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
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
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.
Human resource management and the organizations in which it takes place are facing challenges from a changing environment. Hiring the proper people with the appropriate skills is an essential part of maintaining the workplace. Economic issues which include downsizing, organizational culture, productivity, ethics, demographics, and diversity plays a significant role when redesigning a company 's Human Resource Department. Success in the field of Human Resource requires an update of knowledge continually. Training, certifications, hands-on experience, and tactic knowledge helps to perform a difficult redesigning task with speed and sensitivity. Human Resource actions are comprised of but not limited to equal employment, staffing, compensation, benefits, labor relations, and safety. Ethical issues are
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
About 900,000 people employee in the career field of a human resources specialist. There are about 400,000 jobs of human resources available in the U.S. today. Human resources specialists 70,000 people get jobs that is about 13%. They say that the percent will grow to be twenty by the year 2024. Over the next 10 years in the HR specialist can expand 60% are rewarded employees. It has grown in the past five years about 7.6 percent and they are hiring a lot more to the percent of mere hired people has grown to about 30 percent in the past ten years. They estimate that about fifteen percent will grow of hired people in the next twenty years. Most jobs related to the career of a human resource specialist are most often f...
Overall, human resource plays an important role in the business growth of a company. This is mainly due to the strategic issues faced are mostly human related based. Hence, with strong human resource management, companies will be able to maximize the gains from their employees that will result in maximum productivity that further leads to higher and sustainable growth.
It’s a common understanding that a given business organization is established with the main aim of making profits. In order to realize the set goals and objectives of such a business organization, there are certain departments charged with distinct roles within the organization. Furthermore these goals and objectives are usually defined in terms of economic prosperity that is manifested through huge volume of sales as they reflect huge returns. One of these departments includes the human resources department which has a responsibility of interviewing, hiring, remunerating as well as promoting employees. It’s one of the most important department in a business organization as the employees working under it are the ones who provide the required human labor to the organization. Since the human
I have no formal training in the fields of human resource management, business, or not-for-profit administration. As such, I visualized an organization’s most valuable asset as something tangible, such as capital investments. Prior to commencing my studies in the MPA program, I had a generally vague concept of the financial and operational implications the loss of key employees would have on an organization. Also, I lacked a real grasp of how severe said losses could be, including the effects they could have on the office environment, including employee morale. Through readings in our class, and in others, it has become clear to me that employee retention is one most important strategic, operational and financial facets of successful human resource management in any organization. I discovered that extensive research exists which addresses topics in human resources, including employee retention. Two such articles, one presented in a scientific context and the other in a more practical context, address the issue of employee attrition. I believe that employee retention is a fine art that must be balanced between an organization’s management and the HRD. Both articles provide valuable information to reduce the likelihood of employee attrition, including techniques and values that must be considered.
The success of a business depends on the capability of its employees. A businesses success is anchored on the input of his manpower separate from the technological needs. Capital and technology can be generated, however, it is human resources that are necessary for the success of and propelling through the challenges an organization might face. Essentially, nowadays cautious administration of employees’ vital asset requires a key Spotlight on Human Resources Management in a firm. Past exploration on HRM acknowledged that workers make a vital wellspring of upper hand for companies.
Today, there are many individuals who are qualified compared to the limited number of jobs that are available. When companies have job openings, so many people apply yet a scarce amount of positions available at the organization. The Human resource departments goal is to perfectly match a candidates for the job. For a human resources department to consider an employee to fill a position, the employee should have integrity, have good communication, open minded, presentation skills, and be willing to learn. Even though the hands on details are important for a potential employer to possess, the technical details would not be of much use if such a candidate did not possess basic skills (Armstrong, 2008).
This way HR can enhance the employee and build the talent leaders as per the organizational needs. The common perception is that HR is not innovative enough and it is administrative, bureaucratic in functioning; HR professionals are not aligned with the business strategy and lack analytical skills. Human resource information system is not new concept but it is recuperating day by day with changing environment. Organizations have significant work to do, where HR leaders are adapting to understand change business demands and skill set required. HR’s role is expanding beyond its traditional focus on talent management, process, and transactions. HR is becoming an innovative consultant with a broader responsibility to design, simplify, and improve the employee and candidate experience. Today HR organizations are moving away from a ‘service provider’ role to become valued talent, design thinking and employee experience consultants. They are deeply embedded in the organization through business partner leadership
I am very interested in the career path of human resource management, which involves the management of an organisation’s workforce and personnel. People are the most valuable asset in any organisation and therefore, in order to ensure the smooth-running of that organisation, it is essential that a HR manager possesses a solid understanding of human behaviour.
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”.