well my side (us mnc) whole payroll is outsource to india bangalore, so i don't think payroll is that hard or high paid.
this forum is the only place i hear that hr so highly paid compare to the other office jobs out there, so my advise to others is to take everything here with a pinch of salt. |
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Intern Starwood Hotels
Human Resources – Talent Acquisition (TA) Human Resources – Talent Management & Organizational Effectiveness (TMOE) s://.linkedin.com/jobs2/view/76649596 |
Males in hr got prospects? Heard hr mostly dominated by females, guys hardly get in
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Stop thinking of HR as admin. HR =/= the receptionist Maybe Shared Services would be mostly females because they are employee-facing, but HRSS is kind of broad. I guess it's mostly fair game in the specialist fields, eg rewards, training, processes, HRIS. p.s I'm a female doing C&B for 3 years. |
Fresh grad from private uni. Working as Analyst in consulting field.
Earning ~42k pa. How's the consulting market out there? Hays Group just got eaten, anyone knows the situation there? ://.ft.com/cms/s/0/871d43ea-62ca-11e5-a28b-50226830d644.html |
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Business Partnering - Fancy name for generalist work Talent Acquisition - Recruitment and job placement C&B - Basic analysis and simple benchmarking of salary & benefit L&D - Training program coordination and arrangement HRIS - Systems administration of staff records None of the above are really specialist jobs or have higher pay than normal HR if you ask me. In most global MNCs I would say the total number of real HR specialist in all areas is probably < 30 and most are regional/global coverage. |
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I have a slightly different exposure to HR - worked in a global/regional level in a MNC, so I saw some stuff from top-down. BP - Not really generalist, since they don't deal with that much paperwork. More of day-to-day problem solving with employee issues eg crime in the workplace Talent Acquisition - I've seen good people who acted more as a BP to get the best talent fit for the company, and I've also seen useless people who acted all big but they are just a middle man. C&B - am personally in the C&B field, so obviously I feel your definition is oversimplified. However, it does ring true for most local offices in MNCs, they get instructions from the top and just throw data in. On the other hand, in the global/regional level, there's more work to be done there, and is essential since it's part of attracting and retaining talent. (I might sound overzealous here, like I mentioned, I am in C&B, heh) L&D - never really came into contact with it since most trainings employees go for are still conducted by third parties... A 'fairly new' 'emerging' trend? HRIS - Technically, yeah. Administration. But I have also worked on the roll-out of HRIS systems, on a regional scale. I guess I was referring to the roll-out (and subsequent upgrade of modules) more of a specialist job. Many companies are currently incorporating (or reconciliating) HRIS so I think the implementation role is fairly in demand. In SOXA's words, the roles described don't get paid higher than "normal HR", but on a higher level, (in which there are less than 30 roles on a regional/global scale), the salaries can be quite high. ~10k for a C&B regional manager |
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