#1 Knowing What Human Resource Management Is About

“Great Vision Without Great People Is Irrelevant.”

-Jim Collins

                                  What Is HR?

HR is a commonly used acronym for Human Resources, also referred to as Human Resource Management or HRM. It  is an expression of an organizations belief in the importance of employees for an organizations success. As a result, HR's organizational function is to deal with issues related to people such as compensation, hiring, safety, benefits, employee motivation and training.

HRM is also a strategic approach towards managing people, the workplace culture and the organization's environment. Effective HR's  also enable employees to contribute effectively and productively to the ideal direction sought by the company and accomplish the goals and objectives of the organization.

David Ulrich (recognized thought leader in HR) states “HR must give value or give notice”. This is relevant in regards to HR, as it puts aside the obvious job of them helping employees accomplish organizational objectives and addresses how HR also needs to add value, which lies in their ability to use tools that include: HR Metrics, Recruitment and Selection, Organizational Development etc.

For further explanation about HR, check out this video below: 

                        Where Is The Future of HR Headed?

Like many existing careers, job requirements expected of potential workers are constantly changing from what they once were inorder to reflect the demands of today's society. Therefore, job requirements for today's HR's is no exception. As a result, these constant changes explain why the shift of HR Management from traditional personnel, administration, and transactional roles to new roles involving strategic direction, HR metrics (data) and measurements to demonstrate value are taking place.

Visit this Website At:

http://highered.mheducation.com/sites/0073530468/student_view0/chapter1/chapter_quiz.html to answer questions that test your knowledge in Human Resources, like the question below.

According to the concept of "human resource management", human resources:

A) are a natural resource available in abundance.

B) have workable substitutes.

C) are treated as liabilities in the accounts.

D) are not easily replaceable.

E) are a necessary expense

Answer is E

 Question of the Day: Do You Think Getting a Master's Degree Would Be Needed For Your HR Career? 

Please leave any  comments regarding this topic below!!!

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Reference: 

http://www.humanresourcesexplained.com/what-is-hr-2/

http://humanresources.about.com/od/glossaryh/f/hr_management.htm

#2 Getting the Right Education Requirements

“Education is the most powerful weapon which you can use to change the world.” - Nelson Mandela

 HUMAN RESOURCE PEOPLE NEED DEGREES

Over the last few years, there has been an increase in the number of human resource managers because many people are eager to start a career, as it is a fast-growing field with many lucrative opportunities. It is no wonder, career analysts expect the number of HR jobs to increase in the projected future and the median annual income to continue above the national average.

 SO WHAT DOES THIS ALL  MEAN? 

With increased pay, greater demand for HR's and competition in competing for HR jobs, organizational expectations of the potential contributions of an HR professional have increased as well. Meaning the need for the HR leader to possess both experience and a degree has increased, too!

Whether pursuing a managerial position or specialized career in HR, there are some ways in which taking different educational advances can offer you the opportunity needed to land the HR career of your choice. Depending on what stage you're in, regarding your desired HR career.

HERE ARE SOME TIPS ON WHERE TO START!

Tip#1: Enrolling in a school that offers business degrees focused on human resources, whether degree focuses on a specific area in HR or  encompasses a wide range of topics.

Tip#2: Take courses in business, social sciences such as psychology and sociology, and finance.

Tip#3: Get a bachelor’s degree in human resource management, human resource administration, business, or a related field (Today, this is usually a minimum requirement for most companies).

Tip#4: Pursue a Masters degrees in Human Resources, Organization Development, Business Administration (MBA), and other fields. (Note: A Masters degree will eventually be required if you are in competition for the best jobs and interested in some higher level or management positions).

Tip#5: Seek certification in certain HR disciplines. (This mostly applies to large companies where they will sometimes offer workshops and classes that broaden an existing professional's HR skills).

Just keep in mind that HR professionals now consider a Master's degree to be the new Bachelors degree! So by seeking a degree in Human Resources, remember it's a step closer in achieving YOUR BEST HR CAREER!

FUN FACT: Did you know, in 1971, there were only 4,055 human resource managers in Canada and in 1999, the corresponding number was estimated to be over 43,000?

You can also click think link below: For Expert Information On Why HR'S Need A Degree
http://humanresources.about.com/od/humanresourcesstrategic/qt/hr_degree_b6.htm

Test Question: Which of the following is not a core dimension of a job?

                                                    a. skill variety
                                                    b. task identity
                                                    c. task significance
                                                    d. high internal work motivation

Answer is D

 Question of the Day: Do you think accomplishing these  requirements is  reasonable or a college degree is  substantial enough for your HR career? 

Please post your comments and answer to this question below!!

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References: 

http://www.jobsites411.com/human-resources.html
http://www.mheducation.ca/college/partridge/student/olc/1mcp_mc_08.html
http://humanresources.about.com/od/hrbasicsfaq/a/HR_prepare.htm
http://humanresources.about.com/od/hrbasicsfaq/a/HR_jobs.htm

#3 Picking The HR Job That Is Right For YOU!

“Find out what you like doing best and get someone to pay you for doing it.” –Katherine Whitehorn 

Once the tough part of finally deciding you will be entering the career of Human Resources is over, you can finally choose what kind of HR you want to become.
There are many job opportunities available for people wanting a career in Human Resources. Whether you like working with people, are good with technology, interested in finding people suitable for an organization or even concerned with providing a safer work environment for employees.

However, it all comes down to what you see yourself doing and find the most interesting, for instance, like this video clip below.

Although, this is  a humorous video analyzing a different viewpoint of the various HR careers, the career you choose to focus on takes serious time and dedication to master. But in order to make a decision on what HR path you will choose, you must understand what each job entails. As a result, provided below are five different job descriptions that may help you narrow your decision on the road you want to take for                                                                            your future. 

If you enjoyed this video also check out this link: 

https://www.youtube.com/watch?v=9ZLbSk1Te68

Compensation and Benefits Managers 

These HR workers develop, implement and administer a company’s rewards and benefits policies, including salaries, bonuses, pensions, life insurance and sometimes medical insurance packages. 

Training and Development Specialists 

These HR specialists conduct and supervise training and development programs for employees. In general, will work with training managers and employee supervisors to develop performance improvement measures, conduct orientation sessions, and arrange on-the-job training to help employees maintain and improve their job skills. 

Is this the career for you? Find out at http://hrpeople.monster.com/careers/quizzes/7-should-i-be-a-training-manager?retake=1

Employment, Recruitment and Placement Specialists 

Also called recruiters, these specialists recruit and place workers. They may travel to job fairs and college campuses to find promising job applicants. They may also screen, interview and test applicants, and may check references and extend job offers. 

Is this the career for you? Find out at 

http://hrpeople.monster.com/careers/
quizzes/18-should-i-be-a-staffing-
and-recruitment-professional?retake=1

Human Resources Information System (HRIS) Analysts 

Professionals in this area coordinate, communicate and implement changes to the HR information systems. 

Employee Assistance Plan Managers 
Sometimes called employee welfare managers, these HR professionals oversee programs to enhance employee safety and wellness and improve work-life balance. They may manage occupational safety and health standards and practices, health and physical fitness plans, medical examinations, flextime programs, food service and recreational activities, childcare and elder-care programs, and counseling services. 

To find out some of the skills and talents that apply to some of the HR jobs listed visit this website:

http://careers-in-business.com/hrskill.htm

Test Question: The responsibility for planning and coordinating training programs within an organization usually falls to the department managers.

True or False

Answer is False

Question of the Day: Do you Know WHICH JOB IS RIGHT FOR YOU?

Please post your comments and answer to this question below!!!!

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Reference:
http://career-advice.monster.com/job-search/company-industry-research/human-resources-jobs-specialties/article.aspx

#4 Developing Skills Needed to Excel at your HR Job

“A winner is someone who recognizes his God-given talents, works his tail off to develop them into skills, and uses these skills to accomplish his goals.” - Larry Bird

Regardless of what job you choose to excel in, there are many fundamental skills to develop as a benefit in increasing the success of your Human Resources career.

It’s not just about reading case studies and mastering your knowledge on recruiting, providing compensation benefits or even health and safety in the workplace. It’s about developing and mastering skills that you can use on a day to day basis, in whatever sector of human resources, to achieve the desired outcome in whatever task you are trying to accomplish.

Which is why, I have provided basic examples of skills in which you can dedicate time into building for the purpose of developing your HR career.

1. Decisive thinker: able to analyse information quickly and use it to 
make strong decisions.

2. Collaborative: able to work well with a wide range of people.

3. Courage: has the courage and confidence to speak up and challenge others even when met with resistance or unfamiliar 
circumstances.

4. Communication: ability to 
communicate to variety of people at different levels, through both written and 
oral communication.

5. Organization: ability to organize files, strong time management skills, and 
personal efficiency- key to HR effectiveness.

6. Discrete and Ethical: always handle confidential information appropriately, and never disclose to just anyone.

7. Change Management: be able to cope with the constant changes.

If you want to know if your a team player, simply click on this link: http://hrpeople.monster.com/careers/quizzes/120-are-you-a-team-player?retake=1.

You can find other interesting quizzes and information related to HR by simply going to www.hrpeople.monster.com.

Test Question: Which of the following is a written statement of the skills, knowledge, abilities, and other characteristics needed to perform a job effectively?

                                                              a. job design.
                                                              b. job specification.
                                                              c. job analysis.
                                                              d. job description.

Answer is B

P.S Don't hesitate to sign up for there website to get the results to your quizzes. If I can do it, you can too! It's easy!

 Question of the Day: Are you confident in YOUR SKILLS to be successful in your career? 

Please leave your comments and answer to this question below!!

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References: For more information visit the following links
http://hrdailyadvisor.blr.com/2006/07/18/the-9-essential-skills-of-human-resources-management-how-many-do-you-have-2/#sthash.CmS6aVrx.dpuf
https://targetjobs.co.uk/career-sectors/hr-and-recruitment/324027-what-skills-and-competencies-do-you-need-for-a-career-in-hr

#5 Working Towards Employee and Organizational Goals

"There is no more powerful engine driving an organization toward excellence and long-range success than an attractive, worthwhile, achievable vision for the future, widely shared." - Burt Nanus

Understanding the important correlation between employee and organizational goals plays a critical role in Human Resource management creating the desired success of an organization.

When Human Resource management fully understands the goals of the employees the focus becomes on assisting them in achieving their personal objectives. This in turn, leads to the positive contribution by employees to the organization and its goals. But how? Well let me explain. 

When employees feel valued and cared about by their organization through helping them achieve their goals they begin to take pride in working for the company. This pride then leads to them to engage in actions and behaviors that move the organization closer to its goals. For instance, employees working to their best ability resulting in increased productivity for the organization- a goal for many companies.

So how can an organization possibly meet it’s goals if the goals of it’s employees aren't met? The answer is…THEY CAN’T. 

If employee goals are ignored in the system, then employees will most likely engage in behaviors or actions that instead move the organization away from its goals causing the organization to be stagnate and potentially fail. It's like why help a company grow in achieving their goals if they don't care about my personal growth? 

Therefore, the only way of ensuring the success of an organization's collective goals is through HR firstly identifying the goals of what some would say is most important asset of a company- the employees. Think of it as a domino effect, when HR tackles employees goals, employees tackle organization goals and so on.

I guarantee that when present or future HR's begin to see employees not as workers, but as the foundation for an organization and assist them in reaching their goals they too will be one step closer to creating a successful future for themselves, alongside the company. After all, with an HR's educational background and developed skills, regardless of the various job choices, one should be proactive in ensuring both employee and organizational goals are met.

Just remember happy employees equals happy organization! 

Don't believe me then also check out this link below: UPS Merck Employee Pride
                                  https://www.youtube.com/watch?v=NOHaudCvG7Y 

Test Question: The development and application of employees' skills and energies to accomplish the goals and objectives of the organization is called:

                                                      a. human resource management.

                                                      b. human resource planning.

                                                      c. selection.

                                                      d. recruiting.

The answer is: A

 Question of the Day: Do you feel prepared to one day  start your HR career the best way you know how? 

Please post your comments and answer to this question below!!!

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Reference: For more information on employee and organizational goals you can check out the 10th Edition Canadian Human Resource Management Book by Schwind, Das, Wagar, Fassina and Bulmash.

#6 Be Part of A Proactive vs. Reactive HR Management

 “I believe that everyone chooses how to approach life. If you’re proactive, you focus on preparing. If you’re reactive, you end up focusing on repairing.” - John C. Maxwell 

Once you have the skills and competencies to be a SUCCESSFUL HR you can either choose to be part of a proactive or reactive management team.

Of course, I believe being part a Proactive human resource management is ideal as it revolves around decision makers anticipating hr problems and taking strategic action before it impacts the organization. Making me realize, who really wants to be stressing over situations after they occur when it could have been prevented ahead of time?

Reactive human resource management on the other hand, is when there is no change until HR problems arise, forcing decision makers to take action. It’s almost like majority of students, no matter how many weeks in advance you are given an assignment last minute work is always the outcome. 

However, the only time that reactive decisions are used, is during  times, when it is often quite late to remedy the situation. For instance, when customers come up with complaints, or employees complain about their working conditions.

Now Let’s Compare with a Scenario: You Decide Which Is Better?

A hotel employee gets news that more people from a particular country want to travel with their pets.

1. The hotel takes no action, until repeated requests from guests to provide accommodation to their pets. 
-Reactive 

2. The hotel reserves certain rooms for such guests, and advertises this service even before the guests arrive. Moreover, their feedback is taken to make further 
improvements. -Proactive 

Overall Advantages and Disadvantages of Both Managements

PROACTIVE MANAGEMENT

Advantages

• Increased competitive advantage

• Improved productivity, efficiency, and quality of the final product

• Employees feel that their opinion matters, leading to job satisfaction

• High level of customer satisfaction

Disadvantages

• Planning a project in advance requires more time

• Every single problem cannot be avoided in advance

REACTIVE MANAGEMENT

Advantages

• Cheaper and cost effective

• Management team executes good problem-solving skills

Disadvantages

• Danger signs are ignorde  and allow serious problems to develop

• Creates stressful working conditions

• Valuable time is lost in analyzing a problem rather than preventing it in advance

• Missed opportunities if management only improves itself as situations demand

Check out this other great video for a clear visual of being proactive:

    https://www.youtube.com/watch?v=Q2CXHT6G0UU

In the end, given the advantages of a proactive management versus the advantages of a reactive management, it is no wonder the proactive way is the best approach for most successful businesses. Especially, since it allows them to be flexible, adaptable and focused on continually improving their customer service, productivity, efficiency and workplace environments.

My advice to you, is in order to be the best HR you need to prepare to be the best and the only way to do that is by being part of a Proactive Management Team.

Test Question: Human resource planning techniques include the use of some or all of the following:

                                                   a. human resource inventories.

                                                   b. action plans.

                                                   c. control and evaluation.

                                                   d. all of the above.

Answer is D

Question of the Day: When will you stop waiting for things to happen and start making it happen?

Please leave your comments and answer to this question below!!

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References: Read More At
http://www.buzzle.com/articles/understanding-proactive-and-reactive-management-styles.html
http://smallbusiness.chron.com/reactive-vs-proactive-human-resource-management-18595.html
http://smallbusiness.chron.com/similarities-differences-proactive-reactive-hr-14395.html