CW1 Career Research Report Case Study

Introduction: Key Trends Shaping Human Resource Careers Today

This report focuses on basic-level human resource job roles that I can apply for as a college-level graduate. Skill and knowledge requirements that I must adopt for those job roles also seek discussions. This career research's main aim is to focus on patterns and methods I require for adopting skillets relevant to human resource management. Career Research will also focus on specific types of internships, projects and seminars that aspiring human resource professionals need for success in interviews. This research will also focus on recent trends that are prevalent in human resource management segments. Discussion is also done on barriers that graduates can face at the time of interviewing for human resource start-level roles. Moreover, this research ensures provides a remedial measure that needs to be implemented by fresher employees for a successful interview. The main aim of this research is to land students and aspiring human resource professionals in their dream job roles. 

Analysis and Application

Career research ensures state technical, professional skills and certifications requirements distinctly with the help of semi-structured interviews and research journal reviews. 

Secondary Research

General trends which will impact employability in human resource Management fresher job roles 

An important skill that seems to be prevalent in the present day is familiarity with digital tools while one is selecting human resources as their career. As opined by Macke and Genari (2019), Digital skills actively help in saving time and resources which seems necessary for performing multiple levels of human resource tasks. An example of the above fact is an applicant tracking system which is a tool used by professionals in HRM fields at present to match the resumes of applicants with the job specifications. Moreover Greer (2021) states, for this purpose, only professionals must gain knowledge of Kissflow HR Cloud and Zoho people which helps in employee skill assessment, feedback, compensation management, employee sourcing, documentation and delivering increments to employees. Moreover, for these job roles, only employees must have knowledge of setting hybrid work models and data-driven decisions are relevant trends in present business days. Further Van der Heijden et al. (2020) states, HRM professionals must effectively connect with the right employees through the use of professional channels such as LinkedIn, Meetup and Udyomitra. This is also a necessity for fresher job roles in the field of recruiting and human capital management for global organizations. Further Anwar and Abdullah (2021) opines, for fresher level human resource job roles one must be effective in equity, diversity and inclusion policies preparations for attracting the best talents from globe. Virtual team management and active knowledge of automation are other knowledge that human resource fresher’s must contain for probe higher growth after joining as fresher’s. 

Skills/knowledge and experience requirements for fresher level job positions in human resource 

Purpose of entry to human resource job roles, professionals must ensure they develop higher emotional and cognitive intelligence. These skills can help understand employee problems, navigate problem causes and suggest the best possible solutions. Suppose an employee is facing difficulty in interacting with other employees due to cultural barriers. In that situation, the best things human resource professional can do are making that employee work in groups and ensure that other employees behave in friendlier manners. Moreover Smale et al. (2019) opines, for gaining entry into human resource roles one must have knowledge of pay & benefit scales, labor laws and inclusion policies. 

Human resource fresher’s also need to develop active knowledge of excel and other data software which helps them store a record of new joinee, resignations, total promotions, increments and other company data. Human resource fresher professionals must also have outstanding time management for faster induction processes, performance evaluations and increment processes (KSL, 2022). HRM entry-level professionals also need to have better administration skills which help in the management of disciplinary and grievance issues. 

Primary Research 

Q1. Can you please share with the audience the key skill requirements for human resource fresher roles? 

Table 1: Response to interview 1

Q 2. What are the knowledge requirements that must be prevalent in human resource managers?

Table 2: Response to Interview 2

Q 3. What are technical skill sets that you think must be prevalent among HRM freshers? 

Table 3: Response to interview 3

Q 4. Do you think one must do an internship before joining full-time as a human resource associate?

Table 4: Response to Interview 4

Q5. What are the most prevalent trends in human resource management career segments in your opinion? 

Table 5: Response to Interview 5

Evaluation 

HRM Executive Job Role Interest me

The job role I have selected for entry into the human resource management segment is "HRM Executive". This job roles ensure learn core functions and responsibilities of the human resource department with help of this job role. This is principal factor that helps drive interest me in these job roles. Moreover Fahmi and Ali (2022), human resource executive job roles can be helpful for me in learning to maintain the data of employees and generate insights from them. Through these job roles, I can moreover ensure learn a lot in detail about labor laws and ally with company values which seem to help in the preparation of inclusion policies. Reason of preferring this job role 

Relation to potential growth chances 

As an HRM executive, an employee can also able to interact with employees and solve their problems. These are the main inspirations which drag me towards HR executive job roles at present. Through this, I can help an organization grow in the present day and helps organizations reach their future business goals. (Aburumman et al. 2020) states, as an HRM executive one can learn a lot about SQL and other programming languages which help in managing complex payroll processes. Moreover, through this job role, I can improve my advanced excel knowledge and learn its practical applications. Moreover Kost et al. (2020) states, human resource executive positions can be pathways to help professionals working for an organization enhance a balance between their professional and personal life. In one word this job role is helpful for gaining expertise in managing the workforce and organization processes. This can only help me reach higher organization roles in future. 

Reason of preference of HRM Executive role to other employees 

HR Executives ensure that organizations are in alliance with legal frameworks at the time of managing diverse task portfolios. Moreover Ozkeser (2019), this role can help one gain expertise in employee manual preparation and continuously react to new job-seeking employees. This can help detect changing employee expectations and streamline an organization's policies that. Human resource executives are a professional who prepares pay slip and employee contracts (Bagdadli and Gianecchini, 2019). Moreover as a human resource manager, one can also gain knowledge about Boolean Search, and SDET tools which help in employee relationship management and tracking their progress rates. Moreover Ainslie and Huffman (2019), as HR executive one can ensure they learn deep knowledge in AI tools and technologies which seems applicable in performance metrics and engagement surveys. This is the reason I prefer this job role to people who always have dreams to help people with impending own professional growth.

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Reference 

Abdeldayem, M.M. and Aldulaimi, S.H., 2020. Trends and opportunities of artificial intelligence in human resource management: Aspirations for public sector in Bahrain. International Journal of Scientific and Technology Research, 9(1), pp.3867-3871.

Aburumman, O., Salleh, A., Omar, K. and Abadi, M., 2020. The impact of human resource management practices and career satisfaction on employee’s turnover intention. Management Science Letters, 10(3), pp.641-652.

Ainslie, P.J. and Huffman, S.L., 2019. Human resource development and expanding STEM career learning opportunities: Exploration, internships, and externships. Advances in Developing Human Resources, 21(1), pp.35-48.

Ali, Z., Mahmood, B. and Mehreen, A., 2019. Linking succession planning to employee performance: The mediating roles of career development and performance appraisal. Australian Journal of Career Development, 28(2), pp.112-121.

Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.

Bagdadli, S. and Gianecchini, M., 2019. Organizational career management practices and objective career success: A systematic review and framework. Human Resource Management Review, 29(3), pp.353-370.

Fahmi, I. and Ali, H., 2022. Determination of Career Planning and Decision Making: Analysis of Communication Skills, Motivation and Experience (Literature Review Human Resource Management). Dinasti International Journal of Management Science, 3(5), pp.823-835.

Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.

Iis, E.Y., Wahyuddin, W., Thoyib, A., Ilham, R.N. and Sinta, I., 2022. The Effect of Career Development And Work Environment On Employee Performance With Work Motivation As Intervening Variable At The Office Of Agriculture And Livestock In Aceh. International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS), 2(2), pp.227-236.

Kost, D., Fieseler, C. and Wong, S.I., 2020. Boundaryless careers in the gig economy: An oxymoron?. Human Resource Management Journal, 30(1), pp.100-113.

KSL, M., 2022. Career Development and Management.

Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource management. Journal of cleaner production, 208, pp.806-815.

Ozkeser, B., 2019. Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, pp.802-810.

Smale, A., Bagdadli, S., Cotton, R., Dello Russo, S., Dickmann, M., Dysvik, A., Gianecchini, M., Kaše, R., Lazarova, M., Reichel, A. and Rozo, P., 2019. Proactive career behaviors and subjective career success: The moderating role of national culture. Journal of Organizational Behavior, 40(1), pp.105-122.

Van der Heijden, B., De Vos, A., Akkermans, J., Spurk, D., Semeijn, J., Van der Velde, M. and Fugate, M., 2020. Sustainable careers across the lifespan: Moving the field forward. Journal of Vocational Behavior, 117, p.103344.