Career Research Report: HR Profession for Recent Graduates

This report provides an in-depth analysis of the Human Resources (HR) profession, focusing on its suitability as a career path for recent graduates. The research encompasses both primary and secondary sources, including an interview with an HR manager and an examination of industry trends....Read More

Career Research Report

Table of Contents
INTRODUCTION...........................................................................................................................1
Research...........................................................................................................................................1
Current job advertisement................................................................................................................3
Evaluation........................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
In this competitive era, it is quite important to choose best career path to be successful. In
the same way, the report main aim is to create an awareness of the knowledge, skills and
experience which are needed by the recent graduate to choose the area. That is why the present
study chooses HR as a profession in which the researcher study. Further, through primary and
secondary research, report will justified that why choosing HR as a profession is beneficial.
Lastly, report will evaluate by using proper job advertisement.
Research
For determining the current trends that creates impact upon the industry, primary research
is used in which questions are asked from one of the employee who are already working in the
firm. This is as mentioned below:
Name of the contact: John Walley
Company: Suzzu Trader
Job Title: HR Manager
Date of Contact: 10th April, 2019
way of Contact: Through Interview
Question 1: As a HR Manager, how will you drive results?
Question 2: As a HR Manager, what is you view on job elimination?
Question 3: How will you identify talented employees out of all?
Question 4: What trend will shape HR department over the next five year?
Summary of the response: from the above question, John Walley response all the
question in proper way such that in first question, John replied that by using advance technology
into the working area will help to drive best results and being a HR Manager, I always make
different strategies in order to compete this competitive market. Further, In next question, John
Replied that a performance improvement plan could be an alternative that help to improve the
current skill of every employee (Daniel, 2019). Though for HR, hiring and firing are difficult that
is why the department majorly ignore job elimination.
In next question, John Replied that by monitoring the performance of employees, HR
easily identify the talent among all. Beside this, if the person have effective communication and
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strong decision-making abilities that helps to solve many complex situation, then they are the
best talented person who can help to attain the aims and objectives for a firm. In last question,
John replied that from last many years, there are so many changes that affect the HR industry.
Among all, technology and globalization highly affected the industry such that an artificial
intelligence clearly replace the human resources. This affect the industry most and this further
leads to affect employment as well (Daniel, 2019). Apart from this, using new techniques into
the working area will also creates impact upon business such that all the information are noted in
website and magazine in which face to face discussion is decline so fast. Hence, this affect the
business in negative ways as well.
From the above, it has been cleared that there is a wide scope in HR industry such that if
a person wants to enter into this profession then there are increased chances of earning. Further,
there is a current change in the trend of HR industry but if a person have the skills and
competence then they will easily cope up with the situation easily (Daniel, 2019). Hence,
choosing HR industry will be quite beneficial and a person can look for a good future as well.
Secondary Research: As Daniel wants to enter into HR industry because through
primary research it has been cleared that there I a wide scope in the HR industry and hence,
choosing this as a career option will be beneficial for a researcher also (Rodrigues and
Chincholkar, 2015). But on the other side, there are many general trends that will also create
impact upon HR industry. Which are as mentioned below:
Impact of globalization on HR: Due to great impact of globalization, the demand of
people is also increases for some highly skilled jobs that further require specialized knowledge.
Further, it also becomes difficult for the professionals to locate such people in nearby areas
which they have looked for them globally (Adler, 2015). In addition to this, the HR professionals
are also entrusted with working new computer system framework that helps to deal with
worldwide workforce. Further, the major aspect of globalization on HR experts is the necessity
to determine and understand the cultural and social dissimilarities and even the availability of
low cost labor from the emerging countries also creates negative impact upon the business.
Overall, the impact of globalization creates negative impact upon the business as well as HR
professionals (Boxall, Purcell and Wright, 2018).
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In small business, the HR managers also faces the difficulties regarding the long term
communication challenges and at that time they only rely on advance technologies such as email
and conference call (Roos and Menden, 2019).
Impact of technology on HR: the impact of technology creates positive as well as
negative impact upon HR profession such that it is quite necessary for an organization use
advance technology into the working place (Angrave and et.al., 2016). Using advance tools and
techniques, the company or HR managers saves the time and also provide efforts in order to
make employee learn new platforms. As for the HR, employee retention is the major and top
concern and as many companies are operating at global level, therefore, they need to determine
the performance of the employees and this is possible through effective communication by using
technologies such as email, conferences.
As in this current era, HR also uses advance techniques for recruitment in which they
take interview using Skype and other advance techniques. Further, it has been analyzed that
using advance techniques there is an ease of communication (Sriram, 2017). Such that if the HR
manager of the company wants to share the new schedule with the project team then they can
share it through an email and it can be share with dozen of people. Thus this shows that it helps
to save time as well as money so that it helps to increases the performance of employees.
But on the other side, it also have disadvantages as well such that it also creates negative
impact upon the business performance. Such that HR constantly feel threat of hacking such that
all the information are saved electronically then there is a threat among HR that may be the data
are hack through virus and it creates negative impact upon business (Hunter, Saunders and
Constance, 2016). Further, HR are also concern with the issue of employee privacy such that
there may be a chances of losing confidentiality and thus, it shows the negative impact of
technologies upon the industry.
Therefore, it is quite essential for HR to must posses two skills such as better
communication and leadership quality. Further, HR should also have knowledge related to
recruitment and selection, training session (Mazzarol, 2018).
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Current job advertisement
Evaluation
From the above, it has been cleared that opting job as a HR manager is quite beneficial
for me because there is a wide scope in this profession. Further I preferred this job among all
because HR manager may oversees the organization and strategy and also get benefits of person
to person interaction and also helping employees (Brake, 2019). Further, this also involves
guiding employees through hiring process, provide training session and most importantly,
choosing HR profession an making career as a HR manager have a direct influence and creates
positive impact on the people in a company as well. Further, this professionalism also leads to
great social benefits, human connection and the satisfaction of having a real impact.
Therefore, in mu future career option, I will definitely choose to be a HR Manager in a
reputed firm as it helps to enhance my current skills and provide me an opportunity to lead a
business and interact directly with new customer as well as employees. That further enhances
my communication skills. I also prefer a new job for my future because I want to explore my
skills in order to run the business in effective way. Further, through market research I also
evaluated that choosing career as a HR manager will also help to enhance my current core skills
so that I can easily explore further opportunities in my future.
That is why, I prefer to choose HR professionalism because of having wide scope and
through this, I also get an opportunity to keep interacting with new employees and as I am posses
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good communication skill and critical thinking ability so that this strength force me to choose
this profession as it also assist me to grab further opportunities in my future as well ( Scarbrough,
2018).
CONCLUSION
By summing up above report, it has been concluded that choosing career in HR industry
will be beneficial for the graduates as there is a wide scope in this profession. Through primary
and secondary research it has been concluded that choosing HR as a professionalism will assist
people to enhance their core skills and as there is a wide scope in this so individual also have
different opportunities in their future which help them to be successful.
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REFERENCES
Books and Journals
Adler, P. S., 2015. Making the HR outsourcing decision. MIT Sloan Management Review.45(1).
p.53.
Angrave, D. and et.al., 2016. HR and analytics: why HR is set to fail the big data
challenge. Human Resource Management Journal.26(1). pp.1-11.
Boxall, P., Purcell, J. and Wright, P., 2018. SCOPE, ANALYSIS, AND SIGNIFICANCE. The
Oxford handbook of human resource management.
Brake, T., 2019. The HR manager as global business partner. The global HR manager, pp.59-86.
Daniel, F. 2019. Conversation with John Walley, 29 March.
Daniel, F. 2019. Letter to John Walley, 30 March.
Daniel, F. 2019. Telephone Conversation with John Walley, 31 March.
Hunter, I., Saunders, J. and Constance, S., 2016. HR business partners. Routledge.
Mazzarol, T., 2018. A model of small business HR growth management. International Journal of
Entrepreneurial Behavior & Research.9(1). pp.27-49.
Rodrigues, L. L. and Chincholkar, A. M., 2015. Benchmarking the HR practices of an
engineering institute with public sector industry for performance
enhancement. International Journal of Training and Development.9(1). pp.6-20.
Roos, S. and Menden, B., 2019. Challenges for HR in the Telecommunications Industry:
Competence Transformation Follows Market Change. In Future Telco (pp. 381-388).
Springer, Cham.
Scarbrough, H., 2018. The HR implications of supply chain relationships. Human Resource
Management Journal.10(1). pp.5-17.
Sriram, S., 2017. HR Playbook-A Higher Order Analytical Tool. NHRD Network Journal, 10(3),
pp.30-34.
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