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Which is right for me? Generalist vs. Specialist Track for HR Professionals

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Which is right for me? Generalist vs. Specialist Track for HR Professionals

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Deciding which professional track to follow - Generalist vs. Specialist Track for HR Professionals, At any given point in your career, you have to ask yourself where you want to eventually end up and which next step is most likely to get you there. Perhaps you need to stay in your functional area to gain greater depth before moving on. Or make a lateral move to another division to build a broader knowledge of the company’s operations. In reality, there’s no one best career path. It depends.

Deciding which professional track to follow - Generalist vs. Specialist Track for HR Professionals, At any given point in your career, you have to ask yourself where you want to eventually end up and which next step is most likely to get you there. Perhaps you need to stay in your functional area to gain greater depth before moving on. Or make a lateral move to another division to build a broader knowledge of the company’s operations. In reality, there’s no one best career path. It depends.

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Which is right for me? Generalist vs. Specialist Track for HR Professionals

  1. 1. Which is Right for Me? THE GENERALIST VS. SPECIALIST TRACK FOR HR PROFESSIONALS
  2. 2. HR generalist or a HR specialist • Human resources (HR) professionals are employed by organizations in various industries • HR professionals are tasked with several responsibilities, depending on the needs of the organization • HR careers generally follow one of two paths: HR generalist or a HR specialist.
  3. 3. Figure out what you want - what is your dream?
  4. 4. Growth Stable Position Process Money Doing a good job Large Organization Small Organization Figure out what you want -Consolidating
  5. 5. Human Resource Generalist • HR GENERALISTS HAVE A BROAD SPECTRUM OF RESPONSIBILITIES • HR GENERALISTS ARE REQUIRED YOU TO DRAW UPON EVERYTHING THEY’VE LEARNED • Staffing and recruitment • Employee training and development • Compensation and benefits • Personnel policies and procedures • Employee relations • Workplace safety and security
  6. 6. Human Resource Specialist • LARGE ORGANIZATIONS REQUIRE SPECIALISTS WITH SKILLS IN SPECIFIC AREAS • REQUIRE TREMENDOUS ATTENTION TO DETAIL, AND YOU’LL BE VIEWED AS AN AUTHORITY IN A PARTICULAR FIELD • Workforce planning and employment specialist • HR development specialist • Total rewards specialist • Employee and labor relations specialist • Risk management specialist • Metrics management specialist • Human resource information systems specialist • Global human resources specialist • Organizational development specialist
  7. 7. HR Mythology
  8. 8. Myth: Large Organizations are Best • Generally if we work in a large organization there is more job security • There is the illusion of more security in large organization because large organizations tend to not fail as frequently • However, the reason they do not fail is because there is frequent departmental restructuring, overhauling, or shifting of positions. Which keeps the organization in a state of change. • Unfortunately, we humans do not like change.We tend to avoid being in a state of insecurity. So, because of organizational change, there isn’t much security in larger organizations
  9. 9. Myth: Specialist make more money • It is generally assumed that working as a specialist in a large organization will command a larger salary • Not the case.You do have the ability gain more competencies, and develop a succession plan, and move up the corporate ladder more easier • 2 things: 1. The large salaries are at the director/executive level and above and in large organization they are extremely hard to get. 2. There is already a person there who isn’t leaving. Not without, years of service, navigating office politics and bureaucracy, and gaining the respect of your co-workers and those you report too - But not until you reach this position.
  10. 10. Mythology: Specialist make more money • Generalist in smaller organizations tend to command the higher salary • There is more of a need • Salary is used an incentive to stay at smaller organizations • Generally, over a lifetime you can make more money as a generalist in a smaller organization then at a large national organization
  11. 11. Human Resources (HR) Specialist Salary • The average pay for a Human Resources (HR) Specialist is $48,180 per year. Most people with this job move on to other positions after 20 years in this career. A skill in Performance Management is associated with high pay for this job.
  12. 12. Human Resources (HR) Generalist Salary • A Human Resources (HR) Generalist earns an average salary of $51,181 per year. For the first five to ten years in this position, pay increases modestly, but any additional experience does not have a big effect on pay. People in this job generally don't have more than 20 years' experience.
  13. 13. Large Organizations Smaller Organizations
  14. 14. Myth: Large organizations use both Generalist and Specialist • It is generally assumed that large organizations utilized both Generalist and Specialist. • They do. But… • The generalist in the large organization is equivalent to an entry level position – like an Administrative Assistant. Someone who handles multiple roles but is not a specialist • You've probably heard the derogatory saying "Jack of all trades, master of none." It implies that by trying to learn many things, you give up mastery of any of them. • Large organizations tend to focus on specialist positions • Employees tend to drift from position to position until they find a position that is best suited to their management/leadership style and a position in which they find success.
  15. 15. Myth: Large organizations use both Generalist and Specialist (cont.) • A generalist in a smaller organization is can assume or is equivalent to the HR Manager role. • The HR Manager in a smaller organization mainly focuses is on Generalist activities. • While in an larger organization the HR Manager/Director role focuses on organizational strategy and how to disseminate the strategy to the specialist in the department
  16. 16. What’s your orientation?
  17. 17. A B Fact, Issues Stories, people-related Poker face Face is a mirror to the soul Reserved, quiet Joins conversations Must be pushed Volunteers opinions Disciplined Flexible, casual Not open, reserved Outgoing, engaging (Cadwell, 2010)
  18. 18. Task-oriented Specialist • Pros • Focus on make sure that things get done proficiently and on time every time • Usually create clear, easy-to-follow work schedules with specific requirements and deadlines • Maintains high standards with optimal efficiency • More organized and deadline driven. • Cons • Leads to a lack of employee autonomy and creativity, which can result in low morale in the office • When an employee has to work under very strict deadlines and excessive task orientation, it can bring the company culture down. • Employees who are self-motivated tend to rebel in this type of environment. • Tends to deaden innovation. (Cadwell, 2010)
  19. 19. People-oriented Generalist • Pros • Tends to energize employees because it makes them feel appreciated for the work they do. • Focus on employee relationships makes employees feel that they make a difference in the company. And better, • More effective efforts come from people who feel that they are a part of a company’s success. • Cons • Employees may feel that the responsibilities they’ve been given are overwhelming, and they may need more direction. • Ineffective decisions may result if the focus is consistently on relationships (Cadwell, 2010)
  20. 20. HR Functions What HR function are you suited for?
  21. 21. • HR professionals are typically in charge of planning, directing and coordinating an organization’s administrative functions. • Duties can range from recruiting and hiring, to compensations and benefits, to training and development. • Generalists and specialists have a similar job title, so it can be difficult deciding which career path is the right fit for your professional skills and attributes.
  22. 22. • According to the U.S. Bureau of Labor Statistics, Overall HR employment is projected to grow 2024. • Two of the most popular HR positions are HR Generalists and HR Specialists, with a projected job growth rate of 5% through 2024. • To help decipher the differences between HR generalists and HR specialists, here is an overview on each position
  23. 23. HR Generalist A LITTLE BIT OF THIS, A LITTLE BIT OF THAT
  24. 24. Administrative | Strategic
  25. 25. HR Generalist: A little bit of this, a little bit of that • HR generalists may be required to handle all aspects of human resources management • Develops and implements procedures: • Communication plans • Performance reviews • New hire orientation • Training programs • Compensation and benefits planning • Talent assessments
  26. 26. HR Generalist: A little bit of this, a little bit of that • Consults with and manages internal and external partners, such as legal counsel, benefits plan vendors and recruiters • Centers on achieving business objectives set by employers and other stakeholders • Solves business problems through up-to-date knowledge of employment law, organizational behavior, change management, best practices and company policy • HR generalist career may be a beneficial career move • HR generalist job typically requires a broad base of knowledge
  27. 27. Top 5 Specialist positions
  28. 28. HR Specialists: Workforce planning and employment • Focuses on the staffing process • Hiring and termination of an organization’s workforce • Research and implement recruiting strategies, screening tests, background investigations and interviews • Ensure that incoming employees match the company’s culture and meet the standards of the organization. • Conduct exit interviews and process requisite paperwork for termination
  29. 29. HR Specialists: Development • Focuses on staff training and evaluation • Conduct training and information sessions and professional development programs • Maintain records of employee participation and completion • Provide ongoing career planning for employees wishing to advance; e.g. Succession Planning
  30. 30. HR Specialists: Total Rewards • Focuses on employee compensation and benefit programs • Determines appropriate salaries for an organization’s workforce • Analyze both current job duties and future needs to write effective job descriptions • Determine internal and external equity by surveying other positions and organizations • Analyze benefit programs, including their attractiveness to employees and their overall cost to an organization
  31. 31. HR Specialists: Employee and labor relations • Focuses on the relationship between employees, employers and unions to which workers may belong • Resolves issues between employees and management • Focuses on employee engagement programs and relationship issues that might develop between different employee groups • In union cases, contracts or bargains on behalf of their organization • Address employee grievances that have been raised through the union
  32. 32. HR Specialists: Risk management • Concerned primarily with safety, particularly in workplaces where physical labor may increase the risk of accidents • Perform inspections, develop safety programs and record details of accidents that occurred on-site • Prepare reports on organization compliance • Focus on network and data security to ensure that IT departments are prepared for potential systems breaches
  33. 33. SHRM survey Who is in demand? HR Generalist 45% Recruiting 20% Benefits 13% Employee Relations 11% Training 11% Who's getting hired in HR? Source: SHRM HR Jobs Pulse Survey Report, July 2015
  34. 34. Questions ?????
  35. 35. References • Cadwell, R. (2010). Bbk.ac.uk. Retrieved 1 April 2017, from http://www.bbk.ac.uk/orgpsych/staff/academics/caldwell/docs/Are-HR- Competency-Models-Effective.pdf • Human Resources (HR) GeneralistSalary. (2017). Payscale.com. Retrieved 1 April 2017, from http://www.payscale.com/research/US/Job=Human_Resources_(HR)_Generalist/Sa lary • Human Resources (HR) SpecialistSalary . (2017). Payscale.com. Retrieved 1 April 2017, from http://www.payscale.com/research/US/Job=Human_Resources_(HR)_Specialist/Sal ary • Specialist,T. H. (2015, Aug 18). SHRM survey: If you're an HR generalist, you're in demand.TCA Regional News Retrieved from https://search.proquest.com/docview/1704796608?accountid=458

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