MG410 Career Viewpoint: HRM Industry Trends and Skills

This report provides a comprehensive overview of the Human Resource Management (HRM) industry, exploring current trends such as globalization, technology integration, and the impact of events like COVID-19 and Brexit. It identifies the core skills, knowledge areas, and expertise required for HR professionals, including communication, leadership, problem-solving, and strategic decision-making. The report also evaluates career opportunities within HRM, assessing the skills and attributes needed for success and highlighting the importance of continuous development. Primary research with HR managers offers practical insights into their roles, responsibilities, and the challenges they face. In conclusion, the report emphasizes the benefits of a career in HRM and the importance of adapting to industry changes. The appendices include primary research evidence, further supporting the report's findings.

Career Viewpoint
MG410

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
General trends influencing the HRM industry.................................................................................1
EXPLAINING THE REQUIRED SKILLS, EXPERIENCE AND KNOWLEDGE......................3
Skills ...........................................................................................................................................3
Area of Knowledge.....................................................................................................................3
Expertise .....................................................................................................................................4
EVALUATION ...............................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
APPENDICES ................................................................................................................................9

INTRODUCTION
Career development is related with gaining the significant information about the
different skills, tactics and attributes that helps person to perform in specified sector. In
the current era, developing career require obtaining certain competitive edge so that
prevailing competition can be declined. I have chosen the special area is Human
Resource Management that refers to having significant insights about having strategic
approach to effective & efficient monitoring & controlling of workforce in organization to
offer competitive benefits. The main aim of the current report is to provide the
information regarding general trends of HRM industry by involving the primary and
secondary research. It will give emphasis on assessing the skills, experience and
knowledge required by professional in the specified sector. Evaluation will be
comprised through assessing job vacancy regarding selected HRM.
MAIN BODY
General trends influencing the HRM industry
Human Resource management is one of the significant industries that is related
with managing the workforce of organization in order to obtain higher productivity and
sustainability (Current Trends in Human Resource Management, 2021). In the current
era, there are few trends that are prevailing in sector and higher level of influence on
functioning efficiency of professional. The set of the trends that are required to be
followed in respect to offer the highly effective performance to firm includes having
collaboration by design, talent market place & allocation, re purposing, bringing
technology for recruiting, reinvesting in the talent acquisition, etc (Stone,Cox and Gavin,
2020).. In addition to this, having continuous improvement programs, workforce
diversity, changing skill requirements, corporate downsizing, decentralized work sites,
etc. It is important to follow the prevailing trends in the market in turn accomplishing the
objective in higher effective manner can become possible.
Globalization is highly affecting the HRM industry as rise in the multiple
corporation places requirements on human resource manager (Mackea nd Genari,
2019). This enables firm to ensure that appropriate mixture of employees is involved in
firm that can has needed level of skills, knowledge and culture adaptability. For smooth
functioning, it is required that HR manger give focus on having proper diversity,
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developing positive and higher effective culture, re-engineering, contingent workforce,
employee engagement, etc. Corporate downsizing is implemented to get the higher
level of communication clarity and efficiency in turn having significant growth in sector
can be attained.
Technology is playing crucial role in influencing the HRM sector by bring Tools
migrate to cloud, upgrade to remote work, AI, focusing on data security, employee self-
service technique, block chain integration, analytics and real time performance
management (Boon, Den Hartog and Lepak, 2019). It is highly important to give
emphasis on gaining knowledge about the same so that better functioning can become
possible. COVID 19 is the one of the adverse situations that has negatively impacted
the functioning of organization which has been properly handled through having
significant implication of tactics of HR such as remote working, having higher employee
engagement, etc. Brexit is one of the highly affecting situations that has resulted HRM
in relation to access to right talent and labor supply which has outcome in n having
price increase and fluctuations affecting the operating cost (Cooke, Schuler and Varma,
2020). These have been properly handled in the current era via having application of
technological devices and using online based platform for recruiting, managing and
controlling workforce so that higher profitability and sustainability in the industry can be
maintained.
From the primary research conducted for the 4 HR managers it can be specified
that there are various kinds of the responsibilities that is executed for having significant
functioning. The roles and responsibilities include managing company staff, setting
coordinating, determining suitable salaries, HR planning, job analysis & design, hiring
candidates, training & development, monitoring, managing work culture, resolving
conflict, reward incentives. The one of the most liking things about being as HRM
managers that has been identified is motivating employee and involving them in
decision-making procedure (Michael, 2019). There are different kinds of the problems
such as offering clarity to employee about their roles & responsibility, gaining corrective
review for the implemented actions, etc. The crucial decision that are made by HR
managers in specified firm includes having effective hiring and performance appraisal.
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EXPLAINING THE REQUIRED SKILLS, EXPERIENCE AND
KNOWLEDGE
There are different kinds of the skills, attributes and knowledge that are required by
HR manager in order to operate effectively in the sector.
Skills
The set of five skills that are needed by HR managers are as follows:
 Communication is one of the crucial skills that is highly required by the HR
manger possessed in me in respect to give clear instructions about formulated
policies, strategies, etc (Bratton and et.al., 2021). This can help HR manager to
gain appropriate ability to influence in reliable manner so that higher reliability in
organizational process can be achieved.
 Leadership refers to influencing the workforce to accomplish their objective sin
higher effective pattern via optimizing resources and meeting deadlines. This
allows motivating subordinates in corrective form so that achieving better
performance from staff to coordinate with organizational goal.
 Problem solving approach is needed to be in HR manager so that achieving
appropriate position to offer reliable working culture to employees in turn
attaining better performance can become possible (Jotabá and et.al., 2022).
 Another skill is required by HR manager is having ability to recruit corrective
person at the right job so that having higher skilled employee which can gain
appropriate clarity about goals & objectives.
 It is important to have HR skills such as strategic decision-making so that
prevailing circumstances in business such as conflict, filling position, conducting
performance, appraisal, etc. can become possible.
Area of Knowledge
 Collaboration and communication is highly required by HR managers to ensure
that smooth functioning by building positive working culture to obtain full potential
can become possible (Collins, 2021). This aids in gaining the proper clarity to
employees & support to work effectively to attain the delegated roles &
responsibilities.
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 Analytics and data driven is another area of knowledge that is needed to be
possessed in HR manager so that information-based decision can be taken to
achieve higher reliable outcomes. It allows conducting appropriate analysis of
the prevailing situation so that having effective information to take accurate
decision can be possible.
Expertise
 Recruiting & staffing employees need to be conducted with maintaining the
significant level of expertise as it ensures that right person at corrective position
placed or not (Hamid, Muzamil and Shah, 2022). This ensures that having
reliable level of employees to gain greater amount of productivity can become
possible.
 Having expertise training & development is achieving ability to offer the
knowledge about the required skills that are needed to perform effectively in the
industry. This permit receiving performance which are capable of meeting
targets.
On the basis of the primary research, it can be interpreted that having these
skills, knowledge and expertise helps in gaining greater outcomes to HR managers.
These are the skills are possessed by the HR manager which is permitting to achieve
the competitive performance via allowing coordinating with prevailing trends in sector.
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EVALUATION
In the HRM sector, there are various opportunities which can be gabbed in
respect to achieve the objective of having good career in this specified industry. I am
interested in the mentioned position as there are several attributes in me which can
permit me to meet the job responsibilities. HR industry is continuously growing and
facing rapid development which is enabling to receive higher confidence to operate in
this area. Every organization possesses workforce which is required to be managed
and controlled for o having optimum utilization in turn attaining roles & responsibilities
can become possible (Vrontis and et.al., 2021). This is indicating that I can always get
the opportunity to grow in this industry as functioning without HR manger can offer
irrelevant results to firm.
From the evaluation it can be specified that there is lacking of politeness which is
need to be developed to achieve the position with maintaining the competitiveness
(Collings and et.al., 2021). In my opinion it is highly suitable job role for me as it can
allow me to adopt the prevailing changes in the sector which can continuously
contribute in my personal development. This job opportunity can be helpful in meeting
my remuneration requirements that can provide assistance in receiving significant life
style. I need to overcome the negative factors that are adversely impacting my
opportunity grabbing ability via indulging into continuous improvement actions as it is
one of the rapid growing sectors. This can aid in m coordinating with having appropriate
skills and attributes so that achieving this position in company to build career positive
has become possible for me.
(HR Manager, 2022)
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CONCLUSION
From the above report it can be concluded that career development in the HRM
industry is highly beneficial. There are several general trends in industry such as
employee engagement, having collaboration by design, continuous improvement
programs, workforce diversity, etc. which can positively impact the industry to work
efficiency & effectively. In addition to this, current report has given emphasis on having
skills, knowledge and expertise that are needed be developed which comprises
communication, leadership, collocation, analytics and data drive, etc. It has involved
evaluation that it is highly suitable industry for career development as continuously
growing in current time.
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REFERENCES
Books and Journals
Anon., 2022. HR Manager. [Online]
Available at: https://www.totaljobs.com/jobs/hr-manager?WT.mc_id=A_SE_Bing_TJ-
SEC-CL4-18|HR-BMM_c_HR-Manager_%2Bhr%20%2Bmanager
%20%2Bjobs_77446951094453_p&ef_id=67241ce2dc921f18ff8b7ea73de0b402:G:s
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human
resource management systems and their measurement. Journal of
management, 45(6), pp.2498-2537.
Bratton, J and et.al., 2021. Human resource management. Bloomsbury Publishing.
Caterer, 2022. HR Manager. [Online]
Available at: https://www.caterer.com/job/hr-manager/levy-restaurants-uk-
job97053770?
src=search&page=1&position=1&WT.mc_id=A_PT_CrossBrand_Totaljobs
Collings, D.G. And et.al., 2021. Strategic human resource management and COVID‐19:
Emerging challenges and research opportunities. Journal of Management
Studies.
Collins, C.J., 2021. Expanding the resource-based view model of strategic human
resource management. The International Journal of Human Resource
Management, 32(2), pp.331-358.
Cooke, F.L., Schuler, R. and Varma, A., 2020. Human resource management research
and practice in Asia: Past, present and future. Human Resource Management
Review, 30(4), p.100778.
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Current Trends in Human Resource Management. 2021. [Online]. Available through:
<https://www.mbaknol.com/human-resource-management/current-trends-in-
human-resource-management/>
Hamid, Z., Muzamil, M. and Shah, S.A., 2022. Strategic human resource management.
In Research Anthology on Human Resource Practices for the Modern
Workforce (pp. 1-16). IGI Global.
Jotabá, M.N and et.al., 2022. Innovation and human resource management: a
systematic literature review. European Journal of Innovation Management.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human
resource management. Journal of cleaner production, 208, pp.806-815.
Michael, A., 2019. A handbook of human resource management practice. bookboon.
Com.
Online
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley &
Sons.
Vrontis, D and et.al., 2021. Artificial intelligence, robotics, advanced technologies and
human resource management: a systematic review. The International Journal of
Human Resource Management, pp.1-30.
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APPENDICES
Appendix 1: Primary Research Evidence
Name of contact Anonymous
Company TESCO
Job title HR manager
Date of contact 29/03/2022
How did you contact
them?
Through email
Questions asked &
summary of their answers
1. What are your main responsibilities?
2. What do you like most about your work?
3. What kinds of problems do you deal with?
4. What kinds of decisions do you make?
Transcript:
1. What are your main responsibilities?
Interviewee 1: The main responsibilities that are performed by me includes managing
staff, giving coaching, resolving issues and deciding their pay scale.
Interviewee 2: Crucial roles played in firm comprises human resource planning, hiring
candidates, giving team training & developments, rewarding incentives and formulating
working culture.
Interviewee 3: My duties as HR manager involves managing work culture, overcoming
conflict, reward incentives, job evaluation & design, hiring candidates
Interviewee 4: Set of activities required to play by me comprises recruiting staff,
formulating positive culture, setting coordinating, determining suitable salaries, etc.
2. What do you like most about your work?
Interviewee 1: The major liking par of job role is motivating employees to do attain the
targeted responsibilities and getting innovative ideas by having staff engagement.
Interviewee 2: Employee involvement and inspiring staff aids in getting ability to
connect with different personalities that most favourite part.
Interviewee 3: Indulging with staff in decision-making procedure and enhancing morale
is liking part of job.
Interviewee 4: Getting creative approach through staff involvement & boosting
motivation.
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3. What kinds of problems do you deal with?
Interviewee 1: Challenges are developing transparency and corrective results
information from staff
Interviewee 2: Issues such as having clarity among staff & fair judgements of executed
course of action
Interviewee 3: Inappropriate management of issue that are inability to obtain
knowledge by workforce
Interviewee 4: Improper completion of roles & responsibilities due to incorrect
understanding of goals & improper judgement of applicable action
4. What kinds of decisions do you make?
Interviewee 1: Recruiting & reward system development
Interviewee 2: Deciding pay scale by having right candidate in company
Interviewee 3: Possessing effectual hiring and performance appraisal approach
decision
Interviewee 4: the main decisions making procedure regarding performance evaluation
and gaining significant recruitment procedure.
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Appendix 2: job advertisement
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(Caterer, 2022)
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