People power

Hey there, time traveller!
This article was published 14/09/2019 (2229 days ago), so information in it may no longer be current.

My Facebook account is full of happy faces, children all dressed up with new shoes, clothes and school bags, ready to return to school to learn new things. As well, news reporters have been busy interviewing eager teachers and showing the hard work going into those creative classroom setups. And finally, I’m sure behind the scenes there are many parents who are also happy to see their children finally getting back into a routine.

I’ve also already heard several comments regarding relationships… especially comments such as “Thank goodness he/she likes their new teacher.” It reminded me just how important key people are in a child’s school life.

It also reminded me how important key people are to employee satisfaction in the workplace. While a direct supervisor is definitely a key person, the human resource manager also plays a big role in helping supervisors to ensure compliance with employment legislation and to focus on creating job satisfaction as an employee retention tool.

But, you might ask, who are these human resource folks, what training do they have, how do they contribute to organizations and how can I enter this profession?

Actually, the whole profession of human resource management has grown and significantly evolved over the years. In Manitoba, the first human resource certificate started right after the Second World War when soldiers needed assistance to integrate back into the workforce. Still, these job roles, typically known as “personnel officers,” were very administrative without the opportunity to provide strategic advice.

As well, HR incumbents rarely chose this area as their profession but simply “fell” into the role. And I think I can safely say that between the 1950s and the 1980s, only one in ten organizations employed a “personnel” officer.

Eventually, the term “personnel officer” not only evolved into the term human resource management professional, but also, the profession itself began to play a more important role at all levels of an organization. At the strategic table, a human resource manager can advise and plan for the impact an organization vision will have on employees — including succession, growth or downsizing, reporting and pay structures, change and transition and general employee training. Professionals at this level typically require a master’s degree and years of experience.

As well, the entire field of human resources itself has grown and expanded to such an extent that multiple new job categories have been created, and the educational requirements for each have also grown. Today, young people choose rather than “fall into” the field of human resources, and they also now have the opportunity to explore a wide variety of jobs. These include different roles such as human resource assistant; generalist; co-ordinator; manager; director; consultant; trainer; HRIS professional; employee relations specialist; compensation and benefits specialist; contract negotiator; workplace investigator; and diversity officer.

At a minimum, most of these roles require at least a certificate in human resource management, attained through local community colleges and/or the extension division of a university. Several certificates are also offered through various distance education programs. In addition, many universities have a bachelor’s and a master’s degree in human resource management if individuals are seeking graduate-level education.

In addition, the profession of human resources is also one that invites individuals from other professions, particularly if their educational background and work experience relates closely to the people side of management.

So, as children are returning to school, individuals might also be thinking about exploring the field of human resource management. If that’s the case, just what topics would you study? The following outlines only some of the content of a certificate and/or university degrees.

HR roles and responsibilities — courses in human resource essentials help participants understand the growing complexities of today’s organizations and the role human resource professionals can play in an organization. Programs usually provide an overview and history of the field, the different roles now available and highlighting the key components of the employee life cycle. This course is an introduction to the field and is a good program to help individuals explore the profession.

Employment Law and Policy Issues — knowledge in this area is key to helping organizations ensure compliance with employment standards and human rights legislation. This area is very complicated and is often the highest-risk area for employers, as there must be sufficient reasons for progressive discipline and termination. Having a good knowledge of employment law will enable you to provide solid advice in establishing policies and procedures related to employee recruitment, performance management and termination.

Recruitment and Retention — while this is often thought of as the easiest role in human resources, it definitely is not. That’s because a good deal of work and thinking has to go into decision-making, including assessing departmental needs; identifying criteria; determining how and where to find qualified candidates; legally using social media in recruitment; establishing effective interviewing while applying legal standards; and conducting legal and effective reference checks. Courses in recruitment and retention teach all elements of this subject.

Compensation and benefits — these courses help participants understand the role compensation plays in recruitment and retention as well as job satisfaction. You will learn how to structure a compensation framework, the role of job analysis in creating a pay structure, and how to measure and compensate for performance.

Discipline and dismissal — this is one of the more difficult tasks of an HR professional as they deal with unpleasant issues related to policy infractions, absenteeism, substance abuse, embezzlement, damage of company property, and worse. HR professionals must be very process-oriented and be trained in how to document difficult circumstances. Seek out courses in conflict management and dealing with difficult people.

Essentials of HR Analytics — technology has allowed professionals to use real-time data to track and analyze various human resource management activities. This includes tracking annual time/cost for employee recruitment, assessing employee turnover statistics and its subsequent costs and measuring employee engagement. Overall, data analytics helps assess the effectiveness of HR policies and different intervention. As a relatively new field, this area is growing and will require more qualified individuals with a background in statistical analysis.

Strategic Leadership — educational programs at this level train participants to gain an in-depth understanding of business strategy and operations and to learn best practices for integrating strategic HR practices in your organization. Participants are usually senior leaders who share tools and techniques to be more effective as a strategic partner in the organization.

I have been a human resource professional from many years, transferring in with an educational background and then building up my human resource technical skills. Therefore, I can assure you that human resources is an exciting profession continuing to grow and evolve. It is a profession open to individuals transferring from complementary occupations, but it is also a profession continually adapting technology in order to provide better analytics and advice.

Now that kids are in school and summer is winding down, check out the human resource courses in your area. This profession offers many opportunities.

Barbara J. Bowes, FCPHR, CMC, CCP, M.Ed., is president of Legacy Bowes Group, the author of eight books, a radio personality, a speaker, an executive coach and a workshop leader. Additionally, she is chairwoman for the Manitoba Women’s Advisory Council. She can be reached at barb@legacybowes.com.