Human Resource, this research paper outlines certain aspects of a career in the field of Human Resource management. The Human Resource job is significant since it requires the management of one of the most important resources – the human resources of any company. Therefore, it is essential to realize how human resource management (HRM) is nowadays regarded as a crucial element to overall success. Human resource managers require extensive training and various sets of competencies in the areas of finance, legal, and psychology as well as other pertinent knowledge that can help them fulfill their job. It is crucial to be aware of what the future will bring to HR management.
Overview of Human Resources
Human resource management is a process that aims to assist organizations in achieving their goals through the efficient management of staff. Human resource management seeks to find a balance between employees, job satisfaction, and productivity. In this sense, efficient HR management is found to be linked to improved productivity, improved management change, as well as a positive lifestyle quality (Mathis and Jackson 2010,).
Human resource professionals and academics agree that HR functions are constantly changing. Thus those in charge of HR management for the coming years have to be prepared for these dynamisms in order to be able to surpass the norm. Many organizations claim that the development of their human resources is essential for their capability to compete and thrive in global markets. Human resource managers previously were specifically responsible for the areas of policy and administration. Nowadays, however, the responsibilities of human resource managers have evolved and have become highly ambiguous. They are changing in response to strategies, workforce demands changes in the industry, and focusing on the use of human resources’ talents to create an advantage in competition. In the same way, HR managers increasingly find themselves as consultants, assisting senior executives and managers to improve their interaction with staff.
Functionally, human resource management is broader and includes hiring and selection, the planning of rewards and compensation and designing jobs as well as career development as well as training and development, and also dismissal.
HR recruits tend to concentrate on roles that are not specialized and other functions that rotate. However, graduates are more likely to be focusing on more advanced strategies for human resources management. Human resource management is an effective application of the various disciplines within the field to facilitate changes in the organization and generate the value of change through management. Change management covers the skills and skills required to start and manage change, as well as employ tools to facilitate changes.
In light of these changes, HR professionals are constantly challenged to improve their knowledge and skills to handle the complexities of change effectively. They must also be aware of how to make use of tools for change to maximize value. While HR managers are able to manage some aspects of managing change within their company, it is essential to understand that the majority of companies prefer using consultants to manage the process of change. As companies shift their focus towards people management HR managers can be from any department and require a strong background in strategic management, finance and business expertise.
Today, many companies concentrate on applicants who have MBA qualifications to fill your HR team. As the competition for HR jobs is increasing, students enrolled in economics and business courses are able to make the move into the HR field. They are expected to individuals will bring a sense of creativity and the ability to adapt innovative ideas and embrace the changing times.
Current Trends and Job Outlook
Human resource professionals are employed practically in every company and industry. They typically work for organizations working during normal hours, and also full-time. The job could require travel to other companies or recruiting new employees outside of the organization.
The US Bureau of Labor Statistics offers a positive outlook for the work of human resource managers. It is predicted to increase by 13% between the years 2012-2022 similar to other occupations (U.S. Bureau of Labor Statistics 2015).
The increasing demand for HR professionals can be attributable to new businesses and those that have already expanded their operations to new regions. Thus, competition is likely to grow for the top talent for HR administration.
Academics have also pointed out that HR professionals of the present are faced with challenges, and provide new opportunities. Stone and Deadrick (2015) as an example, pointed out globalization, economic changes as well as the growing diversity of local labor markets, as well as changing technologies as factors that have led to new requirements. However they have taken HR management in new directions that offer opportunities for employees, the HR department, its employees, and even organizations (Stone and Deadrick, 2015).
While there are some external changes, however, there are fundamental changes in the workforce all over the world. These changes put immense pressure on HR personnel and their organizations to create specific, unique strategies to develop, train and integrate the most effective employees in these fast-paced shifts. Thus, employers must leverage the HR department to manage these shifts and establish themselves as the best employers that can attract talented workers.
HR managers need to concentrate on recent trends in the evolution of the nature of employees’ duties, the future workforce, and changes in the business environment. HR professionals will need to think about their strategies, and adjust forward even more quickly to future developments in technology, demographics, and social conditions while adapting their processes to changes (SHRM Foundation 2014).
The Future of Human Resource Management
Recent research has proven that the future trends in HR management are caused by expectations for the workforce and emerging technologies, increasing globalization, and increasing demands for agility resulting from unknown operational requirements. Human resource professionals of the present will have to deal with unfamiliar, unrecognizable environments. Thus, they have to be prepared and responsive. This is why research has revealed major trends that are likely to alter human resource management practices at least over the next couple of years (Coombes 2014).
First, significant shifts will continue to be noticed in the workforce. Modern corporations are expected to collaborate in a constantly changing, global, and regional network of associates, employees affiliates, affiliates, as well as outsourced service suppliers. As employees expand beyond the boundaries of their companies Human resource managers will need to focus on employees within and outside of their organization.
Second, the job that HR has will change to managing individuals, not people. Employers will need to focus on a particular individual rather than relying on the same model for everyone. Therefore, the preferences of employees and needs will be tailored specifically to their needs.
Third, as technology advances and new trends in HR methods are becoming apparent. The tools like analytics, social media cloud computing, and analytics continue to change HR practices as well as provide the best methods for managers to utilize their talents.
Fourth, HR recruitment agencies now concentrate on global recruitment, as demand and supply do not be able to meet in the regional market. Therefore, the diversity of workforces is increasing as human resource departments concentrate on effective recruitment strategies to attract the best talent for multinational companies.
Fifth HR managers will be required to build agile companies by recruiting employees. The business environment is uncertain, which means that businesses can only get an edge in their workforce to stay in the game and be successful. HR practices also need to change to keep up with the changing demands of companies striving to attract top talent.
Sixth, significant changes that will shape HR practices will result from the latest knowledge gained from the field of brain science and human behavior. Analytics will play an important role in future HR practices, with the goal of identifying the most effective employees and achieving better results.
Additionally, it is crucial to be aware that social media can result in an environment that is more transparent. HR managers must keep an eye on privacy when they confront more threats posed by new technologies. Additionally, HR managers will have to be aware of how the HR department will be able to improve the collaboration between other departments and use their skills at any moment for their companies.
These trends are likely to influence HR practices, with a wide-ranging impact. Thus HR professionals will have to create a range of management techniques to manage a rapidly changing globally-oriented, knowledge-driven workforce.
This study reveals some of the most important aspects of managing human resources including changing management of change, the latest trends, challenges, as well as what the future holds for HR methods. HR managers need to be aware of these changes while leveraging unprecedented opportunities to build flexible businesses through human capital. However, HR managers who are not able to adapt will soon become obsolete.