HR Management

Sanjay Kumar | Founder | Corp Source One

What is HR Management?

You may be curious about a Career in HR Management. Understanding Why one wants to choose a Career in HR Management is phenomenally more important than figuring out How to get into HR Management. The internet is a great source of information on HR Management, but it is second best to learning about the same from a real professional.

Founder Sanjay Kumar invested 19 years & 7 months in HR Management. Founder Sanjay Kumar defines HR Management as:

Human resource management (HRM or HR) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems.

How Founder Sanjay Kumar got into HR Management?

After completing my masters in business adminstration, I started working in Human Resources. I have been working in this domain from the last 20 years. I also started my company to provide human resource solution by the name of Corp Source One.

Founder Sanjay Kumar's Talk on HR Management

The Journey of HR Management What Is HR Management Human Resource Management Human Resource Management is the strategic approach to effectively recruiting, developing, managing, and supporting an organization’s workforce. It encompasses policies and practices that ensure employees are motivated, skilled, and aligned with business goals, while also fostering a positive work environment and ensuring compliance with employment laws. Human Resource Management plays a crucial role in shaping organizational culture and driving business success. For professionals in HR Management, it provides the framework to attract top talent, nurture employee growth, and maintain high levels of engagement. Effective HR Management leads to increased productivity, reduced turnover, and stronger employee relations. It also helps organizations adapt to changing market demands by developing agile teams and fostering innovation. By ensuring compliance with labor regulations and promoting fair practices, HR Management protects both the company and its workforce. Ultimately, it empowers HR professionals to create workplaces where employees thrive and contribute to long-term organizational goals. In a growing technology company, HR Management professionals might notice a rise in employee turnover and declining morale. They respond by conducting exit interviews, analyzing feedback, and identifying a lack of career development opportunities as a key issue. The HR team then collaborates with leadership to design and implement a comprehensive training and mentorship program. Over time, employees gain new skills, feel more valued, and see clear paths for advancement. As a result, retention rates improve, team collaboration strengthens, and the company is better positioned to innovate and compete in the market. This example illustrates how HR Management directly addresses workforce challenges and drives positive organizational change. Education Principles of Management Principles of Management refers to the fundamental theories, guidelines, and best practices that govern how organizations are structured, directed, and controlled. This discipline provides a systematic framework for planning, organizing, leading, and controlling resources. For HR Management, it is an essential academic and professional foundation, shaping effective people and process management. Understanding Principles of Management is vital for anyone pursuing a career in HR Management because it equips professionals with the ability to align organizational goals with workforce strategies. Mastery of these principles enables HR managers to design effective policies, foster a positive workplace culture, and drive organizational change. By internalizing concepts such as motivation, leadership, delegation, and decision-making, HR professionals can navigate complex interpersonal dynamics and regulatory environments. Over the long term, this foundational knowledge supports career advancement by enhancing problem-solving skills, strategic thinking, and adaptability, all of which are highly valued in the evolving field of human resources. Consider an HR manager tasked with implementing a new performance appraisal system across a diverse organization. Drawing on their understanding of Principles of Management, the manager begins by carefully planning the rollout, organizing training sessions, and clearly communicating the benefits to employees. They apply leadership skills to motivate staff, address concerns, and ensure buy-in from both employees and management. Throughout the process, the HR manager monitors progress, gathers feedback, and makes necessary adjustments, demonstrating effective control and adaptability. This scenario highlights how theoretical knowledge of management principles directly informs practical decision-making and successful project execution in HR Management. Human Resource Management Human Resource Management (HRM) is the strategic approach to effectively recruiting, developing, managing, and retaining an organization’s workforce. It encompasses policies, practices, and systems that influence employee behavior, performance, and well-being. HRM is a cornerstone in both academic study and professional practice for anyone pursuing a career in HR Management. Understanding Human Resource Management is essential for anyone preparing for or working in HR Management because it provides the theoretical and practical framework necessary to navigate complex workplace dynamics. Mastery of HRM equips professionals with the ability to align human capital strategies with organizational goals, ensuring legal compliance, ethical standards, and effective talent management. This knowledge forms the backbone of decision-making processes related to recruitment, training, compensation, and employee relations. Over the long term, a solid grounding in HRM enhances a professional’s ability to adapt to evolving workforce trends, drive organizational change, and foster a positive workplace culture, all of which are critical for sustained career growth and leadership in the HR field. Consider an HR Manager at a mid-sized technology firm who faces high employee turnover. Drawing on their understanding of Human Resource Management, the manager conducts exit interviews, analyzes workforce data, and identifies a lack of career development opportunities as a key issue. Using HRM principles, the manager collaborates with leadership to design and implement a comprehensive employee development program, including mentorship and training initiatives. This strategic intervention not only addresses the root cause of turnover but also improves employee satisfaction and retention. By applying HRM theory to real-world challenges, the HR Manager demonstrates the practical value of their expertise, directly contributing to the organization’s stability and growth. Learning & Development Learning & Development (L&D) refers to the systematic process of enhancing employees’ skills, knowledge, and competencies through structured training, educational programs, and continuous professional growth initiatives. In HR Management, L&D is a critical discipline that bridges organizational goals with workforce capabilities, ensuring sustained performance and adaptability in dynamic business environments. Understanding Learning & Development is essential for HR professionals because it equips them to identify skill gaps, design effective training programs, and foster a culture of continuous improvement within organizations. Mastery of L&D concepts enables HR managers to align employee growth with strategic business objectives, driving both individual and organizational success. This knowledge forms a foundational pillar in HR, as it directly impacts talent retention, employee engagement, and overall productivity. Over the long term, expertise in L&D empowers HR professionals to anticipate future workforce needs, support leadership development, and contribute to building a resilient, agile organization capable of thriving amid change. Consider an HR manager at a technology firm who notices a decline in productivity due to outdated technical skills among employees. Drawing on their understanding of Learning & Development, the manager conducts a thorough needs assessment, collaborates with department heads, and implements targeted training sessions on emerging technologies. Throughout the process, the HR manager monitors progress, gathers feedback, and adjusts the training approach to maximize effectiveness. By applying L&D principles, the manager not only addresses immediate skill gaps but also establishes a framework for ongoing professional development, ensuring the workforce remains competitive and motivated in a rapidly evolving industry. Compensation Management Compensation Management refers to the strategic process of designing, implementing, and maintaining salary structures, benefits, incentives, and rewards within an organization. It ensures that employees are fairly compensated for their contributions, aligning pay practices with organizational goals. In HR Management, it is a critical area of both academic study and professional practice. Understanding Compensation Management is essential for anyone pursuing or advancing a career in HR Management. This subject provides the analytical and strategic framework needed to attract, motivate, and retain talent while ensuring legal compliance and internal equity. Mastery of compensation principles enables HR professionals to design competitive pay structures, manage payroll budgets, and address employee concerns regarding fairness and transparency. Over time, expertise in this area enhances credibility and influence within the organization, as compensation decisions directly impact employee satisfaction, organizational culture, and overall business performance. Developing a strong foundation in Compensation Management also prepares professionals to adapt to evolving labor markets and regulatory environments, making them valuable assets in any industry. Imagine an HR Manager at a mid-sized technology company who is tasked with revising the organization’s compensation structure after a period of rapid growth. Drawing on their knowledge of Compensation Management, the manager conducts a market analysis to benchmark salaries against industry standards, ensuring competitiveness. They also review internal pay equity to address any disparities and propose adjustments that align with both budget constraints and strategic objectives. During employee reviews, the HR Manager communicates the rationale behind compensation decisions, fostering trust and transparency. By applying theoretical concepts to real-world challenges, the HR professional not only supports organizational goals but also enhances employee morale and retention, demonstrating the practical value of Compensation Management expertise in daily HR operations. Skills Communication Communication is the process of exchanging information, ideas, and emotions through verbal, nonverbal, and written means to achieve mutual understanding. In HR Management, communication is fundamental for building relationships, resolving conflicts, and ensuring policies and expectations are clearly understood. It enables HR professionals to bridge gaps between employees and leadership effectively. Strong communication skills directly enhance an HR professional’s ability to manage sensitive situations, mediate disputes, and foster a positive workplace culture. Clients and employers value HR managers who can articulate policies, listen actively, and provide clear feedback, as these abilities reduce misunderstandings and improve employee satisfaction. To cultivate communication skills, HR professionals should seek feedback, practice empathetic listening, and engage in regular training or workshops. Over time, consistent self-reflection and adapting to diverse communication styles help refine this skill, making HR managers more effective in their roles and more valuable to their organizations. Imagine an HR manager faced with a conflict between two team members that threatens to disrupt a major project. The manager arranges a private meeting, listens attentively to each person’s concerns, and clarifies misunderstandings using clear, neutral language. By facilitating open dialogue and ensuring both parties feel heard, the HR manager helps them reach a compromise and restores team cohesion. This scenario highlights how effective communication not only resolves immediate issues but also builds trust and sets a standard for future interactions, ultimately contributing to the organization’s overall success. Analytical Skills Analytical skills refer to the ability to collect, interpret, and evaluate information to make informed decisions and solve problems effectively. In HR Management, these skills enable professionals to assess complex situations, identify patterns or trends, and develop strategic solutions that align with organizational goals, ensuring optimal workforce management and compliance. Analytical skills are fundamental in HR Management because they empower professionals to interpret data, evaluate employee performance, and anticipate workforce needs. Employers and clients highly value this skill as it leads to evidence-based decision-making, reducing risks and improving organizational outcomes. By analyzing recruitment metrics, turnover rates, or employee engagement surveys, HR managers can identify underlying issues and recommend targeted interventions. Cultivating analytical skills involves continuous learning, seeking feedback, and engaging with data-driven projects. Over time, professionals can enhance their abilities by using HR analytics tools, participating in relevant training, and staying updated on industry trends, which collectively contribute to more effective and strategic HR practices. Imagine an HR manager faced with a sudden increase in employee turnover within a specific department. By leveraging analytical skills, the manager examines exit interview data, performance reviews, and departmental workflows to identify common factors contributing to dissatisfaction. Through careful analysis, the manager discovers that unclear job roles and lack of growth opportunities are primary concerns. Using this insight, the HR manager collaborates with department heads to redesign job descriptions and implement professional development programs. As a result, employee satisfaction improves and turnover rates decrease, demonstrating how strong analytical skills can directly address critical issues and drive organizational success. Presentation Skills Presentation skills refer to the ability to effectively communicate information, ideas, or proposals to an audience using clear speech, engaging visuals, and confident body language. In HR Management, these skills are crucial for conveying policies, delivering training, and influencing decisions, making them indispensable for successful professional interactions. Strong presentation skills enable HR professionals to clearly articulate complex policies, facilitate engaging training sessions, and advocate for organizational initiatives. Employers and clients value this skill because it ensures that important information is communicated accurately and persuasively, fostering understanding and buy-in from diverse audiences. Over time, HR professionals can cultivate presentation skills by seeking feedback, practicing public speaking, and observing effective communicators. Regularly participating in meetings, workshops, and conferences also helps refine these abilities. As presentation skills improve, HR managers become more confident and effective in their roles, leading to better team alignment, smoother change management, and enhanced organizational performance. Imagine an HR manager tasked with introducing a new performance appraisal system to a skeptical workforce. By leveraging strong presentation skills, the manager creates a compelling narrative that addresses employee concerns, uses clear visuals to explain the process, and confidently answers questions. This approach not only clarifies the benefits of the new system but also builds trust and reduces resistance among staff. As a result, the transition is smoother, and employees feel more engaged and informed. This scenario highlights how effective presentation skills can turn a potentially challenging situation into an opportunity for positive change and organizational growth. Positives Working with Management Working with management in HR Management means collaborating closely with organizational leaders to shape policies, drive strategic decisions, and align workforce initiatives with business goals. This partnership fosters mutual understanding, empowers HR professionals to influence company direction, and ensures that employee needs and organizational objectives are balanced for long-term success. The opportunity to work with management is a defining advantage in HR Management because it places professionals at the heart of organizational decision-making. This collaboration allows HR managers to contribute directly to shaping company culture, improving employee engagement, and driving business results. Regular interaction with leadership provides unique insights into the company’s vision and challenges, enabling HR professionals to design impactful solutions. This dynamic role not only enhances job satisfaction by making daily work meaningful but also accelerates professional growth through exposure to high-level strategy and leadership thinking. The sense of influence and partnership that comes from working with management transforms routine HR tasks into opportunities for innovation and lasting impact. Imagine an HR Manager who is invited to join the executive team in planning a company-wide transformation. By working closely with management, the HR professional helps identify talent gaps, designs training programs, and crafts communication strategies that support the new direction. Throughout the process, the HR Manager’s insights are valued, and their recommendations shape key decisions. This collaborative environment allows the HR professional to see firsthand how their expertise contributes to organizational success. The experience is deeply fulfilling, as it demonstrates the trust placed in HR by leadership and highlights the tangible difference that working with management can make in both employee lives and business outcomes. Knowing Business Knowing Business means understanding how an organization operates, generates revenue, manages costs, and achieves its strategic goals. It involves grasping financial principles, market dynamics, and the competitive landscape. In HR Management, this knowledge enables professionals to align people strategies with business objectives, driving both organizational success and employee engagement. The ability to know business deeply transforms HR Management from a purely administrative function into a strategic powerhouse. HR professionals who understand the business context can make informed decisions that directly support company growth and innovation. This perspective allows them to anticipate workforce needs, design impactful development programs, and contribute to profitability. As a result, HR managers experience greater job satisfaction, knowing their work is integral to the organization’s success. They also enjoy enhanced credibility and influence among leadership teams, opening doors to career advancement and personal growth. Every day, these professionals witness the tangible results of their efforts, from improved employee performance to the achievement of key business milestones. Imagine an HR manager at a rapidly expanding tech company who possesses a strong grasp of business fundamentals. When the company plans to launch a new product, this HR manager collaborates closely with department heads to forecast talent requirements, identify skill gaps, and design targeted recruitment and training initiatives. By understanding the product’s market potential and the company’s financial goals, the HR manager ensures that the right people are in place at the right time, directly contributing to a successful launch. This experience is deeply fulfilling, as the HR professional sees firsthand how their business acumen helps drive innovation, supports company growth, and creates opportunities for employees to thrive. Contribution to Business Contribution to Business refers to the meaningful influence HR professionals have on an organization’s overall success by aligning people strategies with business goals, fostering a productive culture, and driving organizational performance. In HR Management, this contribution is central, as HR shapes talent, engagement, and leadership, directly impacting business outcomes. The ability to contribute to business success is a powerful motivator for HR professionals. Knowing that their work directly influences organizational growth and achievement brings a deep sense of purpose and fulfillment. This positive aspect elevates job satisfaction, as HR managers witness the tangible results of their initiatives in improved productivity, innovation, and employee engagement. It also fuels professional growth, as HR practitioners continuously develop new strategies to address business challenges and adapt to changing environments. Every day, HR professionals experience this benefit by collaborating with leaders, supporting teams, and implementing programs that drive the company forward, making their role both dynamic and impactful. Imagine an HR manager tasked with improving employee retention in a rapidly growing tech company. By analyzing turnover data, implementing targeted development programs, and fostering a culture of recognition, the HR manager sees a significant drop in attrition rates. This not only saves the company substantial recruitment costs but also boosts team morale and productivity. The manager’s strategic actions directly contribute to the company’s stability and growth, providing a clear sense of accomplishment. Experiencing firsthand how their expertise and decisions shape the business’s trajectory, the HR professional finds daily motivation and pride in their essential role as a driver of organizational success. Connecting Employees to Employer Connecting Employees to Employer means fostering meaningful relationships and open communication between staff and organizational leadership, ensuring alignment of values, goals, and expectations. This vital HR function bridges gaps, nurtures trust, and creates a sense of belonging, which in turn drives engagement, productivity, and long-term organizational success. By championing this connection, HR professionals play a pivotal role in shaping a positive workplace culture and supporting both individual and collective growth. This responsibility not only enhances the employee experience but also strengthens the organization’s foundation, making HR management a uniquely rewarding field for those passionate about people and progress. The ability to connect employees to their employer is a cornerstone of job satisfaction and professional fulfillment in HR management. When HR professionals actively facilitate this connection, they witness firsthand the transformation of workplace dynamics. Employees who feel genuinely connected to their organization are more motivated, loyal, and productive, leading to lower turnover and higher morale. For HR managers, seeing the positive outcomes of their efforts—such as improved communication, increased trust, and a more cohesive culture—brings a deep sense of accomplishment. This ongoing impact not only fuels personal growth but also positions HR professionals as essential partners in organizational success, making every day on the job meaningful and dynamic. Imagine an HR manager at a growing tech company who notices a disconnect between new hires and senior leadership. By organizing regular town hall meetings, facilitating mentorship programs, and encouraging open feedback channels, the HR manager bridges this gap. Over time, employees begin to feel more valued and heard, resulting in increased engagement and collaboration across teams. The HR manager observes a noticeable boost in morale and a decline in turnover rates, confirming the power of their role in connecting employees to the employer. This tangible improvement in workplace culture not only benefits the organization but also provides the HR manager with a profound sense of purpose and satisfaction. Challenges Recruiting & Onboarding Recruiting and onboarding in HR Management refers to the process of attracting, selecting, and integrating new employees into an organization. This responsibility is demanding because it requires balancing organizational needs with candidate expectations, ensuring compliance, and creating a seamless experience that fosters engagement and retention from the very first interaction. The challenge of recruiting and onboarding significantly shapes the daily workload of HR professionals. Juggling multiple vacancies, tight deadlines, and diverse candidate pools can create pressure and lead to burnout if not managed well. The process demands resilience because every misstep, from a poor job description to a disorganized onboarding session, can result in costly turnover or disengagement. Successful HR professionals navigate these constraints by developing strong communication skills, leveraging technology to streamline workflows, and building collaborative relationships with hiring managers. They remain adaptable, continuously refining their strategies based on feedback and outcomes, and prioritize creating a welcoming environment that supports new hires, ensuring both organizational goals and employee satisfaction are met. Consider an HR manager at a rapidly growing tech startup who faces the daunting task of hiring and onboarding ten new software engineers within a month. Recognizing the potential for chaos, she implements a structured recruitment timeline, utilizes an applicant tracking system to manage candidates efficiently, and collaborates closely with department leads to clarify role expectations. During onboarding, she introduces a mentorship program and schedules regular check-ins to address new hires’ questions and concerns. By maintaining open communication and providing clear resources, she not only fills the positions on time but also ensures that new employees feel welcomed and supported, resulting in higher retention rates and a positive reputation for the company’s hiring process. Performance Improvement Performance Improvement in HR Management refers to the ongoing process of identifying, analyzing, and enhancing employee effectiveness to meet organizational goals. This challenge is demanding because it requires balancing individual development needs with business objectives, fostering engagement, and addressing underperformance, all while maintaining fairness and consistency across the workforce. The challenge of performance improvement permeates daily HR operations, often manifesting as difficult conversations, the need for tailored development plans, and the pressure to demonstrate measurable results. This ongoing demand can be emotionally taxing, requiring HR professionals to remain resilient in the face of resistance, skepticism, or disappointment from employees and managers alike. Successful HR practitioners manage this constraint by cultivating strong communication skills, building trust with stakeholders, and leveraging data-driven insights to guide interventions. They also foster a culture of continuous feedback and learning, ensuring that performance improvement is seen not as punitive, but as an opportunity for growth. By staying adaptable and empathetic, these professionals help both individuals and organizations thrive despite the inherent challenges. Consider an HR manager at a mid-sized technology firm who notices a decline in productivity within a software development team. Rather than imposing generic training, she conducts one-on-one meetings to understand individual challenges and uncovers that unclear role expectations and lack of feedback are key issues. She collaborates with team leaders to clarify job responsibilities and implements regular check-ins, creating a safe space for open dialogue. Over several months, she tracks progress using performance metrics and gathers feedback from team members. As a result, the team’s productivity and morale improve significantly. This scenario illustrates how a thoughtful, personalized approach to performance improvement can overcome resistance and drive meaningful change within an organization. Attrition Management Attrition Management in HR Management refers to the systematic approach of monitoring, analyzing, and reducing employee turnover within an organization. It is demanding because it requires balancing organizational goals with employee satisfaction, addressing diverse reasons for departures, and implementing sustainable retention strategies, all while maintaining productivity and morale across teams. The challenge of attrition management permeates daily HR operations, often creating a cycle of recruitment, onboarding, and training that can strain resources and disrupt team cohesion. High turnover rates can lower morale, increase workloads for remaining staff, and erode organizational knowledge. This environment demands resilience from HR professionals, who must remain adaptable and empathetic while continuously seeking innovative solutions. Successful HR managers navigate this constraint by fostering open communication, analyzing exit data for actionable insights, and collaborating with leadership to enhance workplace culture. They prioritize employee engagement and development, ensuring that retention strategies are not only reactive but also proactive, ultimately creating a more stable and motivated workforce. Consider an HR manager at a mid-sized technology firm facing a spike in voluntary resignations among software developers. Recognizing the trend, the manager conducts exit interviews and discovers that limited career advancement opportunities are a key concern. In response, she collaborates with department heads to design a structured career progression framework and launches mentorship programs to support professional growth. She also introduces regular feedback sessions, allowing employees to voice concerns and aspirations. Over the next year, the company sees a marked decrease in turnover rates and an improvement in employee satisfaction scores. By addressing the root causes of attrition and implementing targeted retention initiatives, the HR manager successfully transforms a challenging situation into an opportunity for organizational growth. A Day Of Human Resource Management In the world of HR management, no two days are ever quite the same. The office hums with a blend of anticipation and urgency as HR professionals juggle the needs of employees, the demands of leadership, and the ever-evolving landscape of workplace policies. From the moment the day begins, there’s a sense of momentum—emails to answer, interviews to schedule, and delicate situations to navigate. It’s a role that requires empathy, quick thinking, and a knack for balancing both people and process, all while keeping the pulse of the organization in check. As the sun rises and the office lights flicker on, an HR manager’s day starts with a quiet review of the landscape ahead. This is the time to scan through overnight emails, check the calendar for upcoming interviews or meetings, and review any urgent employee requests that may have come in. With a fresh cup of coffee in hand, the HR professional prioritizes tasks, updates the team on pressing issues, and ensures that all necessary documentation is in order before the day’s whirlwind truly begins. Mid-morning brings the core of HR management into sharp focus. This is when the office buzzes with activity—interviews with potential candidates, onboarding sessions for new hires, and crucial conversations with employees or department heads. The HR manager might find themselves mediating a conflict, conducting a training session, or rolling out a new policy. Every interaction demands a blend of diplomacy and decisiveness, as the HR professional works to foster a positive workplace culture while ensuring compliance and organizational goals are met. The afternoon is often reserved for collaboration and execution. HR managers dive into meetings with leadership to discuss workforce planning, review performance metrics, or strategize about upcoming organizational changes. There may be follow-ups with employees regarding benefits enrollment, or coordination with external partners on recruitment initiatives. This part of the day is all about translating plans into action, ensuring that initiatives move forward smoothly, and that every stakeholder feels heard and supported. As the day winds down, the HR manager shifts gears to wrap up outstanding tasks and lay the groundwork for tomorrow. This is the time for updating records, responding to final emails, and reflecting on the day’s challenges and successes. The HR professional might spend a few quiet moments researching best practices, preparing reports, or outlining priorities for the next day. With a sense of accomplishment, they leave the office knowing they’ve played a pivotal role in shaping both the people and the culture that drive the organization forward.

Install the LifePage App to:

(for Free) Watch Founder Sanjay Kumar’s full HR Management Career Talk

₹ Do a Self Assessment on HR Management to calculate your Dream Index, which is defined as:

According to Sanjay Kumar your chances of success in HR Management is __%

Access your personalized Dream Index Report which will have all your Dream Indices sorted in descending order.

How to get into

HR Management?

If you are want to get into HR Management, start by investing in a Career Plan.

The 14 hour process, guided by a LifePage Career Advisor, will help you introspect and check whether your interest in HR Management is merely an infatuation or is it truly something you wish to do for the rest of your life.

Next, your Career Advisor will help you document how you can get into HR Management, what education and skills you need to succeed in HR Management, and what positives and challenges you will face in HR Management.

Finally, you will get a Career Plan stating which Courses, Certifications, Trainings and other Items you need to do in the next 7 years to become world’s best in HR Management.

LifePage Career Plan

14 hour personalized guidance program

Your LifePage Career Advisor facilitates your guided introspection so that you systematically explore various Career options to arrive at a well thought out Career choice.

Next: your Advisor helps you figure out how you will get into your chosen Career and how will you develop the skills needed for success in your Chosen Career.

LifePage Plan will not stop at saying "to become an Architect study Architecture". It will guide you on which Certifications, Trainings and Other items you need to do along with your Architecture education to become the world's best Architect.

Links for this Talk

Founder Sanjay Kumar's LifePage:

[LifePage]
https://www.lifepage.in/page/sanjaykumar

LifePage Career Talk on HR Management

[Career]
https://www.lifepage.in/careers/hr-management-8

[Full Talk]
https://lifepage.app.link/20191107-0002

[Trailer]
https://www.youtube.com/watch?v=F3lIuAfBC7I

(HR Management, Sanjay Kumar, Founder, Human Resource Management, Recruting, People Building, HR, Management)

Similar Talks

HR Management

Neelam Waldia
Manager HR & A | Rusan Pharma Limited

[ 5 years & 2 months Experience ]

Human Resource Management is managing the most crucial resource of an organisation, which is- People is known as the Human Resource Management. Machines, buildings, brands etc, everything diminishes except for people who increase in terms of value. The role of HR begins from recruiting, training, evaluating, motivating, retaining, managing conflicts and when required taking tough decisions on people.

"After completing my schooling, I gradated in science stream and did my MBA I Hr & Marketing from Army Institute of Management Kolkata. I am working as a HR Manager and have total 10 years of experience in this field."

HR Management

Lakshman Singh Kandari
Human Resource Manager | M & P Technologies

[ 4 years Experience ]

Human Resource Management is the management of the human resource of an organization or company. It involves the processes of selection and recruitment of the employees of a company. That includes interviewing new people, hiring and thereafter, training them for the various job profiles. It also includes the firing and retention of those employees.

"I attained a B Com degree from HNB Garhwal University and an MBA degree from Chandigarh. I thereafter, trained at Radisson Blu Hotel, Haridwar and I am currently the HR Manager at M&P Technologies since 2013"

HR Management

Prakriti Nautiyal
Human Resources Partner | Tata Consultancy Services

[ 5 years Experience ]

Human Resource Management is the management of human resources. It is designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems.

"I am a B Tech graduate in ECE and then did MBA in Human Resources from LBSIM, New Delhi. Thereafter, I worked at Tata Consultancy Services for more than 2 years as Human Resource Partner. Then, I relocated to USA and did a Certification Course in Human Resources from HRCI and also an online course in People Analytics from The Wharton School. I am Human Resource Analyst with an NGO by the name Save the Water in USA."

Recruitment

Megha Madan
HR Manager | MNC

[ 11 years Experience ]

Recruitment is a core function of human resource management. It refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.

"After my schooling, I did Bcom Hons from Delhi University and then did my MBA from SCDL. I work as an HR Manager looking after recruitments at an International Software Organization."

HR Management

Arijit Banerji
General Manager | ICI India Pvt Ltd

[ 8 years & 10 months Experience ]

Human Resource Management, these are 3 big words but all they mean is trying to make sure that people do the best they do in any job they job.

"After completing law from Andhra I joined the chemical industry and worked in multinational company almost for 41 years. "

Human Resource Management

Prashant Deo Singh
Senior HR Professional | Various Assignments

[ 24 years Experience ]

Human resource management is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage.

"I have experience of more than 20 Year in Human Resource. I have worked with Organizations like Panasonic as a HR Head, Coca Cola as a Area Manager, Airtel as a HR Head. I have worked in UAE with Sharaf DG as HR Head and with HINDALCO Industries as an Assistant Manager."

HR Recruitment

Nirma Rawat
HR Recruiter | Job Resolution Recruitment Services

[ 10 years Experience ]

Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization.

"I have done B Sc and M Sc from DAV PG College. Post that, I did an MBA in Human Resources from IMT University. I worked in Insurance Sector for 8 years. I am HR Recruiter at Job Resolution Recruitment Services since 2016."

Human Resources

Rima Chawla
Assistant Manager | Incognito Forensic Foundation

[ 7 years & 11 months Experience ]

Human resources are the people who make up the workforce of an organization, business sector, or economy.

"After completing my Schooling from East West Model School, Bengal, I did my Graduation in Arts from Techno Global University. While studying I worked simultaneously with organizations as a Consultant. I work as an Assistant Manager HR at Incognito Forensic Foundation."

H R Recruitment

Krishna
HR Recruiter | Fly Square Solutions

[ 1 year & 4 months Experience ]

HR Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization.

"After completing BCom from MGKVP, Varanasi and Diploma in Microfinance from BHU, Varanasi, I did Post Graduation in Management from Doon Business School and Strategy Management from Airllanga University, Indonesia and joined Fly Square Solutions as a HR Recruiter."

HR Management

Keyur Gupta
Assistant Manager | Nestle India

[ 2 years & 9 months Experience ]

Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas staffing, employee compensation and benefits, and defining/designing work. The purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.

"I completed my MBA degree in Human Resource Management from XLRI, Jamshedpur. Later, I joined Nestle India as Assistant Manager in the Human Resources department."

HR Management

Kainaz Khambata
Head | Gourmet Investments Private Limited

[ 13 years & 2 months Experience ]

Human Resource Management is the process of recruitment and selecting employee, providing orientation and induction, training and development, assessment of employee (performance of appraisal), providing compensation and benefits, motivating, maintaining proper relations with employees and with trade unions, maintaining employees safety, welfare and healthy measures in compliance with labor laws of the land.

"In my 10 years of Experience, I have worked with finest hotels of world such as Four Seasons & Intercontinental Hotel. Since 2017, I have been working with Gourmet Investments Private Limited as a Head."

Learning & Development

Harsh Vardhan
L&D Manager | Max Healthcare

[ 7 years Experience ]

Learning and Development Managing helps employees advance their skills and knowledge. A Learning and Development Manger helps a company succeed by training and developing its people

"After doing my graduation, I did my MBA from IIPM and thereafter a Diploma in Hospitality. I did my Research Paper on Neuro Linguistic Programming. I worked as an Assistant Professor Executive Communication, IIPM and L&D Manager in UPES."

Human Capital Consulting

Nanditaa Bhatia
Business Analyst | Deloitte

[ 2 years & 2 months Experience ]

Human capital consulting is a broader term than human resource management and refers to general management consulting with an emphasis on the human element of the issue at hand, such as change management (which includes communication and training), learning and development, organiational design, diversity and inclusion, employee engagement, and culture.

"I am an MBA Graduate from the Delhi School of Economics. I worked with the Indian Oil Corporation, American Express and Price Waterhouse Cooper before joining Deloitte Indian in 2016 as a Business Analyst with the Organization Transformation and Talent division under the Human Capital practice."

Human Resource Management

Anup Kumar
General Manager | BRIDCUL

[ 22 years & 8 months Experience ]

Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage.

"I did Bachelors & Masters in Economics from Jiwaji Univeristy. Post that, I did a Masters in Personnel Management & Industrial Relations. I started my professional career as a Lecturer in Jiwaji University. After that, I worked in Steel & Power Sector in Chattisgarh, Orissa & Calcutta. I am a General Manager at BRIDCUL with Uttarakhand Government."

Learning & Development

Amrita Suri
Deputy General Manager | Gourmet Investments Private Limited

[ 0 years & 6 months Experience ]

A Learning & Development Manager identifies training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers.

"After completing my schooling, I did graduation in Hotel Management from IHM, Aurangabad. I have started my career with The Leela Hotels as a Management Trainee after which I got an opportunity to join Four Seasons Mumbai where I have worked for almost 8 Years and became Front Office Manager. I have joined Gourmet Investments Private Limited as DGM (Learning & Development and Customer Relations) in 2017."

Human Resource Management

Shabhnam Praveen
HR Assistant | People Strong Private Limited

[ 3 years Experience ]

Human Resource Management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly known as the HR Department[, it is designed to maximize employee performance in service of an employer's strategic objectives.] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws

"After completing an MBA (HR & PR) from Abdul Kalam Technical University, I started my Career with Himalaya Corporation Limited as Business Development Executive. After that, I joined People Stone Private Limited as a HR Assistant and since then I am working there."

Workforce Consulting

Gautam Grover
Assistant Director | E Y

[ 12 years Experience ]

Workforce Management includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.

"After completing my graduation in Information Technology from IP University and I did my post graduation from ICFAI University. I have 12 years of experience in this field and working with EY as an Assistant Director Workforce Consulting."

HR Recruitment

Priti Khurana
HR Manager | Various Assignments

[ 12 years & 11 months Experience ]

HR Recruitment (hiring) refers to the overall process of attracting, short listing, selecting and appointing suitable candidates for jobs either permanent or temporary within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles.

"After doing my schooling from Frank Anthony Public School Delhi, I did my BA in English from Lady Shri Ram College, Delhi. Thereafter, I did my MBA in HR from Symbiosis institute of Business Management, Pune. I have experience of more than 13 years in recruitment and worked for Companies like Aegies BPO, Perfect Relations and Bhatia & Bhatia Financial Services."

HR Consultancy

Dr Asha Rani Kapoor
Director | Global Solutions

[ 8 years Experience ]

The human resource consulting addresses human resource management tasks and decision. The consultant suggests solutions based on expertise and experience and assists in the implementation. He also assists in searching for solutions with methods that facilitate and raise creativity of the client company so that they will be able to implement solutions themselves.

"I am a scientist and have done my research in wheat. After my marriage, I did a course in Management & Community Development from IIM, Kolkata and a certification course in finance from IIM, Ahmedabad. I founded a company by the name Global Solutions in 2010 and I give training sessions in Human Resources domain."