Having come from a secretarial role that had some responsibility of managing disciplinary hearings and whilst studying for my L3 CIPD which I have now passed, I secured myself a HR coordinator role in the same organisation however I feel this role is offering me limited experience to HR as the majority of HR is outsourced externally and my sole responsibility in my HR role is managing sickness absence. I am worried I have made a mistake and that I won't have much to offer in the future if I apply for more senior HR roles as my HR exposure is very limited in my current HR role. I have started seeing a mentor which I hope will help as at the moment my current role is making me lose confidence. Has anybody else felt like this when they first started out in HR and if so how did you go about gaining more exposure?
Hi Cheryl, in my first HR role I was given absence management to look after and although I wasn't very excited about it initially I found it to be an area you can really get stuck into. I've since redesigned the RTW interview, led training sessions for managers on absence management and been involved in occupational health meetings and disciplinary hearings as well as dealing with some really difficult cases. I think a good starting point is analysis - if you can find a way to look at the absence within the company and present your findings to managers you can work with them to look at the bigger picture and find ways to improve it. Plus, as you'll be close to the statistics you'll start to identify patterns which is something you can be really pro-active with and help nip in the bud before any serious problems arise.
Hi Cheryl, in my first HR role I was given absence management to look after and although I wasn't very excited about it initially I found it to be an area you can really get stuck into. I've since redesigned the RTW interview, led training sessions for managers on absence management and been involved in occupational health meetings and disciplinary hearings as well as dealing with some really difficult cases. I think a good starting point is analysis - if you can find a way to look at the absence within the company and present your findings to managers you can work with them to look at the bigger picture and find ways to improve it. Plus, as you'll be close to the statistics you'll start to identify patterns which is something you can be really pro-active with and help nip in the bud before any serious problems arise.
