The Innovating Career: Human Resources As jobs are becoming more technical every year and innovations are arising with new job opportunities, finding employees that meet a business’ requirement is becoming more difficult (Nickels (290-346). This is why it is important to have a career that arises and evolves that meets this innovating world: Human Resources. Human resources plays a big part into a business’ success from hiring new employees, to employee retainment, and ensuring employees are trained to meet the evolving businesses requirements (Nickels (290-346). Human Resources is quickly evolving to become one of firm’s most critical professions in the industries market business. In 2006-2010 Human Resources globally had a compound annual …show more content…
Human Resources practices retention for the massive cost and time taken it has to replace and hire new employees. Hiring has such a high cost for the facts of ensuring all new employees meet the expectations and requirements for a business. Not only do new employees have to meet the company’s expectations but also pass employment tests, physical exams, and background checks (Nickels (290-346). They also consider consumers habits and help form solutions to meet the businesses and consumer’s needs to keep up the company up to date. (Alper (112-113). Human resource personnel also help companies evolve with new innovations. Human resources help establish future labor by helping the companies find employees that meet the new requirements. Human resources personnel also forecast future requirements for organizations that way they can ensure trained people will be on hand for the organizations (Nickels (290-346). “In the future, human resource management may become the firm’s most critical function, responsible for dealing with all aspects of a business’s most critical resource: people” (Nickels (290-346). Human resources not only has a future of importance, but its past shows its importance now. From being responsible for only one department to being in many and still predicted to grow to being in charge of many more …show more content…
Robin now states that she is doing much more than hiring and different tasks on a weekly to monthly basis. Some of her weekly tasks she claims are keeping track of employee files, doing weekly reports such as I-9’s and W-4 forms (Garza). Robin also holds orientation classes for when there is a new hire. On a monthly basis she conducts safety audits as well as evaluations of the company and after passes them onto the department head. Garza, said some of the skills she thinks a human resources specialist needs to have good communication skills, some computer knowledge, FMLA (family and medical leave act) laws, workers compensation, and all the intricacies in the legal aspects of
Personnel staff in the Human Resource Department must be able to coordinate the implementation of training programs and provide guidance on training and instructional processes for new in-coming employees and for the re-training of career employees.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Human Services workers must have some other qualities as well in order to successfully complete their position in this career. Some of these are but not included are; effective listening and communication, effective organization skills, and good working relationship with others. As I considered Reamer (2006), he goes on...
It helps not to call people “human resources”. They’re people. And, as it turns out, people like to be treated like people. Go figure. - Dharmesh Shah, Founder and CTO at HubSpot.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
As a Human Resource leader, it is your job to extend knowledge, experience and expertise to develop subordinates. Human Resource Specialist are involved in tedious work that effects the organization in a major way. For Example, Human Resource Specialist can effect an individual’s pay by reflecting incorrect data, causing the individuals the stress, while trying to maintain their own designated role in this
Some of her daily duties include writing reports, documenting, and visiting clients. Occasionally through the week she will attend courts, visit the jail, and do drug test. The qualifications
This particular case is centered around the Human Resources strategy that was implemented by Johnson & Johnson in 1997. This strategy includes many key aspects of corporate culture, leadership and global strategy integrated into one single global human resources program. This program allowed Johnson & Johnson to diversify their current employees, raise the standards for future employees, redefine the standards of leadership within J&J and improve global management overall.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Profit Model: Is when the organization converts the value into benefits and profit. For example, the printers’ firms like Canon and Konica Minolta, etc… innovated their printers to be more expansive, but with a cheap drum –which is a part in the machine that should be changed every 10,000 copy- so they can sell parts after selling.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
In recent times, Human Resource Professional has faced a growing number of challenges in responding to the needs of the contemporary workforce and attempting to win “The War for Talent”. These include globalisation, increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce are those, of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”, meet the needs of their employees and achieve their Strategic Human Resource objectives and ultimately succeed in “The War for Talent”.
The main objective of writing this paper is in practice, the management of innovative process takes into account the most important criteria that reflect the substance of innovation and arising directly from the definition of "disruptive innovation". Such criteria include the degree of novelty and substantive content.