Introduction
Human resource management is a profession that deals with managing human capital. It seeks to establish and develop better worker’s relations with an aim of achieving organizational strategic goals. It is an important profession in organizational management as it is based on the principle of achieving organizational objectives through employees’ development, which ultimately leads to their improved contribution in their various tasks (Ankur, 2009).
Profession features
The profession involves a variety of specialties. These include areas like recruiting, policy, and management among others. Depending on the size of the organization, a human resources manager can perform various tasks in one organization. For instance, in small organizations, HR professionals can undertake all these tasks alone while specialization becomes important in big organizations due to the amount of work. In this profession, there are skills that are important for an individual in order to equip the individual with the appropriate competencies. These include skills in communication, ethics and even business law.
There are various reasons that have made this career a choice for many individuals. First, the nature of this profession is appealing to every individual who is determined to impact the human society. This is because the career believes in empowering an individual worker and setting him in the right environment that will enable his or her improved contribution to be realized. The profession thus focuses on the whole life of the individual that may prevent his production. This is through personal aspects like training and welfare aspects like health and safety of the worker (Kujala & Lillrank, 2004).
The career further insists on utilization of appropriate leadership skills in order to help an organization achieve a competitive advantage. These are appealing because of various reasons. The professional appreciates the role of all the workers or employees in helping an organization achieve its goals. For instance, a human resource manager who is considered successful is one who is able to utilize proper skills to motivate the organization workforce. This he can achieve through employee involvement in the learning of the organization, which makes them own the organization’s success. This individual also needs to put into practice skills of team building and good communication to help the organization achieve its goals.
For a long time organizations have failed to recognize the importance of their workers. However, with the skills of the human resource managers, organizations can now tap the resources of their workers. This has helped the organizations experience tremendous growth in management and other aspects of an organization.
The other appealing factor in this career is the ability to bring happiness and appreciation in workers of various organizations. When a human resource manager utilizes his skills appropriately, the people he controls in the organization achieve job satisfaction in their areas of work due to the experience of working under good leadership (McNamara, 2011). They develop harmonious passion for their tasks making them to desire the success of the whole organization.
Human resource management is essential in both profit and non-profit organizations. In non-profit organizations, this career seems to be the most important. This is because considering areas like the area of health care, the staff that are responsible are required to control the important health activities. According to Kabene et al (2006), a human resource manager who is able to utilize his knowledge, competence and motivational skills to influence the staff in such an environment is needed.
Conclusion
Finally, the other reason I have chosen this area is due to its empowerment of the individual to explore his or her talent in any area. These skills can be applied in all areas, whether in profit making organization or non-profit organizations as stated above.
References
Ankur. (2009). Human resource management – nature, scope, objectives and function. Web.
Kabene, S. M., Ochard, C., Howard, J. M., Soriano, M. A. and Leduc, R. (2006).The importance of human resources management in health care: a global context. Human Resources for Health, 4(20). Web.
Kujala, J and Lillrank, P. (2004). Total quality management as a cultural phenomenon. Quality Management Journal, 11(4). Accessed from Proquest.com
McNamara, C. (2011). All about human resources and talent management. Web.