A career in management is often at the top of every business student’s wish-list and I am no exception in that regard. Management is a prestigious aspect of one’s career and many often hope they will ascend to the top of the organization where upper management resides. However, this is no easy feat. It often requires hard work, dedication, perseverance and great skill to mobilize and motivate one’s subordinates to work as required and achieve the set goals. This essay shall highlight various aspects of human resource and other related concepts that are important in the managerial career path.
For starters, most companies with vertical managerial structures often have three different layers. The first is the top management, then the middle management and then the supervisory managers who come at the bottom (Kurtz " Boone). The top management is usually made up of the executives who answer to the CEO who in turn answers to the board. The middle-level management is usually made up of regional and divisional managers. Then the supervisory managers who basically monitor on-the-ground work progress. Each of these levels presents challenges to the managers. Nonetheless, they all need to be well vast in planning, organizing, controlling and directing.
Because the workforce is a fundamental part of an organization’s functionality and efficiency, the human resource department is thus amongst the most important of all. Essentially, the human resource management in mandated with the task of attracting, developing, and retaining employees who can perform their duties in the best manner possible (Dobre 37). The human resource managers oversee the recruitment process and organize various measures to for training and evaluation of the employees. The recruitment process often involves the selection of the best and most suitable employees (Kurtz " Boone). The human resource managers mobilize their departments for this exercise. Interviews and vetting processes have become a tradition in many firms and organizations the world over.
The human resource department also organizes the orientation of new employees and sets up training programs. Some of the training programs are done using computers or in classrooms. Some are basically on-the-job training programs while for the management level employees, there are special development programs to cater to their needs. Additionally, in times when the company needs a performance analysis for the employees, the human resource department oversees the entire process (Schroeder). Employee compensation is also another key role of the human resource department. Whatever the employees of a firm are paid usually has a great effect on their motivational levels. Firms that pay well often have the best picks for the most brilliant employees in the workforce. Hence, the one of the most importance roles of the human resource department is to come up with employee packages that satisfy the employees and attract the best talent into the company (Kurtz " Boone). Often, the compensation packages are based on profit and gain sharing, bonuses and other similar packages. The higher level employees such as the executive managers are often rewarded with stock options among other perks. In addition to pay and the accompanying benefits such as health cover and other similar benefits, the human resource department is also responsible for motivating employees (Schroeder). This is accomplished using certain rewards, bonuses, clear promotional structure and team building programs to create a sense of teamwork in the work environment that helps in creating a positive work atmosphere that may often motivate the workers.
Many companies nowadays outsource their recruitment process to headhunting firms who help in identifying the right workers for their firms. The field of human resource is constantly evolving and the changes in technology are the main catalyst for this change. Hence, human resource managers have to adapt to the current situation and prepare for the future lest they are left behind and become obsolete. I believe that my college major alongside some of my skills in dealing with people, my technological proficiency and the ability to learn new concepts fast place me in a position to become a brilliant human resource personnel and later manager.
Works Cited.
Dobre, Ovidiu Iliuta. "The impact of human resource management on organizational performance." Management Research and Practice 4.4 (2012): 37.
Kurtz, David L, and Louis E. Boone. Contemporary Business. Hoboken, N.J: Wiley, 2011. Print.
Schroeder, Harold. "The importance of human resource management in strategic sustainability: An art and science perspective." Journal of Environmental Sustainability 2.2 (2012): 4.
