The global business landscape is always evolving. With new technologies and trends determining directions and financial uncertainty as a constant, there are no guarantees that an organization will stay viable over the years. While a company’s greatest asset will always be its staff of employees, an individual or team designated to manage personnel has never been more important. This need in business has given rise to the highly developed field of human resources. As the U.S. Department of Labor’s Bureau of Labor Statistics reports, “employment of human resources managers is projected to grow 9 percent from 2016 to 2026, about as fast the average for all occupations. As new companies form and organizations expand their operations, they will need human resources managers to oversee and administer their programs and to ensure that firms adhere to changing and complex employment laws. Strong competition can be expected for most positions.” HR managers will typically have a solid experience background in business, perhaps working as a human resources specialist. They may also have an undergraduate degree in business, finance, or human resources. Some of the most accomplished and well-compensated HR managers will have completed a online MBA in Human Resource Management.
One of the greatest intrinsic motivators one can have for pursuing a career as an HR manager is the desire to see people flourish in their roles within the organization. The best in the business will also be successful at working with executive leadership, in order to help them reach goals they have set for the organization. As Susan M. Heathfield writes, “HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or the recruiting manager. Human Resources staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully.” If this sounds like a vital, and possibly overwhelming task, it is because the scope of influence HR has become responsible for continues to grow in many companies, even as some of the resources and compensation for HR staff has decreased.
The Bureau of National Affairs HR Department Benchmarks and Analysis 2015 report states the “median per capita budgeted expenditure for HR departments in 2015 was $1,375, a decrease of six percent from the $1,465 expenditure per worker in 2014.” Besides budgetary cuts, another trend in HR is outsourcing for some if its duties in hopes of utilizing expertise of professionals outside the organization and benefiting from contract labor as opposed to internal, salaried employees. With that, “HR departments are continuing a past decade trend of taking on more and more responsibilities. The percentage of HR departments taking on additional new responsibilities has more than doubled the past 10 years.”
Signs like these can easily point to some very difficult obstacles that human resource managers must be aware of, and perhaps work to overcome within their organizations. With added responsibilities often come added expectations for a department to continue to be successful in difficult times.
Issues like these, and many more, are obvious reasons why it is important to seek proper training in human resources. Organizations will most-likely continue to ask much of their HR departments. It is often the HR manager’s responsibility to be aware of the organization’s needs and expectations, plan well in the areas of time management, and be able to communicate effectively on all levels. HR management stands to be a challenging, yet rewarding career.