first_imgRelated posts:No related photos. I don’t like every aspect of my jobOn 19 Feb 2002 in Personnel Today I am an HR generalist with strong interests in recruitment and training anddevelopment. But there are some aspects of HR I dislike intensely such asemployee relations. My options seem to be either to specialise in recruitmentor training (and presumably it would have to be one or the other) or remain ina generalist role and put up with the bits I don’t enjoy. Jo Selby, associate director, EJ Human Resources Is it that you want to specialise in either recruitment or training, or isit that you wish to minimise your involvement with ER issues? If the latter isthe case, this can be done without moving away from a generalist role. While ERwill still form part of your remit, there are some industry sectors where thereare significantly fewer ER issues than others, thereby minimising yourinvolvement in this particular aspect of HR. However, if it is your strong interest in recruitment and/or training anddevelopment which is causing you to consider specialising and this is the areayou now wish to focus your career on, I would advise you to make such a move.However, once you specialise in a particular area of HR it can be much harderto return to a generalist role. Additionally, when economic climates are tight,specialist functions such as recruitment and training can be areas wherecutbacks can be made. While considering these factors, they should not stop youfrom making such a move. Clive Sussams, recruitment consultant, Malpas Flexible Learning For most people there are some aspects of their jobs that are moreinteresting than others. By marketing yourself as a generalist you haveindicated you have expertise in a range of HR areas to a reasonable level. One significant factor is the extent to which the company culture respondsto initiatives from, and how much it can be influenced by HR. This does in turnaffect the quality of HR jobs and satisfaction gained by practitioners. I would emphasise that if you do specialise for a while it does notautomatically mean that your career will then be set until you retire. Assumingyou are qualified and maintain your CIPD membership, you should be able to moveinto different roles in HR. Peter Wilford, consultant, Chiumento Many people in a profession reach the stage of deciding whether to remain ageneralist or become a specialist. Whether you make that decision right nowdepends upon the stage of your career – if it’s early on it would probably bebest to obtain a good generalist grounding which will stand you in good steadshould your chosen specialist area go lopsided in the future. First, you should become CIPD qualified, if you are not already, then youwill be regarded as a serious HR professional, whichever route your careergoes. Second, the decision to specialise or not also depends on the company youwork for. The larger it is, the greater scope for specialisation; in a smallcompany, generalism becomes more inevitable. You should think about your skillsand how they fit the direction you may be considering. Also think about whichaspects of HR you enjoy and what you are good at. To progress in a training or development role needs particular skills andattributes. Talk to people who are in these roles to find out whether you havethe potential to specialise, and also whether doing these jobs day in, day outwill still provide the satisfaction you are seeking. Remember that there areelements of every job that are unenjoyable. Finally, it could be possible to bein recruitment and training at the same time – you could think aboutspecialising in graduate recruitment, for example, which majors on yourfavourite elements. You would inevitably, though, still be dealing with ER andbroader HR issues, but the prime focus would be on your preference. Comments are closed. Previous Article Next Articlelast_img

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