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The competition amongst job applicants is intense, as the organizations want to select a candidate that has the best skills and knowledge, which can offer effective growth to the organization. All the fields are facing intense competition. I have decided to build my career in Human Resource and the competition in this field is fierce. Though there are various job vacancies that are provided in this profession, with the increasing skills standard, along with the intense competition in the market, the pressure on new graduates like us, is becoming massive with each passing day. In this assignment, I will explore some of the future trends and skills, which I need to possess as a human resource employee, as the organization will judge me largely on these future trends and skills. In addition to this, this report will also provide a deep analysis of the different requirements that the organizations of today, seek in its potential employees.
The human resource field is witnessing changes that will slowly and gradually transform this profession completely. Some of the current trends that will change the human resource profession in the future are –
With the increasing use of technology in the human resource field, there has been a humongous increase in the job application. Due to the increasing number of applicants, the recruiters are being offered with candidates that are extremely talented and this talent acquisition trend, due to the advancement in the field of technology has changed the recruitment and selection process (Bamber, Bartram and Stanton, 2017).
For improving the human resource activities and operations, machine learning and artificial intelligence are largely being used by an organization. Through this technological trend, employees will be offered better job satisfaction (De Oliveira, 2016). In addition to this, it will also help in grievance management, which will help in managing the operations in a better way.
With the increasing globalization and also, the growing platform of social media, the world is more connected. It is due to this reason that the organizations are able to connect with a huge number of candidates through different social media. In addition to this, through social media, organizations are able to attract employees from different geographical regions and cultures (Guest, 2017). With the increasing need for organizations to adapt to the globalization changes, the human resource profession will change more with the passing time.
Some of the common skills that an organization seeks in their potential human resource employees are communication skills, administrative skills, organizational skills, decision-making skills, proactivity, training and development skills, and many other basic skills. But the selection process of organizations has upgraded as they seek for various additional skills in its potential employee (Kowalski and Loretto, 2017). Some of the additional skills that all the future human resource employees should possess are –
To build a strong profession in human resources, an individual needs to possess expertise in analytical skills. This skill is hugely in demand, especially in the last five years, due to the increasing demand for analytical and data-driven working environment (Long, 2013). The human resource generalists need to possess this skill, as it helps in making better decisions, which are made on the basis of information. In addition to this, due to this skill, the risk level in the decisions also reduces. This skill in the human resource profession is also popularly known as evidence-based human resource (Milligan, 2018).
With the advancement in the field of technology, every profession is dominated by it. Though this domination was very less in the human resource profession, in the last few years, by the claims of prominent researchers, to make the human resource field more digital and analytical, the use of technology in the human resource profession is growing rapidly (Okoye and Ezejiofor, 2013). One of the most important knowledge, which organizations seek and will continue to seek in its potential employees is knowledge of Human Resource Information Systems (HRIS). The human resource management of an organization runs on the HRIS, therefore, having appropriate knowledge about this technological system is paramount. The majority of information associated with hiring, training, payroll, benefits, employee development, job performance, and rewards, are all registered in the human resource information system, hence governing the entire work.
With the emergence of analytical skills, the need for human resource reporting skills has equally increased. The reporting skills involve creating, analyzing, reading, and interpreting different human resource reports, according to the data that is provided by HRIS (Parry and Battista, 2019).
It is due to reporting skills that the advising skills of the human resource generalist can be improved. Therefore, as a future human resource employee, one should possess reporting skills, as they will help the organization’s managers in attaining better advice as it will be evidence-driven, which will further help in formulating better policies and strategies (Rao, 2019).
With the increasing globalization, it has become paramount for all future employees to possess strong language skills (Smith, 2013). For a human resource employee, who’s main work involves management of the workforce, therefore, having strong language skills in the increasing trend of globalization is extremely crucial.
In addition to language skills, cultural awareness is also crucial in future human resource employees. Due to cultural awareness, the individual will properly understand cultural sensitivities and various cultural restrictions one needs to utilize will dealing with colleagues or clients from different cultures (van Muiswinkel, 2013).
For all the future human resource employees, one personal skill or trait that is paramount is proactivity. The human resource professional is a connector between the employees and the employer. Therefore, identifying any issues or problem prior to the crisis situation is a skill which is required in all future human resource individuals. For this identification, proactivity skills are needed (Tacho and Singh, 2018).
One of the most prominent human resource influencers that provides me with an immense source of inspiration is Felecia Fields of Ford Company. Her professional journey has been extraordinary, which personally has been very inspiring for me.
The job that I have selected is at the organization Sophia Webster of a human resource assistant. It is a part-time job that requires me to fulfill many responsibilities. I have selected this job because as I will be stepping into the practical world for the first time, I want to work with an organization that will offer me the opportunity to utilize both practical and theoretical knowledge. The job requirement clearly states that they are looking for a candidate that exhibits great knowledge and utilizes it practically in conducting their work. The other aspect that increased my interest in this job is that it is a part-time job and as I want to study further, this job will offer the facility of achieving more education in this field, along with a solid experience that will help me in building a strong future.
I plan to become an influential human resource officer and as a beginner, I believe it will be a good stepping stone in my life to step into the world of human resource management. Also, the key responsibilities exhibited in this job requires me to perform multiple tasks, which will help in improving my skills, in building relationship with internal and external stakeholders, planning new strategies that will help in monitoring the different human resource processes in a better way. Above all, this job will offer me the experience of working with different individuals at various organization levels, which will also provide me with the facility to perform different kinds of tasks, from the low level to the top level.
In my opinion, for starting my career in the human resource profession, I need to hold experience in different sub-departments of human resource management, as this job will facilitate me with it. In the current market, the role of human resource assistant has evolved massively, which has developed better future opportunities for individuals who are new to this field. It is due to this aspect that I plan to apply for this job, as the different requirements stated in this job description also highlight this fact. My role will be involve multi-tasking, which will be great for my future.
It is due to these various reasons that helped me in identifying different opportunities for job satisfaction, which this job can offer me. Also, as this is a part-time job, I will be able to continue my studies for a better future.
With this, it can be concluded that to build a strong future in the human resource profession, an individual will require to build strong knowledge about different new approaches and techniques, along with learning new skills that will be needed in conducting the different organizational work in a more systematic manner. Therefore, for developing a strong professional future, the new graduates will have to continuously improve their skills, along with gaining knowledge about new theories and techniques.
Bamber, G., Bartram, T., and Stanton, P. (2017). HRM and workplace innovations: formulating research questions. Personnel Review, 46(7), pp.1216-1227.
De Oliveira, J. (2016). The Importance of Information Technology as a Strategic Resource for Hospital Management Process and the Management Skills Required for Managers. International Journal of Business and Social Research, 6(4), p.34.
Guest, D. (2017). Human resource management and employee well-being: towards a new analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Kowalski, T. and Loretto, W. (2017). Well-being and HRM in the changing workplace. The International Journal of Human Resource Management, 28(16), pp.2229-2255.
Long, C. (2013). Success factors of the human resource profession in Malaysia: A quantitative study. New Horizons in Adult Education and Human Resource Development, 25(2), pp.49-61.
Milligan, S. (2018). HR 2025: 7 Critical Strategies to Prepare for the Future of HR. [online] SHRM. Available at: https://www.shrm.org/hr-today/news/hr-magazine/1118/pages/7-critical-strategies-to-prepare-for-the-future-of-hr.aspx [Accessed 16 Sep. 2019].
Okoye, P. and Ezejiofor, R. (2013). The Effect of Human Resources Development on Organizational Productivity. International Journal of Academic Research in Business and Social Sciences, 3(10), pp.250-266.
Parry, E. and Battista, V. (2019). The impact of emerging technologies on work: a review of the evidence and implications for the human resource function. Emerald Open Research, 1(1), p.5.
Rao, P. (2019). The future is now: The changing role of HR. [online] The Economic Times. Available at: https://economictimes.indiatimes.com/small-biz/hr-leadership/leadership/the-future-is-now-the-changing-role-of-hr/articleshow/68229542.cms?from=mdr [Accessed 16 Sep. 2019].
Smith, D. (2013). Adult continuing education and human resource development: Present competitors, potential partners. New Horizons in Adult Education and Human Resource Development, 25(4), pp.29-36.
Tacho, N. and Singh, A. (2018). The Impact of Training on Employee Performance and Its Effect an Organization. Journal of Advances and Scholarly Researches in Allied Education, 15(4), pp.180-184.
van Muiswinkel, W. (2013). Compilation of Good Practices in Statistical Offices. [online] Unece.org. Available at: https://www.unece.org/fileadmin/DAM/stats/publications/HRMT_w_cover_resized.pdf [Accessed 16 Sep. 2019].
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