Human Resource Management: Career Perspectives and Salary

This assignment provides an in-depth analysis of human resource management, focusing on its contributions to a company's productivity and profitability. It also explores career paths and salary structures within the HR department, from HR Executive Recruiter to Chief HR Officer/Vice President of Human Resources.

My career plan is to get a job as an HR Manager in the Hospitality Industry. Career is
the most important component for a human life and its overall existence in this social
world. It’s the path of success, self-actualization and a sense of victory that
emphasized on the overall development at personal and at professional levels as
well. Hereby, Human Resource Management has become one of the exemplary
professions in today's world. This assists in shaping the present and future of the
business in the forthcoming progressive aspects. The external and internal factors I
took into consideration while choosing a career in HR are the social network, which
helped me get all the necessary information regarding the skills required, the Human
Resource department, which deals with hands on trainings and helps employees
along their ascension on career ladder, and the legal department, which oversees
the policies and other related regulations and laws that must be followed to comply
with the CSR and overall responsibility for smooth workings of the firm (Oludayo and
Omonijo, 2013).
Digital technology is the external factor which helped me to decide for HR career.
Social media research has boosted my confidence regarding the chosen career at
heightened levels and online platforms like Facebook, LinkedIn etc., provide loads of
information regarding various vacancies and openings with well defined
responsibilities and roles as per the employers desires. Mostly, the job description/
shed light on the skills with experience for filling up the vacant positions in the
corporations. In regard to the same, it has been demonstrated that few spots are
demand-sensitive and few positions at the company are value based which means
few specific skills are required that includes management degree along with few
numbers of years.
Digitalization became the driving force for HR in terms of e-recruitment through pool
of job seekers due to its benefits such as cost cutting, time efficiency and enhanced
networking skills to establish connections. As a consequence, it has become
convenient these days search through digital platforms has benefited the industry in
astounding approach (Armstrong and Taylor, 2014). Also, HR contributes towards
the company's makeover by adding value for employees’ engagement in leveraging
the overall assessment of the HRIS software and other such IT tools for enhanced
cost effectiveness.

Next to the external factor, I was led in my research by the internal factors such as
Human Research and Legal department. Human Resources department distributes
people as per their skills and qualification while maintaining the ethical policies and
standards. HR as my career guide showed me immense potential by offering wide
range of opportunities. This is the driving force in an enterprise as they mainly deal
with recruitment, selection, remunerations, calculation of salaries or wages,
scheduling, providing training, managing internal relationships among the employer-
employee and many more. HR lays a platform that holds the entire organization
together and acts as that glue which makes everyone to work under one umbrella
with unity (Human Resource Management, 2018). Additionally, this makes a progressive
momentum in an organised and formal professional setup that embarks upon the
success ratios of their job profile in exponential growth. These roles make the
establishments work with team spirit by incorporating motivation and confidence.
Based on my research, the reasons why I would like to embrace a HR career in the
hospitality are the high opportunities for career development and advanced
provisions in terms of opportunities to explore the wider aspects in different arenas
(Oludayo and Omonijo, 2013). Lastly, HR acted as the bridge to fill the gaps between
the upper management and the lower staff personal.
Legal department
This department is crucial for making the compliance of statutory regulations,
policies and rules on the workforce or the employees' with the help of the Human
Resources Department for completion of day-to-day activities of the workplace in
effective mode. However, this department makes an individual understand the rights
and other benefits that prevent any in discrepancies or fines and also help in
organising training for generating awareness in context to ethical standards,
corporate behaviour, safety, harassment or abuse etc (Losonci, Demeter and Jenei,
2011).
In addition to this, this department aids in providing the workforce information
on how to reach people when any type of discrimination or harassment, abuse takes
place, along with they outlined an integrated composition to give benefits and
incentives such as leaves provision, overtime payments, safety, gender-pay

differences and more. For instance, they assist in labour rights with protecting
confidentiality and other such implications to eradicate any animosity that might
prevail in the ambience of the workplace, e.g. the government legal service (GLS)
helps in the recruitment purposes by giving training and induction to new entrants to
use the powers vested to them. Additionally, several government regulations have
impacted the need to be in streamlining processing for the company’s adherence
towards policies and procedures in outstanding manner. It has been summed up that
human resource management has assisted in leading the company towards
productivity and profitability as well. For instance, Equality Act 2010 gives rights to
everyone and be treated equally without any differences on the basis of age, colour,
race or religion.
Career perspectives and salary
The initial level to make an entry into this department is on the post of HR
Executive Recruiter. Sometimes, with good academic score and experience, one can
be hired as the HR Consultant or Specialist of Labour Relations. With diligence and
working at these posts for around 3-5 years, one can be promoted to Compensation
and Benefits Manager or Training and Development Manager. Along with, there will
an increment in the respective salary scale with some fixed amount of hike. After
spending ten years' in this field and gain a huge amount of experience, an individual
can be promoted to Human Resources Manager (Braine and Roodt, 2011). Further,
one can attain the post of Human Resources Director and lastly can become the
Chief HR Officer/Vice President of Human Resources with an average package in
lacs.
Additionally, Salary wise, it is clearly understandable as one grows and jumps
to the next level, there will be increased amount in salaries or wages.
Conclusion
It has been summed up that human resource management has assisted in leading
the company towards productivity and profitability as well with proper mixture of
contribution from both external and internal factors. Digital media has played
significant role by bringing revolutionary changes in the HR department of an

organisation by using IT tools and use of internet in proficient manner, along with,
the legal department acted as the bridge to fill the gaps between the upper
management and the lower staff personal. Lastly, the package offered to HR officer
is substantial to grow a prospering career and fulfilling life by reaching the highest
level in few years through following consistent approaches. Therefore, these perks
pushed me to pursue this management course.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Braine, R.D. and Roodt, G., 2011. The Job Demands-Resources model as predictor of work
identity and work engagement: A comparative analysis. SA Journal of Industrial Psychology.
37(2), pp.52-62.
Losonci, D., Demeter, K. and Jenei, I., 2011. Factors influencing employee perceptions in
lean transformations. International Journal of Production Economics. 131(1). pp.30-43.
Oludayo, O.O. and Omonijo, D.O., 2013. AN ANALYSIS OF THE EFFECTS OF
SELECTED HUMAN RESOURCE MANAGEMENT PRACTICES ON THE
CORPORATE PERFORMANCE OF A MULTINATIONAL COMPANY, WESTERN
NIGER. International Journal of Economics, Commerce and Management United Kingdom.
1(2). pp.1-18.
Online
Human Resource Management, 2018. [Online].Available through:<
http://www.whatishumanresource.com/human-resource-management>.