Crafting a Strategic Career Plan in Human Resource Management

This essay outlines a career plan in human resource management, detailing the author's interest in talent acquisition and the skills needed for various HR roles. It covers positions such as HR Assistant, Coordinator, Specialist, Generalist, and Manager, highlighting the responsibilities and required expertise for each. The author identifies their strengths, including communication, problem-solving, and administrative skills, while acknowledging weaknesses in negotiation and organization. The plan emphasizes the importance of candidate selection, payroll management, employee retention, and employee relations. The essay concludes with a list of references used to research career development and HR practices. Desklib provides a platform to explore similar solved assignments and past papers.

Career Plan
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Human resource management department is a well reputed field of profession within an
enterprise as they leverage their expertise in selecting best personnel resources as well as are
responsible for their retention and satisfaction. The talent acquisition team in an organisation is
highly respected and recognised in companies through employees as well as senior authorities. I
am very much interested in this particular field as I always wanted to recruit people in an
organisation due because of my strong communication skills and analysing skills.
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 HR Assistant: It mainly includes paperwork, documentation, reviewing benefit plans,
termination etc. Further more, they are responsible for solving workplace grievances,
absenteeism issues and wages, overtime etc. HR coordinator: They are responsible for arranging interviews, checking references of
candidates and keeping their records as well as performing onboard sessions.
 HR Specialist: This job role is employed in every area for example it includes one
particular area such as HR clerk, payroll executive, manager of training and
development, manager of employee relation and so on.
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HR Generalist: Companies usually have this post for the purpose of employing HR generalist
which is capable of becoming manager through training and learning process.
HR Manager: This role is associated with high responsibility and authority as HR managers
have to ensure adherence with federal laws or local laws related with HR aspects which also
includes leaves policies. They also participate in business planning and budgets as they have to
conduct HR programmes and organise sessions for personnel.
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Strengths and weaknesses
 Good communication skills: These skills are important in every job role in the field of
HR profession as clarity in conversation is must for every job role. Problem solving skills: Problem solving skills requires pragmatic approach and calm
mind in order to deal with employees and their problems. These skills are important for
HR assistants as they have to resolve issues of personnel.
 Administrative skills: Managers have to check a number of tasks and control
management of personnel.
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 Lack of negotiation skills: Communication skills and persuasive as well negotiation
skills are not be confused with each other. I am great at clearly expressing my ideas but
for negotiation, I need to convince candidates and agree them on various conditions.
 Lack of organisation skills: These skills are also necessary in other HR roles for
arranging interviews in specialist roles.
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 Selection of best candidates: HR roles are associated with recruiting and hiring most
appropriate candidates and it requires good questioning skills and analysing talents of
candidates. My good communication skills would be helpful in performing interviews
constructively. Maintaining payrolls: Completing payrolls on specific software requires technical skills
and these tasks are to be performed with expertise and accuracy. Great organisation and
knowledge of computer is required for this purpose. Ensuring employee retention: For this function, I have great skills of problem solving
and handling employees processes. HR plays an important role in performing appraisals
and maximising employee retention.
 Maintaining employee relations: HR manager has to oversee a lot of functions and
manage employees while providing them with relevant training and ensures their
development as well as enhancement for better employee relations.
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References
Black, K. and Warhurst, R., 2019. Career transition as identity learning: An autoethnographic
understanding of human resource development. Human Resource Development
International, 22(1), pp.25-43.
Jamaludin, N.I., 2019. The relationship between career development, performance appraisal and
human resource planning with the organizational succession planning (Doctoral
dissertation, Universiti Teknologi MARA).
Jung, Y. and Takeuchi, N., 2018. A lifespan perspective for understanding career self-
management and satisfaction: The role of developmental human resource practices and
organizational support. Human Relations, 71(1), pp.73-102.
Lee, J.Y. and Lee, Y.M., 2018. An exploratory study on employee assistance program for career
development counselling. International Journal of Economic Policy in Emerging
Economies, 11(1-2), pp.100-113.
Mendoza Diaz, N.V., and et.al., 2020. Career trajectories in a technology management-HRD
programme. Human Resource Development International, pp.1-12.
Mok, I., Mackenzie, L. and Thomson, K., 2021. Career development and human resource
management of older workers: A scoping review. Australian Journal of Career
Development, 30(3), pp.226-239.
SHAHRABI, F.A. and Taimurnejad, K., 2020. Career Management Strategy in Human Resource
Development.
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