunity. Nobody gets anywhere in hr/consultancy by just doing excel & powerpoint whole day. My first job in consultancy I was already engaging clients in my 2nd week.

The point I am trying to make is simply MA programs specifically targeting HR, albeit there are instances of these programs, form up a relatively smaller proportion of all the other MA programs which target sales, marketing, SCM and project management.

In consultancy, we have many opportunities to engage clients and be present in CEO and Remuneration Committee meetings. The experience you are getting is completely end-to-end. I am sharing the fact that you have to be doing excel and powerpoint the whole day to not paint the pretty image of a consultant just going into a client meeting all guns blazing. There is a lot of groundwork which involves tons of number crunching and slides preparation in terms of presenting your information in an aesthetically pleasing and easily understandable format. This is essentially the core of your jobscope and if someone cannot handle sitting down and doing all the groundwork first, there really is no point enticing them with the more glorious face to face client presentations.

Unregistered 15-09-2012 08:26 PM

Quote:

Originally Posted by cbee (Post 28259)
In consultancy, we have many opportunities to engage clients and be present in CEO and Remuneration Committee meetings. The experience you are getting is completely end-to-end..

Don't exaggerate please. Engaging CEO and RC are only for partner level consultants who have decades of experience and professional standing, unless you count being a file carrier for your boss during board meetings as engagement.

You really expect us to believe a CEO of Shell or Exxon going to do engagement with some 30 year old 6 years experience junior associate? I don't think even the local company CEOs & Directors in Singtel, CDL, UOB etc. will bother to entertain you.

Please don't give false impression by throwing around words like "we in consultancy" as if most people in consultancy have chance to interact with the big shots professionally. The fact is vast majority of people in consultancy have never had any experience with top managers or the board in their whole lives.

Unregistered 16-09-2012 01:22 AM

Quote:

Originally Posted by Unregistered (Post 28267)
Don't exaggerate please. Engaging CEO and RC are only for partner level consultants who have decades of experience and professional standing, unless you count being a file carrier for your boss during board meetings as engagement.

You really expect us to believe a CEO of Shell or Exxon going to do engagement with some 30 year old 6 years experience junior associate? I don't think even the local company CEOs & Directors in Singtel, CDL, UOB etc. will bother to entertain you.

Please don't give false impression by throwing around words like "we in consultancy" as if most people in consultancy have chance to interact with the big shots professionally. The fact is vast majority of people in consultancy have never had any experience with top managers or the board in their whole lives.

He only say got opportunity not guarantee, so even if 0.1% chance also not wrong technically... haha

cbee 16-09-2012 01:55 PM

Quote:

Originally Posted by Unregistered (Post 28267)
Don't exaggerate please. Engaging CEO and RC are only for partner level consultants who have decades of experience and professional standing, unless you count being a file carrier for your boss during board meetings as engagement.

You really expect us to believe a CEO of Shell or Exxon going to do engagement with some 30 year old 6 years experience junior associate? I don't think even the local company CEOs & Directors in Singtel, CDL, UOB etc. will bother to entertain you.

Please don't give false impression by throwing around words like "we in consultancy" as if most people in consultancy have chance to interact with the big shots professionally. The fact is vast majority of people in consultancy have never had any experience with top managers or the board in their whole lives.

While I would admit most of the times you are being a file carrier (since after all, you're new in the scene) and you do not deliver majority of the presentation, there are certain occasions where you are expected to provide justifications in matters where the main presenter is unable to. And I never once mentioned that my company's clients are global MNCs did I? CEOs and RCs of local-listed SMEs are still considered CEOs and RCs. Would appreciate if you could broaden the landscape of your mind and keep the bitterness and doubt to yourself and do not discount my experiences for I am sure there are others over here who could benefit from the sharing of the possible experiences that they can aspire to be exposed to at an early age.

Unregistered 17-09-2012 01:57 PM

Quote:

Originally Posted by cbee (Post 28289)
While I would admit most of the times you are being a file carrier (since after all, you're new in the scene) and you do not deliver majority of the presentation, there are certain occasions where you are expected to provide justifications in matters where the main presenter is unable to. And I never once mentioned that my company's clients are global MNCs did I? CEOs and RCs of local-listed SMEs are still considered CEOs and RCs. Would appreciate if you could broaden the landscape of your mind and keep the bitterness and doubt to yourself and do not discount my experiences for I am sure there are others over here who could benefit from the sharing of the possible experiences that they can aspire to be exposed to at an early age.

First off please cut the ad hominem attacks about my supposed bitterness and self-doubt, you dont know me & I dont know you, so just stick with the issue at hand. Let's do a recap of the facts at hand:

1. You made an outrageous claim that you & many others in your HR industry had plenty of experience and opportunities in engaging with CEO & Directors as well as taking part in board meetings.

2. I called out your BS because it sounded outlandish and totally incongruant with the corporate landscape I am familiar with - that some fresh grad or junior hr staff is going to go around presenting to a board committe & engaging with CEOs on business of the day.

3. You then tried to wriggle your way out by applying clever lingual gymnastics on two key words - "engage" and "CEO"

4. You you re-defined "engage" by admiting that the presenter in board meeting is not yourself, but someone senior. But this is accompanied by a meaningless caveat "provide justifications in matters where the main presenter is unable to." Nice try. Did I also tell you that in my first year as an auditor, I had a 1-on-1 session with the "CFO" of a blue chip local listed company to clarify his provision procedures? It was mainly a procedural meeting and we both did what we had to do. Unlike you, I am not so thick skinned to go around sharing that I was having a "completely end to end experience", engaging with a board director or some such nonsense.

5. Secondly you made a word play on the definition of "CEO". You response was that the earlier bombastic pronouncements about CEOs were made in reference to local SME bosses. True to the word but disfavoring to the spirit. A rather disingineous way to get out of a tight spot on what was definitely an attempt to exaggerate through nuances earlier.

6. To further cover up for your bar room bloviations, you admonished me not to be bitter and to open and broaden my horizons - big words for a fresh grad who has no meaningful work experience to date.

I surmise your few months in hr consulting as full of sound & fury that amounts to what is perhaps a fairly typical and average novice experience that could have been offered by many other jobs in many other industries.

Is HR consulting bad? I don't know but probably not since every craft has its trade. Is the experience as unique and enriching as your initial potrayal? Definitely no.

Unregistered 17-09-2012 03:54 PM

So what is your background then? You seems to enjoy belittling other people in an anonymous forum.

Does the corporate landscape you are familiar with came from the TV shows and movies you watched....thinking of Donald Trump in a boardroom???

Apparently you haven't got many chances to meet up with CEO & directors....that's why you are in awe of people in these positions. Your mentality reminds me of those low and mid level managers, especially in China companies.

You probably conclude that people holding senior positions won't be in this forum based on your "impression".

Quote:

Originally Posted by Unregistered (Post 28307)
First off please cut the ad hominem attacks about my supposed bitterness and self-doubt, you dont know me & I dont know you, so just stick with the issue at hand. Let's do a recap of the facts at hand:

1. You made an outrageous claim that you & many others in your HR industry had plenty of experience and opportunities in engaging with CEO & Directors as well as taking part in board meetings.

2. I called out your BS because it sounded outlandish and totally incongruant with the corporate landscape I am familiar with - that some fresh grad or junior hr staff is going to go around presenting to a board committe & engaging with CEOs on business of the day.

3. You then tried to wriggle your way out by applying clever lingual gymnastics on two key words - "engage" and "CEO"

4. You you re-defined "engage" by admiting that the presenter in board meeting is not yourself, but someone senior. But this is accompanied by a meaningless caveat "provide justifications in matters where the main presenter is unable to." Nice try. Did I also tell you that in my first year as an auditor, I had a 1-on-1 session with the "CFO" of a blue chip local listed company to clarify his provision procedures? It was mainly a procedural meeting and we both did what we had to do. Unlike you, I am not so thick skinned to go around sharing that I was having a "completely end to end experience", engaging with a board director or some such nonsense.

5. Secondly you made a word play on the definition of "CEO". You response was that the earlier bombastic pronouncements about CEOs were made in reference to local SME bosses. True to the word but disfavoring to the spirit. A rather disingineous way to get out of a tight spot on what was definitely an attempt to exaggerate through nuances earlier.

6. To further cover up for your bar room bloviations, you admonished me not to be bitter and to open and broaden my horizons - big words for a fresh grad who has no meaningful work experience to date.

I surmise your few months in hr consulting as full of sound & fury that amounts to what is perhaps a fairly typical and average novice experience that could have been offered by many other jobs in many other industries.

Is HR consulting bad? I don't know but probably not since every craft has its trade. Is the experience as unique and enriching as your initial potrayal? Definitely no.


Unregistered 17-09-2012 04:18 PM

Quote:

Originally Posted by Unregistered (Post 28307)
First off please cut the ad hominem attacks about my supposed bitterness and self-doubt, you dont know me & I dont know you, so just stick with the issue at hand. Let's do a recap of the facts at hand:

1. You made an outrageous claim that you & many others in your HR industry had plenty of experience and opportunities in engaging with CEO & Directors as well as taking part in board meetings.

2. I called out your BS because it sounded outlandish and totally incongruant with the corporate landscape I am familiar with - that some fresh grad or junior hr staff is going to go around presenting to a board committe & engaging with CEOs on business of the day.

3. You then tried to wriggle your way out by applying clever lingual gymnastics on two key words - "engage" and "CEO"

4. You you re-defined "engage" by admiting that the presenter in board meeting is not yourself, but someone senior. But this is accompanied by a meaningless caveat "provide justifications in matters where the main presenter is unable to." Nice try. Did I also tell you that in my first year as an auditor, I had a 1-on-1 session with the "CFO" of a blue chip local listed company to clarify his provision procedures? It was mainly a procedural meeting and we both did what we had to do. Unlike you, I am not so thick skinned to go around sharing that I was having a "completely end to end experience", engaging with a board director or some such nonsense.

5. Secondly you made a word play on the definition of "CEO". You response was that the earlier bombastic pronouncements about CEOs were made in reference to local SME bosses. True to the word but disfavoring to the spirit. A rather disingineous way to get out of a tight spot on what was definitely an attempt to exaggerate through nuances earlier.

6. To further cover up for your bar room bloviations, you admonished me not to be bitter and to open and broaden my horizons - big words for a fresh grad who has no meaningful work experience to date.

I surmise your few months in hr consulting as full of sound & fury that amounts to what is perhaps a fairly typical and average novice experience that could have been offered by many other jobs in many other industries.

Is HR consulting bad? I don't know but probably not since every craft has its trade. Is the experience as unique and enriching as your initial potrayal? Definitely no.

What a looser try to put down other people who are making more money than you. Everyone in consulting know it is about normal to have strategic discussions with CEO and directors, you obviously never being to a board meeting before. So what if fresh grad? there are many talnets youngsters who are look up by big company CEO. I pity you, go get a job and dont waste everyone time here.

Unregistered 17-09-2012 04:21 PM

Quote:

Originally Posted by Unregistered (Post 28312)
So what is your background then? You seems to enjoy belittling other people in an anonymous forum.

Does the corporate landscape you are familiar with came from the TV shows and movies you watched....thinking of Donald Trump in a boardroom???

Apparently you haven't got many chances to meet up with CEO & directors....that's why you are in awe of people in these positions. Your mentality reminds me of those low and mid level managers, especially in China companies.

You probably conclude that people holding senior positions won't be in this forum based on your "impression".

he is most likely some junior clerk or blue collar worker who is jealous others achieve better than him. dont know anything try to talk big like know everything

Unregistered 17-09-2012 04:38 PM

He is so cocky. Just from reading the posts, I rather engage with someone like Cbee than with him if both are in HR consulting.


Quote:

Originally Posted by Unregistered (Post 28319)
he is most likely some junior clerk or blue collar worker who is jealous others achieve better than him. dont know anything try to talk big like know everything


Unregistered 17-09-2012 04:40 PM

wake up ur idea plz. u obviously never work in consultant b4, i am a consultant for many years and meet up with different CEO every week for presentation. consultant is about meritocray, if ur good even 20 yr old or 60 yr old the senior manager will listen to u. at least ppl high flyer and still willing to share, not like u only bellite others from online. what gives us the right to criticise others.

Quote:

Originally Posted by Unregistered (Post 28307)
First off please cut the ad hominem attacks about my supposed bitterness and self-doubt, you dont know me & I dont know you, so just stick with the issue at hand. Let's do a recap of the facts at hand:

1. You made an outrageous claim that you & many others in your HR industry had plenty of experience and opportunities in engaging with CEO & Directors as well as taking part in board meetings.

2. I called out your BS because it sounded outlandish and totally incongruant with the corporate landscape I am familiar with - that some fresh grad or junior hr staff is going to go around presenting to a board committe & engaging with CEOs on business of the day.

3. You then tried to wriggle your way out by applying clever lingual gymnastics on two key words - "engage" and "CEO"

4. You you re-defined "engage" by admiting that the presenter in board meeting is not yourself, but someone senior. But this is accompanied by a meaningless caveat "provide justifications in matters where the main presenter is unable to." Nice try. Did I also tell you that in my first year as an auditor, I had a 1-on-1 session with the "CFO" of a blue chip local listed company to clarify his provision procedures? It was mainly a procedural meeting and we both did what we had to do. Unlike you, I am not so thick skinned to go around sharing that I was having a "completely end to end experience", engaging with a board director or some such nonsense.

5. Secondly you made a word play on the definition of "CEO". You response was that the earlier bombastic pronouncements about CEOs were made in reference to local SME bosses. True to the word but disfavoring to the spirit. A rather disingineous way to get out of a tight spot on what was definitely an attempt to exaggerate through nuances earlier.

6. To further cover up for your bar room bloviations, you admonished me not to be bitter and to open and broaden my horizons - big words for a fresh grad who has no meaningful work experience to date.

I surmise your few months in hr consulting as full of sound & fury that amounts to what is perhaps a fairly typical and average novice experience that could have been offered by many other jobs in many other industries.

Is HR consulting bad? I don't know but probably not since every craft has its trade. Is the experience as unique and enriching as your initial potrayal? Definitely no.


Unregistered 17-09-2012 04:44 PM

Quote:

Originally Posted by Unregistered (Post 28322)
He is so cocky. Just from reading the posts, I rather engage with someone like Cbee than with him if both are in HR consulting.

He is more like consultant office sweeper with that kind of poor english. Cbee is very obvious a high flyer who is sharing his insight in HR and very obvious this guy just want to cause trouble when he know nothing at all. Just like government want to act elitist but clueless what is going on.


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