Term Paper on "Career Plan"

Term Paper 5 pages (1454 words) Sources: 3 Style: APA

[EXCERPT] . . . .

HR professional observed: "in marketing and merchandising" and many other areas of corporate life, you are dealing with product but in "human resources you were dealing with the human potential" (Esdaille, 2004). Helping others reach their maximum potential is my personal goal in life, and my specific career objective is to work in human resources after completing my MBA.

How will you measure your objectives?

Graduating with my degree, and then finding my place within an HR department at a company I respect will mean I have met my first measurable career objective on a personal level. Afterwards, the success of my employee placements and the quality of my work as judged by my supervisors will create the next benchmarks for my achievements in my career.

How will your plan affect your work/life balance?

According to the U.S. Department of Labor: "Human resources work usually takes place in clean, pleasant and comfortable office settings. Many human resources, training, and labor relations managers and specialists work a standard 35- to 40-hour week," which would seem to be ideal for striking an effective work-life balance, and give me time to balance hobbies, family time, and the downtime needed for health and personal enjoyment (Human Resources, Training, and Labor Relations Managers and Specialists," 2007, Occupational Outlook Handbook). Also, because HR work exposes a person to so many different types of people, social fulfillment is provided by the nature of the job. HR recruiters may need to travel to colleges and job fairs to recruit and conduct preliminary interviews of prospective employees, but this level of travel would be enjoyable and personally enriching rather than a burden.

What trends in the workplace, economy, and marketplace do you need to be aware of that could influence your plan?

The scope, impact, and demands of a career in this field have evolved dramatically since the 1970s...today's top human resources professionals serve as equal partners in the executive suite and are expected to optimally leverage human capital through economic booms and busts" (Esdaille 2004:1). Even when the economy is faltering "human resources graduates are still in demand" (Esdaille 2004:1). "Human resources, training, and labor relations managers and specialists were employed in virtually every industry" in 2007 (Human Resources, Training, and Labor Relations Managers and Specialists," 2007, Occupational Outlook Handbook).

The greater diversity of the workforce, coupled with the need to ethically and legally recruit persons of underrepresented backgrounds means highly educated HR professionals are more needed than ever to provide their insight in striking a balance between the needs of the company, the law, and the need for a company to mirror the face of contemporary society. Also, HR's mediating function is more often required to facilitate conflicts between workers and create a harmonious atmosphere in the workplace that is compliant with federal Equal Employment Opportunity Commission (EEOC) guidelines.

Finally, the job market today is more volatile, and people change jobs more than ever, which means that HR professionals are more in demand for recruiting employees. Health insurance and pensions are a premium attraction for employees in today's unstable economy and creating appropriate benefits package is necessary to attract the best employees to the workplace. Workers must feel as if they are appreciated by the company, receive development education, and be encouraged to personally and professionally explore a variety of options in a way that makes them feel 'needed' by the company. "Forty percent of U.S. workers plan to leave their current job within the next five years, according to a survey of 508 full-time workers conducted by Accenture. The primary reason the respondents said would make them stay was more money (71%), followed by opportunities for advancement (58%) and a different boss or management team (30%) Twenty-seven percent said they would stay if they received better or more training, but more than half (51%) of all respondents said that their employers are not providing training to expand their skills (Robinson 2004:1). Reducing employee attrition is an HR goal, and trying to address the psychological needs of individuals again makes HR more vital to organizations than ever before.

Examine the critical skills and competencies required to achieve success.

Human resource professionals have been traditionally responsible for attracting the most qualified employees and matching them to the jobs for which they are best suited within an organization. This requires an astute analysis of… READ MORE

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