MGMT 315 Survey of Human Resource Management October 8, 2011

Running Head: SURVEY OF HRM 2 Abstract In this paper there will be several topics that will be discussed. This is to inform college students about the Human Resource Profession. Discussion about how HR professional partner with leadership, the specialty areas provided by HR professions, and the difference between and HR Specialist and an HR Generalist will be given.

Running Head: SURVEY OF HRM 3 Human Resource Management has changed dramatically over the past 20 years. HR was known as being the department for submitting application on to the hiring managers. The HR department, to some, was known as the personnel department (M.U.S.E). HR management has since become the department that looks to the future for where a company wishes to go (M.U.S.E.). Human Resources no longer forwards applications to the hiring managers, because now, they are handle by HR. This department has grown tremendously. HR now chooses who they feel is the right candidate to fill a position through the recruiting department. Once they find out what positions need to be filled, they gain the information they need from that departments manager to determine the skills needed to ill this position. Unlike before, the human resource department is responsible for employee benefits and payroll processes. Employee training and development is also a part of the added duties that this department handles. By doing in house training and continual training and development, better prepares new employees or current employees with continuous updates and prepare them for advancement with the future (i.e. promotion). Some employees are even hired on to train for positions that are forth and coming. This goes to show how the department plans for the future. HR professionals act as a strategic partner to senior leadership in many different ways, especially adding value to an organization. Senior leadership will have a strategic plan in place and knows what type of jobs need to be filled in order to meet the organizations goal. Senior leadership looks up to HR professionals to find talented, yet competent recruits, to join their organization to perform the duties that will lead to the success of the organizations goal. Before senior leadership can be exposed to the opportunities presented to them by HR, the usually perform a SWOT analysis (M.U.S.E). This analysis is used to determine the organizations strengths,

Running Head: SURVEY OF HRM 4 weaknesses, opportunities and threats (M.U.S.E). This analysis is used to determine the organizations internal strengths and weakness, which in turn, allows them to be matched with external opportunity and threats (M.U.S.E). Senior leadership reaches out to human resources to increase their internal productivity, which is a profitable organizational choice. If senior leadership feels that in order for them to produce a new product and it is currently short on the staff and management to be successful in the success producing the new product, they partner with HR professionals. They could reach out to internal or external HR professionals. If they only needed staff on a temporary basis, they may reach out to a Staffing firm would match the need of the organization and find an employee for the temporary basis. One staffing agency that is well known and is used for both temporary and permanent placement of employment is Robert Half Accounting and Finance. Senior leadership may also reach out to HR if they experience a change within their organization, i.e. someone relocating, going on maternity leave, or retiring. HRs goal is to provide effective delivery to an organization. HR can also provide the training and development to new employees that are brought into the organization to insure that they are knowledgeable of the organization and the tasks they will be performing. This saves senior leading time and money because they dont have pull anyone from their current duties away which could potentially be a setback in moving forward in productivity. HR professionals are able to have better employee retention by providing employees with the resources they need to be successful in their career. If employees feel they can trust their HR professional and confide in them when they have a problem, and the situation is resolved without causing problems within the organization, they feel that they are valued. If an employer has a low turnover rate, it insures that they have the right people working with and for them. Organizations

Running Head: SURVEY OF HRM 5 that have high turnover rates arent always very successful. High turnover could come from noncompetitive wages and benefits or merely being treated unappreciated within an organization. HR and leadership can provide employee recognition to show their employees that they are appreciated. That makes employees feel good. I know for me it would. Employee recognition could be done by announcing employees of the month or simply giving a gift card for a lunch. A successful company will do what it takes to keep good employees. This saves them the time and money. They wouldnt have to continually re-recruit, re-train, etc. You should know that the difference between an HR specialist and an HR generalist. An HR specialist is someone who specializing in the human resources area. They probably majored in the field of HR. A specialist usually works directly as an HR professional who conducts recruitment or handles employee relations. An HR generalist has general knowledge in the area of human resources and all the different areas within it (i.e. training, recruitment, etc.) but work under a different job title. I recommend college students that are interested in pursuing their degree in Human Resource Management to do research on this career field and determine whether or not they match the attributes needed to be in this profession. If the person is not a people person or does not have a desire to help others, obviously HRM is not the right career choice. They could read about this career path on the BLS.gov website to get an idea of the qualifications that are needed to become an HR professional, along with the average pay scale. I also recommend them reading the Society for Human Resource Management website to find out the discipline needed as well as information on the professional organizations and certifications that are available for human resource professions.

Running Head: SURVEY OF HRM 6 References: M.U.S.E, nd. AIU online course material.