So You Want to Become a
Human Resource Manager
Thesis: This report will offer insights into the challenging field of a Human Resource Manager.
C. Statistics of Job Openings
D. Thesis and Purpose
E. Source and Scope of Research
II. Career Analysis
A. Nature of the Work
1. Occupational Specialists
2. Duties and Responsibilities
3. Working Conditions
B. Employment Requirements
a. Bachelor’s degree
b. Master’s degree
c. Professional certifications
2. Personal Skills
a. People skills
b. Organizational skills
c. ...view middle of the document...
00 Human Resource Managers”.)
Management of corporation personnel is necessary in any type of industry, whether it is technical, business, or manufacturing, that company will always have a human resource professional. With the ever-changing economy, graduates seeking employment should consider a
career in this field. According to the Occupational Outlook Handbook, job openings are “expected to grow 13 percent from 2010-2020” which is the average rate for most occupations as shown in Figure 1 (United States). Legislation is constantly changing rules and regulations affecting the work environment, which will increase the demand for more human resource managers
Figure 1: Growth for Human Resource Manager
Source: United States. Department of Labor. Bureau of Labor Statistics. “Human Resources Managers.” Occupational Outlook Handbook, 2012-13 Edition. Web. 5 October 2012.
This report analyzes information gathered from journals, a personal interview, Chronicle Guidance Publications, and the Occupational Outlook Handbook to help examine the field of a human resource manager and to determine if this is a career undergraduates should consider. The following research will help answer questions about becoming a human resource manager by analyzing the nature of the work, employment requirements, employment opportunities, salary and benefits, and career advantages and challenges.
NATURE OF THE WORK
The main function of human resource managers is to suggest ways in which companies and organizations can maximize a profit by answering questions, handling work related problems, and communications between upper management and employees. The nature of the work as stated in the Occupational Outlook Handbook states that the human resource (HR) department has many different professionals dealing with several levels; these representatives carry different titles, and some of these titles include Labor Relations Managers, Payroll Managers, and Recruiting Managers (United States).
The human resource specialists’ duties are clearly different and in some cases, their responsibilities do overlap. In very large corporations, Human Resource Directors have human resource departments falling under their supervision. Experienced managers head these departments and each manager is specialized in one of the following duties: employment, benefits, training, and relations between employer and employee (“Careers in Human Resource Management”).
In small companies, Human Resource Generalists will handle all the duties of the human resource department and requires a wide range of knowledge depending on the organization’s needs. These generalists may be expected to recruit new employees, coordinate retraining efforts, and manage benefit programs. They may also have to take care of local and federal policies, implement business rules that are ethical, and maintain the cost and revenue in a way that maximizes profit...