The difference between generalists and experts in human resource management.

Expert: People's energy is limited. The deeper they practice and study in a certain field of human resources, the more they can show their irreplaceable value.

In today's economy and society, the division of labor has become more and more detailed, and the requirements for personal ability are getting higher and higher. You learn everything, but you are not good at anything. It is easy to be replaced by more professional talents, and your competitiveness will decline.

I have been working in a certain field for a long time, but I don't know much about other fields. Although they are all within the scope of HR, it is still a big challenge to cross-major.

After working in a certain field for a long time, I find that I like this field more and more, but I am not interested in other fields and don't want to change.

Generalist: A person's career is very long. If you are 40 years old (25 -65 years old), a person's accumulated knowledge and practice is very impressive. /kloc-you can become an expert in a certain field in 0/0 years, let alone 40 years.

The development of your career is to gain more resources and strength, which is also destined to increase your management scope. If you can only manage one job, you will definitely meet a visible ceiling in your career.

Human resource management is originally a systematic concept, and all links are internally related. If you do it alone, it is doomed that your human resource management level will not rise to a suitable height.

Through the above analysis and comparison, in fact, in the long run, I prefer to take the generalist route. My reasons are as follows:

Generally speaking, the career of human resources practitioners begins in a certain field, so it is a normal development path to go deep into this field in 3-5 years. But after 3-5 years, you will face another choice. Do you want to continue in this field or try again in another field?

My suggestion is to try another field for three years. This field is preferably related to the previous field. For example, if you are paid, you can consider performance appraisal. Recruiters can consider training or employee relations. However, if you change a field, you must have new knowledge to learn in this field and be mentally prepared.

At present, the job advertisements of human resources supervisors and human resources managers have the following expressions: at least proficient in 1-2 human resources management field. In this way, we can smoothly change from the role of experts to the role of generalists, and then learn and understand other fields as a human resource manager, and we can try to practice when we have the opportunity. This is an opportunity for a gorgeous turn.

The change from human resource manager to human resource director is a natural thing with the accumulation of time and experience. Finally, I can become an expert in human resource management.