Human Resources Manager Career Analysis
HR Manager Career Analysis
The field of human resources continues to grow to ensure personnel who understand the complexities employment law and the realm of employment benefits. In fact, the Occupational Outlook "Handbook" maintains that "Much faster than average growth is expected during the projection period" for human resources, trainers, and labor relations managers and specialists ("Handbook," 2011). Human resources managers come from a wide variety of educational backgrounds, which is an artifact of the different levels of responsibility within the field and the diversity of duties associated with different specialties. In any case, acquiring certification in the area of specialty -- and graduation from college with either a BA or a Masters degree -- provides the greatest opportunities for a good position in the field and for future advancement. The Chronicle Guidance Publications, Inc. offers occupational briefs for all major types of work. The general listing of occupations includes an indexed entry -- the relevant brief for Human Resources Mangers is shown below. A nice feature is the occupational title pronunciation guide.
Human Resources Managers ('hu-man re'sour-ces 'man-ag-ers) are in charge of all the phases of human resources within a company. They direct a staff who recruit, hire, and train employees; develop wage and salary scales; administer benefit programs; ensure positive labor relations and compliance with government regulations. ("Chronicle Guidance," 2011).
Human Resource Work
The purpose of work in the field of human resources is to attract, hire, motivate, and retain the best possible employees qualified for positions in every type of organization and endeavor ("Handbook," 2011). One of the goals of human resource managers is to match potential employees to jobs and positions. In many organizations, human resources directors are involved in strategic planning ("Handbook," 2011). No longer content to provide back-office support, human resources executives are often participants on the executive committees of corporations and organizations ("Handbook," 2011). Administrative functions, however, remain an important component of the day-to-day work of human resources personnel. These administrative functions include off-site recruitment, hiring, and consulting with other managers about training, performance evaluation, and termination of employment. In addition, the area of...
Operational representatives are often involved in connection with establishing the specific types of objective task performance and knowledge tests that Human Resources will use to identify the best qualified candidates from the field. Ideally, by the time that Human Resources first publishes a job opening, the choice of where and how to publicize that open position, how to describe the position, and what initial criteria will be used to evaluate
Human resource managers have been implementing technological solution systems facilitating the development of competitive solutions between future talents and current business operations. Both employees and HR professionals are using HR tools. Collaborations, training, finding information, setting goals, and managing people are some of the functions performed by technology systems. Technology that relates to Compensation Compensation technology refers to tools that assist HR professionals in distributing an increment in salary during the cycle
The position requires knowledge of business management, finance, and accounting. Interestingly the educational backgrounds of individuals in this field vary considerably, reflecting the diversity of duties and levels of responsibility. Certification and previous experience are assets for most specialties, and are essential for more advanced positions, including managers, arbitrators, and mediators. The human resources field is changing rapidly with increasing use of technology, training, and outsourcing. The trend today
Human Resource Management Analysis - Case study of ASDA PLC Management of human resource or "people working in an organization" is the most acute problem that faces managers nowadays. Today, it is no doubt that this is the leading cause of worries that nearly every other organization has to contend with. When the effects of organizational culture and structure; or group, or an individual are considered in light of the performance
Human Resource Management Job analysis Job Design and considerations Job design is the arrangement of work in organizations. The arrangement assist employees as well as the organization meet objectives. An effective job design satisfies employees in organizations since it prevents dissatisfaction arising from repetitive work. It also assists organizations by preventing employees from alienation. Additionally, job designs improve on the productivity of an organization. Job designs, however, need to consider the following aspects in
Human Resources Planning Budgeting * Components/elements included in an HR Budget * Consider all HR facets such as Selection and placement, training & development, compensation and benefits, employee relations and employee engagement, health, safety and risk management * Cost reduction strategies. Both the cost and the range of functions taken on by a Human Resources Department are directly dependent on the size of the company. Smaller companies tend to make fewer distinctions between
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