Career Research Report: Analysis of Human Resource Profession

This career research report delves into the human resource profession, exploring the reasons behind choosing it as a career path. It analyzes key trends such as technology, globalization, and psychology and their impact on the field. The report also examines the opportunities available for graduates, including roles like HR recruiter and training and development manager, and outlines the essential skills needed for success, such as communication, administrative expertise, and proactivity. It also discusses the selection process for graduates, including methods like mentoring and training programs, and provides an example of a job advertisement from Nike, detailing responsibilities, required qualifications, and salary. The report concludes with an evaluation of the research, highlighting the evolving nature of the HR field and the importance of continuous learning and skill development to meet industry demands.

Career Research Report
1

Table of Contents
INTRODUCTION...........................................................................................................................3
ANALYSIS AND APPLICATION.................................................................................................3
Evaluation........................................................................................................................................7
REFERENCES................................................................................................................................8
2

INTRODUCTION
I have chosen human resource as my future career profession. For choosing this
profession I have various reasons. First reason, profession of human resource has unique look to
perform job. They have good understanding related to the priorities and issues of an organisation
and their decisions hold strong position in the organisation as they influence the future success of
the company. Second reason, this profession provides a chance to change and develop lives of
other people as it puts positive impact and manage duties and responsibilities of employees. And
this profession assists organisation to recruit employees and achieve objectives of organisation
successfully.
All these reasons make me feel that profession of human resource provides me an opportunity to
work with different nature of people to achieve predefined goals of an organisation. With this
profession I would be able to develop in my career as it would develop my interpersonal skills
and improve working in a strong ethic environment. I am conducting research on profession of
human resource so that various factors can be analysed which is important for choosing human
resource as profession like main requirements and experiences.
ANALYSIS AND APPLICATION
Trends in human resource
 Technology: Technology has great influence in sports industry. Technology is used by
organisation for making their operations easier and convenient. It assists in creating real
time communication between employees and employer. Technology of human resource is
considered for attracting, hiring, maintaining and retaining employees and manage
workforce. Technology helps human resource to work more effectively and faster.
Technology reduces the work related to administration and make human resource to
utilise that energy and time in managing workforce (Skoumpopoulou, Stalker and
Kohont, 2019). Adopting technology helps human resource to deliver high quality
service.
It shows that technology has impact on the job role of human resource so a graduate who wants
to make career in human resource must possess the quality to understand the usage and
importance of technology.
3

 Globalisation: Globalisation plays significant role in business and organisation as it
makes them to expand in other countries. Sports industry is concerned with activities of
human and when this industry expands in different countries then human resource
professionals play crucial role because they have to make adjustments in hiring, training,
retaining and supporting employees who belong from different countries and have
different cultural identity. Professionals of human resource have to increase support to
their present employees because they are getting transfers in different country with new
job and responsibility. Assistance is provided with training sessions to solve cultural
problems and to acquire new language (Magdinceva Sopova and Stojanovska-Stefanova,
2020). Capability of sports industry move into new country for their business depends
upon the ability of human resource professionals. Globalisation affects the tax laws of
sports industry so human resource are the people who deal effectively with rate of taxes,
requirements of various benefits towards employees and regulations related to
environment. Human resource of sports industry becomes experts in resolving issues and
keep up with the policies of government in country where industry is expanding.
It shows that globalisation has great impact on the skills of graduates who want to build their
career in human resource. These graduates should have skills to manage employees from
different countries and not only from their own country.
 Psychology: Sports industry is gaining its importance day by day as they are
understanding the emotions of people because people are more interested in sports
because it helps in removing stress. So the companies are also constantly organising
sports events and meeting new requirements of customers or guests. It also helped the
emotions and behaviours of employees which help in retaining employees who are top
performer. Having clear knowledge regarding one's preferences and skills has made
organisations to select right employee for right job.
It defines that psychology plays important role in organisations to understand the satisfaction of
customers and employees and with this organisations make changes in their services and
policies.
 Empowerment of customers: With the help of advance technology, sports industry is
providing high quality service to its customers which make them meeting their
objectives. Changes in services after knowing the views of customers help in building the
4

strong relationship between company and its customers. As consumers would feel that
they are being valued in an organisation. Human resource of an organisation assists
organisation to keep their employees satisfied so that they can treat customers right.
Opportunities for graduates in human resource
In human resource there are different roles that a graduate can do. Organisations arrange
programs that provide trainings and development to fill the gap between an individual's academic
knowledge and real or practical experience of world. For the candidates who have recently
graduated have opportunity to work with organisations which provide job roles to graduates in
human resource. The world of organisations provide roles HR recruiter and manager of training
and development. These roles and responsibilities are exciting because they lead to deal with
different type of people which improves the level of understanding.
Job opportunities related to human resource are found on newspapers, radios, job websites and
internet. From all these technology, internet remains the best because people can easily access
internet.
Skills, knowledge and experience required
There are different skills that are required by sports industry in their job of human
resource and these skills are necessary for a graduate to get success in their business profession
(Falcão, 2019). An individual who is interested in getting the job of human resource should
possess the given skills:
 Communication Skill: For the role of human resource a graduate should possess great
skill in communication. Professional of human resource are the connection between an
employee and an organisation (Zhang and Li, 2019). HR provides information to
employees received from the upper level of managers.
 Administrative expert: Activities related to administration are the important part of the
human resource role. These activities include leaves of employees, in and outflow of
workforce and many more.
 Proactivity: It is a personality characteristics than a skill or expertise. It is developed by
an individual with passing time. Professional of human resource acts as link between
employer and employee, so proactivity assists HR in knowing the issues at earlier stages
and preventing problems from becoming huge.
5

 Hiring and selecting: This is also one of the important skills which involve recruiting
and selecting candidates for organisation. Selecting best and qualified candidate which
match the culture of the organisation.
These are the common skills which are required by a candidate but one should also have
particular qualifications related to academics (Pashkevich, Sandberg and Zettinig, 2019). Some
of the roles that are included in the job profile of human resource are:
 Recruiting and selecting candidates
 Recruiting right and talented employees
 Maintaining and organising records of employees
 Updating policies
Selection of a graduate
There are many methods through which an individual selects or recruits for the job role
of human resource. For example, some organisations mentor candidates while studying for their
graduation for the role of human resource. Some companies also provide training sessions before
recruiting them as an employee. These sessions of training give particular skill to candidate in
order to perform the responsibility of human resource.
Traditional method is also used in which written application letter is considered. Selected
candidates are then called for an interview by the organisation's officers for recruitment and top
performer is selected for the vacant job role.
Advertisement for career opportunity
Nike is searching for a candidate who can perform the job and responsibility of human
resource. The human resource professional would be located in London. The organisation is
providing a competitive salary starting from $50000 annually with allowances like car starting
from $1500 with variety of options available like development in career through promotions and
rewards. He/she would be responsible for recruiting talented employees and organising training
session for meeting objectives of organisation.
For getting this particular job, he/she should have experience in human resource job and if a
graduate wants then he should have experience in voluntary and internship human resource job.
The candidate should have graduation degree in human resource management and possess
effective communication skill. With this the candidate should also possess analytical and
problem solving skill.
6

Evaluation
This research helped in findings related to the careers in human resource. It is determined
with this research that working of an organisation and roles and responsibilities of human
resource is changing with the advancement in technology and globalisation. For me it is
significant to keep me familiar myself with the developments and possible prospects in the roles
and responsibilities of human resource in the world of business. With this research I am able
develop required skills which are necessary for occupying the job of human resource in sports
industry. For example, it is crucial to possess effective communication skill that is demanded by
organisations for the job of human resource.
It is also essential for me to keep familiar myself with the required qualifications and knowledge
for the profession of human resource. Because organisations not only look for academic
qualifications but also personal characteristics and achievement that makes different from other
graduates. For example, I must work on my interpersonal skills and writing skills. And I should
encourage myself to participate in events and programs which would help me in improving said
skills.
7

REFERENCES
Books and Journals
Falcão, T. P., 2019. Open innovation applied to supply chain management (Doctoral
dissertation).
Magdinceva Sopova, M. and Stojanovska-Stefanova, A., 2020. Human resources and the
development of SMEs in tourism. Tourism in function of development of the Republic of
Serbia. pp.231-247.
Pashkevich, A., Sandberg, D. S. B. and Zettinig, P. D. P., 2019. VALUE (CO) CREATION BY
MEANS OF ONLINE FREELANCING IN SMES.
Skoumpopoulou, D., Stalker, B. and Kohont, A., 2019. Talent management in European SMEs:
case analysis between Slovenia and Poland. International journal of human resource
development practice, policy & research. 4(2). pp.45-64.
Wang, H. and Ma, H., 2019, December. Discussion of Innovated Training Management Based
on Big Data. In International conference on Big Data Analytics for Cyber-Physical-
Systems (pp. 1049-1053). Springer, Singapore.
Xiao, H., 2019. Application of Information System in Human Resource Management. Economics
and Management Science. 1(1). pp.15-25.
Zhang, J. and Li, K., 2019. Teaching Research on Human Resource Management Oriented by"
Production, Learning and Researching". Management & Engineering. (34). pp.25-31.
8