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Career Paths In HRM And Strategic Management Plan

CareerPaths In HRM And Strategic Management Plan

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Abstract

Thisresearch intends to outline some of the career paths that a personmight decide to undertake in the field of Human resource management.A person should be able to meet the requirements that are necessaryin order to obtain employment in the said fields of work. Thisresearch also identifies the procedure of designing and implementinga HRM Plan that is crucial for the proper governance betweenemployers and the employees.

CareerPaths In HRM And Strategic Management Plan

HumanResource Management is a wide field whereby a person can be able toundertake different career paths to secure employment. As more andmore students graduate, they are unable to make a choice which of theHRM careers they should undertake. This field deals with therelationships that face both the employees and the employers in theworkforce whereby there must be a body that governs or forms a linkbetween them (RL Mathis, 2016). The aim of this research is tooutline possible career paths in Human Resource Management andshowing how different organizations might develop and implement astrategic human resource plan.

PossibleCareer Paths in Human Resource Management.

Thefollowing are possible career paths in Human Resource Management.Most of these careers require a minimum of a bachelor’s degreeprogram in order to have an advantage if a person is consideringgetting employed (Susan, M. H. 2016). Each career has specificqualifications in order to be able to perform efficiently in that jobcategory.

HumanResource Consultant

Thisis a person who is sort after by organizations to offer them adviceon how to handle issues concerning their employees. To be a HumanResource consultant a person should be highly experienced in thewhole field of Human Resource Management. This involves knowing theorganization management, cultures of different organizations and thedifferent personalities of individuals employed or whom anorganization might consider employing ( HeliosHR, 2015). A majorresponsibility of a HR consultant is advising the top management onhow to administrate issues pertaining to human resource such as anorganization’s policy and also its procedures. This is the reasonwhy a person has to be highly competent or experienced in order toserve as HR consultant. As a HR consultant, you must by far mostpossess theoretical and also practical knowledge which should aid thetop management to understand and come up with solutions toconflicting human resource issues.

Trainingand Development Manager

Insimple terms, this is a trainer whose main job is to train employeesor retrain them so that they can be able to do their jobseffectively. This career path falls under Human Resource Managementsince it actually deals with the needs of employees in anorganization. The need for trainers in organizations is prompted by,for example, the emergence of new technologies which the employeesmight require assistance in learning how to operate them. Mostorganizations have training and development departments, but someorganizations outsource them from outside. To be a trainer, you mustbe good in multi-tasking. This is because you will be involved in theplanning of a training plan, overseeing it, delivering the trainingitself to the employees and finally evaluating if the training hasbeen a success. A training manager is also able to work in multiplecompanies since there is always a need for the employers to developthe careers of their employees by giving them extra skills andknowledge that aids in giving optimum performance in an organization(Human Resources MBA, 2016).

HumanResource Manager

Inevery Human Resource Department, there is a person who oversees itsroles and functions. This person is known as a Human Resource Managerwhereby he/she forms a link between the top management and theemployees. He/she serves as a consultant to executives of a companyand also deal with issues of employees such as recruiting and hiringof employees. The major role they play is ensuring the companyrealizes its human resource’s goals, thereby, enabling smoothadministration and coordination in that organization (Keka HRarticles, 2016). The person must be able to interpret complex andsometimes controversial issues within an organization and be able topresent an achievable solution to both the top management and theemployees.

Howan Organization Develop and Implement A Strategic Human ResourceManagement Plan

AHuman Resource Management Plan is a system or process whereby anorganization comes up with a procedure that focuses on meeting itshuman resource goals. Meeting the objectives of a HRM plan involvesdesigning the plan and after that implementing the plan based on thedesign that fits best (Martin, 2014). It involves the followingphases

Conductingan analysis

Ananalysis is a process of identifying and evaluating what a companywants in terms of its relationship with the employees and meeting itsproductivity or services objectives. This is the first phase wherebyan organization must be able to know what the HR Department should beable to do. It involves knowing what the company’s vision (Martin,2014), mission and objectives are so that the HRM Department can beable to come up with policies that work well with both the topmanagement and the employees.

Identifyingissues or conflicts

Oncean analysis has been conducted, the HRM must be able to identify thechallenges faced which can hinder the realization of the HRM plan.The HRM department must be able to know the conflicts that both existin the company when the analysis is conducted and must also be ableto foresee the challenges which will be encountered once thestrategic HRM plan is implemented. Once all issued have beenidentified, a solution should be drawn in order to tackle thechallenges.

Comingup with the plan

Thisis the final phase of designing which involves drawing up the designwhich will be able to meet its intended objectives. It involves theprocedure of handlingissuesand meeting its objectives in a manner that will addressallissues with proper solutions.

Implementingthe Plan

Thisis the final phase of a Human Resource Management Plan involving theactual realization of what it was meant to do. Once the plan has beendrawn and all issues sorted out, it is then put into action wherebythe policies and procedures are taken into effect (Martin, 2014). TheHRM Plan should be able to cover all issues that may arise once itsimplementation starts.

Conclusion

Careersin Human Resource Management offer some of the best jobsundergraduates are seeking. However, these employment opportunitiescome with some high expectations in the form of qualificationswhereby a person intending to be employed must be able to meet them.According to Susan, M. H. (2016). It is easier to break into a careerin Human Resources if you plan your life, your education and yourwork experience. Strategic Planning requires the input of both themanagers and also the employers such that a company can be able tomeet its objectives and be able to handle internal and externalfactors that affect its overall performance.

References

Admin.(2012, January 20). The Top Ten Highest Paying HR jobs. Retrievedfrom http://www.humaresourcemba.net

HeliosHR. (2015, February 24). HR Practitioner Vs. Consultant-What’s theDifference? Retrieved from http://www.helioshr.com

Martin,M. (2014, June 9). How to Design and Implement an HR Strategy.Retrieved from http://www.cleverism.com

Susan,M. H. (2016, October 17). So, You Think You Want a Career in HumanResources? Retrieved from http://www.thebalance.com

WorkforceDevelopment Malatest. (2014, December 11). Human Resource Strategyand Implementation Plan (PDF file). Retrieved fromhttp://www.investkelowna.com