I Want to Work in ...... HR (Personnel Management)
Human Resource Management (HRM), also known as Personnel Management, is not social work!
|How to select the right person for the right job
Put one hundred bricks in a ten by ten rectangle on the floor of a closed room with an open window. Then send two candidates into the room and close the door.
Leave them undisturbed in the room for two hours, then go back into the room to analyse the situation.
And then last but not least, if they are gossiping with each other and not a single brick has been moved, congratulate them and assign them to Senior Management.
- It may involve: organisation and manpower planning, recruitment and selection, termination of employment, training and development, industrial relations, job evaluation and employee services.
- Any degree subject is normally acceptable, although law, psychology and business-related degrees (particularly if you have taken a module in HR) are often seen as being particularly 'relevant'. A scientific or technical background can be an asset in some organisations.
There are three main routes for graduates into HRM:
- Through a graduate training scheme. The most competitive route in. Apply very early in your final year – use graduate directories www.kent.ac.uk/careers/graddirectories.htm to find out about employers recruiting in this way
- Following a postgraduate course There are a number of Masters degrees and postgraduate diplomas in HRM.
- Through a junior role such as Personnel Assistant. This will help you to gain relevant experience that will allow you to progress in your career. Jobs may be advertised in the local press, through recruitment agencies or through websites for specialist industry sectors such as www.jobsgopublic.com for the public sector.
Employers: any employer with a sufficient number of employees to justify a specialist personnel section may employ HR managers: e.g. manufacturing or service industries; local government; health authorities; universities and colleges; commercial organisations.
Competition for vacancies in HRM is invariably keen and applicants therefore need to be strongly motivated towards this work; to demonstrate that they have considered what the work is likely to involve and whether they are personally suited. Try to shadow a personnel manager, get office experience.
According to the Frazer Jones Global HR Workstyle Report the UK has the best work/life balance compared to other countries with 77% saying they are happy with their work/life balance. 93% of respondents are satisfied to be working in HR, and 72% would select HR as their chosen career if they started again.
The UK, is however, the least content with their work. 13% said their job satisfaction was poor or very poor: the highest of the regions surveyed. Only 44% of UK respondents believe the function is exceptionally or highly valued, while 13% feel it is not valued at all.
Large amounts of applications but many of poor quality
The Graduate Recruitment Insights 2014 report found that HR had the worst application to hire ratio of any main graduate job function. On average HR sees 277 graduates apply for every position.
This huge amount of applications for a small amount of posts can make it difficult to select. A lot of companies struggle to recruit good staff as it is seen as an easy option by those with non-vocational degrees or who have done limited research with crude statements such as: ‘I want to work in HR because I am like working with people’ common.
PROFILE: Personnel Manager
INVOLVES: organisation & manpower planning, recruitment & selection, disciplinary grievance & appeals, termination of employment, training, management development, Industrial relations, contracts of employment & job descriptions/evaluations, payroll/database management, employee services administration, welfare/sickness absence management/ maternity/special leave.
PROFILE: Equal Opportunities Officer
INVOLVES: Assessing & implementing the equal opportunities policy of the employing organisation. Conducting case work, chairing & attending meetings, providing guidance to groups or individuals.
PROFILE: Training Manager
INVOLVES: Training in people management skills at all levels, training, planning & designing training courses & programmes. Developing trainees.
|People who do lots of work...
Make lots of mistakes
People who do less work...
Make less mistakes
People who do no work...
Make no mistakes
People who make no mistakes...
That's why I spend most of my time in meetings & taking long coffee breaks, I need a promotion!
- Chartered Institute of Personnel and Development www.cipd.co.uk The site includes:
- Careers brochure www.cipd.co.uk/binaries/careers-pack-proof-5_2014.pdf
- Video interviews with real people working in HR in different roles and at different stages of their careers www.cipd.co.uk/cipd-hr-profession/hr-careers/hr-interviews-videos.aspx
- Useful tips for CV, application form and interview success www.cipd.co.uk/cipd-hr-profession/hr-careers/careers-advice.aspx
- Qualifications www.cipd.co.uk/qualifications/default.aspx
- Directory of training programmes www.cipd.directory/contents
- Links to the latest HR jobs http://hr-jobs.peoplemanagement.co.uk/
(this includes the link to the e-directory)
- Prospects Occupational Profiles for Personnel Officer, Recruitment Consultant and Training Manager can be found at: www.prospects.ac.uk/links/EmpHRMan
- HR Grapevine www.hrgrapevine.com/markets/hr superb HR information site
- CIPD magazine “People Management”. Online at www.peoplemanagement.co.uk
- Barclay Meade www.barclaymeade.com/hr-jobs HR jobs
- Changeboard www.changeboard.com Recruitment/HR jobs and advice
- Amanda Wright www.amandawright-rec.co.uk specialise in HR as well as recruitment for the recruitment industry.
- LG Jobs www.LGjobs.com current vacancies in local authorities all over the country. Search on "Personnel Assistant" or similar to find a number of entry level posts suitable for new graduates.
- Working as a recruitment consultant has many similarities
- HR professionals love their jobs more than anyone
- PRACTICE INTERVIEW for Personnel Management
Last fully revised 2015