Human Resources Management Overview

Human Resources Management — Overview

Human Resources Management is a dynamic career field that has evolved from a more behind-the-scenes position to working with company executives on strategic planning for maximizing employee performance, satisfaction and retention. This includes areas such as:

1. Attracting the most qualified candidates
2. Matching employees to jobs that best utilize their strengths
3. Designing and maintaining employee compensation and benefits packages
4. Creating/adhering to grievance procedures
5. Insuring applicable labor laws are implemented properly

There are many different areas included in the realm of human resources, including staff training and development, labor relations, employee compensation and benefits, and recruiting. In smaller companies, a Human Resources Generalist or Human Resources Manager may be responsible for handling all or most of the HR functions within the company. In larger companies, departments of specialists handle each individual area and are managed by a department manager who reports to the Director of Human Resources.

• Employment, Recruitment and Placement – Professionals in this occupation are responsible for following federal regulations and internal policies when employees are recruited/hired and terminated. If the company has a very active recruitment initiative, a recruiter will travel often and maintain contacts with organizations that have desirable employees available for work (such as high schools, colleges, and workforce development centers).
• Compensation, Benefits and Job Analysis – Specialists in this area of human resources may be in charge of determining the pay scale of occupations within the company, job descriptions, and/or the company’s benefits packages offered to employees. Workers in this group may also take an employee assistance role, offering advice and counseling to employees facing difficult personal or professional situations. As health care costs escalate, benefits specialists are often asked to shop different insurance companies in order to provide the best rate and package to employees. They may also be asked to find other benefits (such as additional retirement savings plans, tuition reimbursement or wellness programs) that can be added to the package to help attract top talent and keep employees satisfied while paying the higher health care costs.
• Training and Staff Development – In order to maintain an efficient workforce, an organization must commit to training newly hired employees and developing staff. Most workers wish to become more efficient and effective in their current occupation and grow into upper-level positions, so staff training helps to build employee morale and loyalty as well as position a company for growth and profitability. The duties of a trainer can vary greatly depending on the organization; some trainers may need to develop online training programs and assessments/evaluations, some may teach classroom-style sessions, and others might simulate a typical day running a factory machine.
• Employee Relations – This specialist oversees industrial labor relations, union contract negotiations, and grievance procedures. Labor relations specialists must be very knowledgeable of federal labor laws and in-house labor relations policies. In addition, they may play the role of mediator or arbitrator during labor relations disputes.

Human Resources Management — Is it for you?

A career in human resources management requires effective written and verbal communication skills and the ability to work with people in a variety of capacities. HR professionals must be able think clearly and unbiased when handling or mediating conflicts and disputes, as well as learn and comply with federal and state laws regarding employee relations.

Depending on the specific occupation, human resources professionals may need analytical, research, documentation, and/or teaching skills in order to perform their job duties. All occupations require proficiencies in standard business software programs.