What are the Career
Options in Human Resource
HR is not just about liking
people. HR isn’t the job for you if you’re not a
‘people person’, but liking people won’t be enough on its own. More
precisely, you have to be interested in getting the absolute best out of
people.
It’s not just the softer ‘people skills’ that are
important. You’ll have a strong interest in business and the strategy that
underpins its success. You’ll need a good level of numeracy
and analytical skills. Being able to work closely with your
colleagues and earn their trust and respect is another critical factor
Each organization is unique and the scope of the HR function
adapts accordingly. HR departments often embody the values of their organizations.
You should look first for organization whose values you share. Then you can
choose between generalist HR positions and a wide variety of
specialist roles.
What does a HR
generalist do?
When you’re an HR Generalist, variety is the
order of the day and you’ll get involved in a wide range of specialist areas.
One day, you could be working with management to decide on the people you need
to deliver your business strategy. The next, you could be running an employee focus
group, getting to grips with the issues that motivate teams. You could even
develop a new benefits package or make sure a new HR information
system delivers streamlined processes and support.
As an HR Generalist, you may often find
yourself supporting – and even challenging – managers as they lead their teams.
Your insight into building lasting performance will be a vital tool of your
trade.
What does Recruitment
/resourcing / talent planning person do?
If you’re working in a recruitment, resourcing and
talent-planning role, you’ll need to manage resources (people in the organization)
to meet the changing needs of the business and in particular to fulfill the
short and long-term requirements of the organization’s strategy. To do this,
you need to plan around changing demographics, supply and demand, staff
turnover and scarce skills.
You’ll also be responsible for identifying and attracting
key people who can create a competitive advantage for the organization. In
times of economic uncertainty where recruitment is frozen or limited, this
might include keeping talent engaged and interested for when roles arise and
developing effective networks of talented individuals that you can tap into
cost-effectively.
Additionally, you’ll have an important role in developing
processes to identify talent across the organization and integrating them with
succession planning and other HR activities such as performance
management.
What does a Learning
and Talent Development person do?
Getting the best out of people and linking their skills
and capabilities drives performance. It can also help people find their
strengths and potential. That’s where learning and talent development
(L&TD) comes in. L&TD specialists manage learning and potential. In
this role, you may deliver activities as diverse as firearms training for
police officers and mentoring programmers for fund managers. Or you could be
involved in supporting managers in your business to act as a ‘coaches’ to their
team.. L&TD specialists But it won’t just be about the delivery of these
learning and talent development events. Having the analytical skills to
evaluate the benefits to the business will be vital.
Learning and talent development professionals are
involved in supporting, developing and accelerating learning in order to build
agile and responsive organizations with the capability they need to execute
their chosen strategy.
What does an Organization
Development Expert do?
Organizations are constantly reinventing themselves.
‘Change-ready’ and agile businesses are best-placed to cope with the challenges
of a fast-changing external environment. If you’re involved in organization
development (OD), you’ll have a crucial part to play in change management.
You’ll also be maintaining the health of the organization in the long term.
The change activities you lead or deliver could be about
developing the organization’s culture or the capability of its people. Or they
may involve re-organizations and creating more effective and customer-focused
processes. You’ll also require a focus on how you communicate with employees.
Additionally, you need to paint a picture, not just of what successful change
will look like, but the risks and challenges that lie ahead.
Organization development practitioners work in a planned
and systematic way – diagnosing issues using relevant data. They consider the
whole organization and look to achieve sustained business performance by
involving its people.
What is the role of Employee
Relations professionals in HR?
Employee relations (ER) professionals have a wide-ranging
brief to maintain and develop effective working relationships across the organization.
You’ll be looking to create a trust-based culture that drives long-term
performance. To do this, you need a good understanding of what drives your organization’s
strategy, goals and performance. You’ll also need to speak the ‘language of the
business’ and understand how people management drives organization performance.
In practice, the job involves supporting line managers in
motivating and engaging the workforce, treating people as individuals and
ensuring fair access to opportunities. You may be involved in managing the organization’s
relationship with its trade unions and managing workplace conflict. A
commitment to diversity and ensuring fairness in the workplace is an important
part of employee relations. Another key aspect is supporting
effective internal communications inside the organization. Employees will
perform best where they have a good understanding of the goals and purpose of
the organization. They’ll also be more motivated to deliver when they have the
opportunity to feed their views upwards to senior management.
What is the role of
Employee Engagement Resources in HR?
Employee engagement can sit alongside responsibilities
for areas such as the employer ‘brand’ and internal communication. It also forms
an important part of today’s employee relations roles. It’s about
understanding what really makes your employees get out of bed in the morning –
and what motivates them to go the extra mile when they get to work.
An ability to use quantitative and qualitative
information is important. You’ll need to help develop and analyze surveys to
measure the attitudes of the workforce and, for example, gauge their
understanding of company values or the trust they have in senior management.
You’ll also need to sense the ‘mood’ of the business. You might do this through
informal and formal means, such as focus groups and workshops, to
make connections and share insights with your management colleagues.
Building a successful business depends on making sure
people understand and want to deliver the organization’s objectives. Your
analysis and advice will be vital here.
What is the role of
Performance and Reward Expert in HR?
Performance and reward is about ensuring people’s skills,
behaviors, values, attitudes and contribution to the success of their organizations
are rewarded and recognized in a fair, market-based and cost-effective way.
You’ll be involved in a wide range of reward activities such as establishing salary levels and allowances and managing pay relativities. You may create incentive and recognition schemes, establish the case for employee benefits, and manage the benefit package and evaluate its effectiveness. This is all part of the organization’s aim to create and sustain a high-performance culture.
You’ll be involved in a wide range of reward activities such as establishing salary levels and allowances and managing pay relativities. You may create incentive and recognition schemes, establish the case for employee benefits, and manage the benefit package and evaluate its effectiveness. This is all part of the organization’s aim to create and sustain a high-performance culture.
As well as being numerate and aware of legal and
regulatory requirements, performance and reward specialists need to be able to
communicate and educate employees and line managers about the reward strategy;
work with colleagues in other departments to create a ‘joined-up ‘total reward’
approach and support people related programmers’ initiatives such as talent and
diversity. You will need to identify and manage the risks around pay and
benefits. You’ll be able to get involved in government consultations relating
to reward. As well as taking part in public policy discussion and
consultations on the subject, with issues on your agenda as important as
pensions and bonuses, you will also be involved in facilitating senior
management discussion around the role of reward.
The beauty of a career in HR is that you get
such great insights into all aspects of business.
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