HR Specialists: 5 Careers in Human Resource Management

Human Resource or Human Capital Management, being a vital department in any organization, has a wide variety of responsibilities and functions. It is a fast-growing and evolving field associated with employee and all-round workplace well being. Apart from this general role, HR management has several specializations based on different vital functions. Below are some of the key HR specialists:

human resource management HR specialist HRM

Talent Acquisition and Recruitment

These have dynamic responsibilities of seeking out and placing ideal candidates for the respective jobs. They may have to travel throughout a region to job fairs, school and college campuses, and other recruitment events to find new and promising job applicants for their organization. Screening and interviewing the candidates and making recommendations to the department are also part of their job. These specialists should be well-versed in the company's policies, practices, positions, and history to make a good representation. Exceptional communication and listening skills are essential as a specialist. Apart from this, maintaining ethical hiring practices according to the regulatory environment are also some of their primary functions.

Training and Development Specialists

These specialists conduct practical training and development programs for employees. Their primary job is to train newly hired employees. Further, they are also required to work with employee supervisors to develop performance improvement strategies for the professional development of longtime employees.  Conducting orientation sessions, conferences, other on-job educational training programs are necessary measures taken up by these specialists to maximize productivity and job skills. Such activities also help to minimize mistakes and risks that could cost the company in any way. For these functions, the specialists need proper knowledge of the company's operational and professional needs. Being well versed with training methodologies is also necessary. Other responsibilities include providing feedback to employees and managers and training the employees with the latest technologies in the concerned field.

Compensation and Benefit Managers

These HR workers need to make decisions on appropriate compensations for the employees based on role, performance, and legal requirements. It is a different job where they have to develop, implement, and administer salaries and benefits such as bonuses, pensions, and insurances. Responsibilities such as crafting benefit packages, calculating wage increments, negotiating insurance rates, and raises are under this specific HR area. To conduct such functions, these specialists must have a working knowledge of the company's financial history, statistics related to a particular position in that company, market/industry standards of compensation, and the company's current budget. Their decisions ought to be based on experience, seniority, and legal company policies.

Organizational Leadership

Maintaining labor relations and group synergy is an essential function of these specialists. Workshops and events to maintain professional connections and develop practical and effective leadership techniques help keep a peaceful office environment for optimal productivity by the employees.         Coordinating with unions, mediating disagreements, and disputes among employees, considering workplace abuses and employment rights, are their core responsibilities. Such differences may be between employees, or among employees and employers, which should be looked after by specialists. They need to act as a good mediator for employee welfare and become the voice of the organization or the employees, however necessary.

Employee Safety and Wellness Managers

Considering safety and health concerns are the key responsibilities of these work-life managers. They are in charge of employee safety and wellness and supervise all programs associated with these functions. Updating safety measures with changes in laws related to such industries, maintaining the required health standards and practices, having described and updated discussions about safety issues with unions, and relevant government departments are some other functions that they need to perform. Regular medical examinations, child and elder care programs or facilities, food and recreational services, physical fitness plans, and facilities are a few areas that they need to work on.

Each of these Human Resource specializations requires varying skills and personalities with area-specific expertise for full management capabilities.

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