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The profile of human resource jobs in recent years has definitely been much higher than it ever was. This is because human resource jobs have gradually moved away from their traditional administrative and almost operational role. They are now perceived as not just a department responsible for job postings but rather a unit that is an integral part of the organization's strategic think tank. Today, businesses depend on the effectiveness of their human resource managers to ensure that their vision and mission are achieved thanks to the quality of personnel as well as regular employee engagement. As would be expected, this raised has seen an increase in the number of people interested in human resource job openings.

The human resource professional acts as an intermediary in between the sometimes complex mix of job seekers, employees and business management. Anyone working in a human resource role must thus of necessity be a team player since they will have to be part of several teams at any one time. This is crucial in enabling them develop good working relations with employees and continuously keep tabs on their performance and development. Based on this, they will be able to organize for appropriate training programs as a means of filling any gaps identified. This must of course be done proactively to ensure that any potential problems are nipped in the bud before they get out of hand and hinder the attainment of the organization's objectives.

Human resource (HR) officers are, in liaison with unit managers, not only responsible for the 'good' roles of hiring, promoting and motivating staff, but they are also the persons responsible for deciding on and communicating ‘bad' news such as firing an ineffective employees. Of course, firing an employee is only bad for the employee but is ultimately done in the interest of the organization. The HR staff also emphasizes the adherence to organizational ethics, code of conduct, as well as policies and procedures. Human resource professionals work hand in hand with senior management and department-level managers as well as the finance team to agree on establish compensation plans. They come up with structures on salary, benefits, incentives and allowances that employees will receive.



A good grasp of human resource skills are so vital that no chief executive of an organization can be able to function successfully if they do not have a measure of HR skill themselves. In addition, the HR function has longevity because it is one role that an organization cannot do without whether it resides within a HR department or, as would be the case in some smaller organizations, is domiciled in a different department as an additional responsibility to a non-HR manager. This realization is probably one of the many drivers for the many HR job openings one witnesses today.

Even though there is a universal understanding of the core activities that the HR professional is responsible for such as hiring, training and dismissal, actual responsibilities will vary from one institution to another. For instance, in some organizations, HR roles are also the team responsible for public relations and communication.

Because human resource job postings seek out individuals that can relate well with people, a degree in psychology, employment law, economics, management and of course human resources itself would place one in better position of being hired for a HR position. Good communication skills and an inquisitive personality are a plus. In addition, some HR roles such as compensation and benefit will require someone comfortable with numbers e.g. someone with a statistics or accounting background.
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 mediators  employee engagement  objectives  salaries  managers  compensation  missions  senior management  human resource managers  policies and procedures


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