AB

Hassan 6

Tala Hassan

Professor Lisa Williams

ENGL-1020-084

April-21-2021

Human Resource Management Comment by Microsoft Office User: No bold

The question on career choice is fundamental as it determines what the person will be doing in the next ten years and more and what they would not be doing. For me, as a person interested in a career that deals with helping people, offering growth opportunities, working in a diverse environment, and working on flexible hours would consider taking a career under Human Resource Management. Comment by Microsoft Office User: Join these two paragraph to create a stronger intro, Tala

The field works in various jobs and functions from information systems, employee assistance, hiring and placement, recruitment, training, compensation, and employee development. All the fields develop a different knowledge base, and I will do my best to be a specialist in more than one of them, such as hiring and placement, and recruitment. To reach that point, I have to do my best in studying to achieve the highest GPA that I can in college because this will let me have a good job opportunity in the future.

Before entering college, I didn't know what major I should enter, but after looking at all of the undergraduate student majors, the one that attracted me was the HR management major; after that, I started doing some research about it to understand what is it. These researches made me more interested in this major career. Comment by Microsoft Office User: This paragraph should tell the story of how you became interested in the field. I suggest looking again at the E3 examples that you read for DB 20. Comment by Microsoft Office User: So perhaps you need to consider combining these paragraphs to form one strong paragraph about your relationship with the field?

The researches let me recognize the flexibility in the work, including telecommuting and working with project teams outside the office. The world is also shifting to working remotely, including training and development of staff before onboarding and the current employees. It is easier to say work stress with flexibility is minimal, making job satisfaction higher (David et al.)

And what also made me more interested in this field as a person who likes creating change. Working in a human resource department would be a more significant opportunity in exploring my competencies in creating a sustainable work environment for all employees and developing an organizational culture that would reflect the needs of the organization and its employees. Working in human resource management is one of the professions of choice where one with ambitions in creating change can be happy working (Sylwia et al.)

The human resource department offers many advantages and diversities in work. One advantage of being in the human resource department is growth both for the human resource department and others in the organization because they deal with all profiles for employees, meaning growth and career development are paramount. Remuneration is higher in the department, which comes along with respect from other departments too. The department in the organization has authority over financial records for both the employee and the employees, which helps table the profits made and accountability for everything, including human resources. The other advantage is on management experience that one gets when working in human resource management when delegating all the duties pertained in daily operations exposing one to ethical dilemmas and management knowledge and competencies. The most significant advantage above all is the development of strategic thinking, which means overseeing all strategic goals and competencies, making it possible for one to develop corporate thinking (Sampras).

The HR department also has a lot of challenges working in it. The HR manager has to keep safe relations with the employees to maintain and uphold corporate decisions, making it challenging. Other employees may never understand why some actions need to be taken; thus, a distance is required no matter how good human relations are. As much as it has excellent satisfaction, the job comes with competition and the pressure to perform, which might not be visible to the organization. The challenge with recognition is wonderful in the work environment because the employee expects that the managers can see their work efforts.

In contrast, human resource managers may never get recognition as everyone assumes that they are doing their job. The other challenge that comes in with getting the job is the experience needed. Understandably, someone would consider someone more experienced to run their organization which means before one makes it to the higher levels, they have to develop a different experience. Conflict of opinion is shared among employers and employees, and the HR manager is the link between the two groups. Most of the time, all legal liabilities for the organization reflect the human resource manager; hence, it comes with extra obligations to the company and the employees (Sampras).

The most controversial issues in the field come with the pressure to be outstanding and pressure to perform. The company, for instance, needs high-quality talent. How does the manager get the talent who are jobless and ready for the job? The development of the best environment to attract the desired skillset might include a higher salary, flexible working conditions, autonomy, job titles, and new employees' expectations. The HR department also has to retain the existing talents in the organization, which offers satisfaction and reduction of burnout in work. The cost invested in training and the decision which needs to be made require critical examination. However, investing in one's workforce majorly leads to a productive and loyal workforce. The recognition and development of next-generation leaders are bestowed under the department's wings alongside the other activities to keep the organization moving towards its strategic goal (Friedman).

In the current existing times within the COVID-19 pandemic, securing an interview with one of the human resource managers to interview them personally was challenging. But I got the ability to interview the Nike chief Monique Matheson remotely by Zoom. Comment by Microsoft Office User: Join these short paragraphs to make one strong paragraph. Try to keep your paragraphs approximately the same size; doing so will enhance organization, balance, and flow. Comment by Microsoft Office User: Include your interview citation on your WC page. The example is on your Interview assignment sheet, in your textbook, and on OWL at Purdue.

The information collected in this interview process is essential, primarily to ensure that there is CSR promotion. As a leader, it is necessary to involve the organization members to ensure that there is the promotion of successful implementation of CSR's critical essential activities. It is crucial to have laid down policies and materials and focus on the areas that are likely to be significantly affected concerning CRS.

I also learned that encouraging adherence is very important in ensuring that the organization follows the requirement concerning protecting the environment and supporting the individuals within and outside the organization by boosting their well-being. As a future, it would be essential to use the available organizational resources in designing the materials as well as the products to help in supporting the adherence to the CSR demands

Career choice in human resource management is one of the most satisfying job choices that one can take. It engages all aspects of leadership and management and positively affects every person in the organization. However, the career choice comes with significant challenges such as competition to perform and low recognition from everyone and having legal knowledge. Thus, it is essential to utilize different organizational competencies and skill sets in countering controversial issues such as talent maintaining and development of desired expertise.

Work cited

David G. Collings, et al. Human Resource Management: A Critical Approach. Vol. Second edition, Routledge, 2019. EBSCOhost, search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=1875642&site=eds-live.

Eyupoglu Serife Z., and Tashtoush Laith. "The Relationship between Human Resource Management Practices and Organizational Citizenship Behavior: Original Research." South African Journal of Business Management, vol. 51, no. 1, Jan. 2020, pp. 1–11. EBSCOhost, doi:10.4102/sajbm. v51i1.1726.

Friedman, Eric. "Council Post: Top Five Issues Facing Human Resources In 2020." Forbes, Forbes Magazine, 6 Apr. 2020, www.forbes.com/sites/forbeshumanresourcescouncil/2020/04/06/top-five-issues-facing-human-resources-in-2020/?sh=11ebd66748d5.

Joshbersin. "Responding To COVID-19. Ten Lessons from The World's HR Leaders." JOSH BERSIN, 1 Apr. 2020, joshbersin.com/2020/04/responding-to-covid-19-ten-lessons-from-the-worlds-hr-leaders/. Comment by Microsoft Office User: If you have a source on your WC page, then it needs to be cited in your essay.

Lussier, Robert N., and John R. Hendon. Fundamentals of Human Resource Management: Functions, Applications, Skill Development. Sage, 2017. EBSCOhost, search.ebscohost.com/login.aspx?direct=true&db=cat06041a&AN=nova.b3851660&site=eds-live.

Sampras, Aline. "The Pros and Cons of Being a Human Resources Manager." HRM Exam, 8 Aug. 2019, www.hrmexam.com/2019/08/08/the-pros-and-cons-of-being-an-human-resources-manager/.

Sylwia Przytuła, et al. “Re-Vision of Future Trends in Human Resource Management (HRM) after COVID-19.” Journal of Intercultural Management, vol. 12, no. 4, Jan. 2020, pp. 70–90. EBSCOhost, doi:10.2478/join-2020-0052. Comment by Microsoft Office User: You are on the right track, Tala! E3 RD Grade: 20/25