Introduction
Human Resource Management better known as HRM refers to the process of employing, training, compensating people and the development of policies and strategies that seek to retain them. HRM has undergone serious changes as a field over the last twenty years making it even more important in the organizations of today (Bratton, 2017). Today, the field of HRM provides a platform for many career professionals that seek to further themselves in the managerial endeavours. The following paper will observe the career paths in HRM and how organizations can institute a strategic HRM plan.
Career Paths in HRM
Perhaps the most pronounced and most suitable career in the field of HRM is the Human Resource Manager that entails managing the entire human resource department in an organization. Indeed the higher-ranking executives in the Human Resource arena oversee organizations and their strategies but the managers enjoy the benefit of face-to-face interactions and thus are able to help employees from a personal standpoint (Bratton, 2017). The HR managers are in charge of coordinating and planning the activities of the Human Resource and further manage them after their execution.
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The tasks they partake may range from issuing guidance of the employees via the process of hiring to the benefits programs and training as well as solving labour disputes and other needs in the administrative scope. The HR managers have a direct influence over the people they oversee and thus make a positive impact on every person in the company (Bratton, 2017). HR managers must be persons that obtain satisfaction from helping other people scale greater heights in their fields of work or careers rather.
HR consultant
Companies are growing complicated every passing day and need new input to solve their ever rising and increasing challenges. The HR consultant charges companies a certain amount of money on an hourly basis to provide them with insight and ways of dealing with whatever problems they may face at whatever time they may be facing it hence needing counsel.
The consultants can specialize in various fields that include the benefits, incentives of employees and programs of rewards as well as the company culture after acquisitions and mergers (Bratton, 2017). The charge depends on the type of task the company wishes the consultant to handle as well as the period they intend to have the HR consultant work on the project they assign to them. Moreover, it also depends gravely on the amount of experience and qualification the HR consultant has in their line.
Professional in International Human Resources
The above profession or career path may entail the recruitment of candidates into positions in the world training and development standards all across the international organization (Human Resources, 2018). It could further involve overseeing the implementation of benefiting plans such as the ones the national laws allow together with labour relations and employee programs as well as many more.
The HR track does well to include similar tasks in the national human resource professional may engage in although present a variety of languages, culture and locations put into the mix. It is an ideal and suitable field for people that fancy travelling, speaking multiple lingua and are easy to adapt to various cultures, locations and languages learning and sharing different customs (Human Resources, 2018). It is hardly a boring career path.
Methods of Developing and Implementing a Strategic HRM Plan
Strategic Human Resource Management entails around designing formal systems in a particular organization to ensure effective use of human talent towards accomplishing goals of an organization. Human Resource plays a key role in the growth and thrive of a business and remains the heart of the business governed by retention and strong training as well as high pay.
Strategic HRM does well to give direction and guidance to a company in order to build a foundation for which the company will manage to achieve strategic advantage by the creation of an effective organizational structure and design as well as culture and value proposition of employees that is inclusive of downturns and mergers together with acquisitions.
Employee Relations
Employee relations focus primarily on building stringent and strong relationships between the employers and the employees of organizations (Daley, 2012). The following section is where conduct and different aspects of ethics are considered as well as the industrial relationship of the union of trade.
Human Resource Planning
The Human resource planning is undertaken in order to meet the various goals of the organization as well as gain competitive advantage over its competitors (Daley, 2012). Human Resource Planning concentrates keenly on the identification of changes necessary for the department of the HRM to attain its goals and target of the organizations considering both selection and recruitment of the company.
Compliance
The HR compliance is the compliance to the rules of employment as instituted by the federal government and the laws of the land applicable to the organization.
Ethics
Ethics looks at the moral wrongs and rights of the employees and proceeds to shape out a culture that best suits the ethical fibre of the company.
Policies of Personnel
Personnel policies are focussed on helping guiding employees to achieve their set goals and those of the organization (Daley, 2012). Such policies help make several decisions and sets of guidelines that are necessary for the progression of the whole company.
Conclusion
Human Resource Management is a diverse field in the area of handling labour and human talent towards the progression of a company in achieving its goals. One may go into different career paths such as consultancy, international HRM professional and many more. It offers suitable areas for one to fit in depending on their likes and traits as individuals. A company must set up a strategic plan that will enable it see its goals attained.
References
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125.
Human Resources (2018). 10 Best Careers for Human Resources Professionals – Human Resources MBA. [online] Humanresourcesmba.net. Available at: https://www.humanresourcesmba.net/careers/best-careers-for-human-resources-professionals/ [Accessed 20 Apr. 2018].
