Human Resource Management
The role of the human resources professional is evolving as organizations adapt to technological, economic, and demographic shifts. With one of these online courses, gain the latest skills, methodologies, and practices necessary to support and develop an emerging workforce, and make a positive difference in your organization.
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Register for a course in human resource management
Human resources (HR) professionals play a vital role in a business’s success. Not only are they responsible for finding talent, they are also instrumental in creating an engaging work environment in order to attract and retain that talent.1
However, the role of the HR professional is evolving as today’s workplace is affected by transformative economic and technological developments.2 This, coupled with an increasingly multigenerational workforce,3 means that the HR leaders of tomorrow will need to think differently about talent, technology, and training in order to support a workforce that has a more agile and unorthodox approach to work.4
PwC’s 23rd annual global survey of 3,501 CEOs in 83 territories shows that HR’s role in learning and development is one of the best ways to counteract the skills and staffing shortages that come with technological advances, automation, and changes in regulation.5 In addition, businesses that prioritize their HR departments’ efforts to ensure employee health and happiness are twice as innovative, have 40 percent less staff turnover than their competitors, experience double the customer satisfaction, and show 25 percent more profit than enterprises with low employee experiences.6
As more and more organizations realize the importance of HR in overall business success, so too are they recognizing the need for HR professionals with a new skill set geared towards a changing workforce.7 While employment of HR managers in the US is estimated to increase by seven percent in the next decade alone,8 it is essential that HR professionals empower themselves with new abilities, mindsets, and practices in order to take advantage of such opportunities.
GetSmarter offers a range of HR online short courses that enable professionals to study the various fields within HR and earn a certificate from a top-tier university as recognition of their newfound knowledge. From entry-level courses to more advanced strategic learnings, the HR portfolio boasts offerings for both aspiring and existing HR professionals looking to prepare for the future of work.
What is HRM?
Human resource management (HRM) is the management of people within an organization through systems and policies that align staff with the business and increase employee effectiveness in order to maximize productivity.9 Modern HRM recognizes that people are the most important asset in an organization, and HR’s role in managing this resource effectively is a fundamental part of ensuring an organization’s success.
The HR department is responsible for employee, organizational, and career development, as outlined here:10
- Employee development. This involves the support and development of the people within the business. Performance reviews, training activities, and assessments are used to identify employee strengths and weaknesses, and serve as a platform to correct and guide a workforce in achieving the best for the business.
- Organizational development. HR professionals are responsible for creating and developing a healthy company culture and systems that maximize resources – including people – in line with the overarching business strategy. This also includes successfully guiding and equipping the business and employees to deal with external and internal changes in the workplace.
- Career development. HR managers develop career paths for employees within the business and ensure the right people are matched with the right positions.
Careers in HR
The growth rate for HR manager positions in the US is higher than the average for all other occupations,11 and the industry is predicted to continue on an upward trajectory over the next few years.12 With modern HR professionals actively taking part in business decision-making, they are influential in determining how to attract, allocate, and retain talent, and the need for additional competencies.13 Accordingly, organizations are relying on HR professionals to determine the impact of machines and automation on jobs, and how those who have been displaced by new technologies can be reskilled.14
From admin and payroll to learning and development, the HR sector encompasses a wide range of professions and specialties, as seen below:
- Payroll and benefits specialists track employees’ productive hours, calculate what compensation amount is due to them, and process payments.15 They also handle employee benefits and taxes
- HR coordinators, or HR assistants, do the same as payroll and benefits specialists, as well as handle recruitment, training, and workplace safety16
- Talent acquisition managers source, attract, interview, recruit, and on-board new employees17
- HR specialists also handle employee relations, training, payroll and benefits, along with recruitment18
- Training and development specialists plan and provide training to internal staff in the skills and knowledge that they lack.18 Training and development managers create training programs and oversee the training team with the goal of increasing the knowledge and skills of the organization’s employees20
- HR managers, or HR generalists, are responsible for the planning, directing, and coordination of the HR functions of a business21
- HR business partners work directly with the senior leadership of an organization to develop and direct a HR agenda that is in harmony with organizational goals22
- Employee relations managers are responsible for creating and maintaining positive relationships with employees by acting as a liaison between employees and managers23
HR skills and competencies
Traditional competencies such as business knowledge, HR expertise, leadership qualities, and the ability to advocate and drive change in an organization are still key components of an HR role. But as the employees, workplace, and the work itself changes, so too will the nature of skills that are required by current and future HR professionals.
Whether starting out in a career in HR or as a seasoned HR professional, the need to acquire and refresh your skill set is vital in order to stay up to date with trends and developments in the workplace. HR professionals need these skills and competencies to fulfill their responsibilities:
- Technical and analytical skills. HR professionals need to be prepared to navigate and use various technology platforms and systems to support their daily activities. They need to utilize technology to analyze and activate organizational data to facilitate talent attraction and retention, as well as employee engagement. Technology and automation are replacing some of HR's tasks, and HR professionals need to know how to use these systems, analyze data, gain meaningful insights, and tell a story from this data24
- Verbal and written communication skills. HR managers interact with employees in-person, telephonically, and digitally via email or videoconferencing on a daily basis. This requires excellent verbal and written communication skills. They also need to adapt their communication style to be clearly understood by all tiers of an organization’s hierarchy25
- Critical thinking skills. These, and evidence-based decision-making skills, are vital to HR leaders who engage in decisions that need to be objective and impartial26
- Negotiation skills. HR professionals are often required to settle or forge a mutually acceptable agreement between employees, employers, co-workers, suppliers, or clients within an organization. To do so, they need well-developed negotiation skills27
- Leadership skills. Whether an HR professional has direct reports or not, they need leadership skills to empower them in their capacity as coaches, confidants, and performance assessors.28 Linked to leadership is the need for HR strategic skills, so that the HR manager can build a talent strategy that supports the business’s objectives. HR professionals also need to partner with business leaders to address skills gaps and drive organizational transformation29
- Project management skills. When HR professionals introduce new programs or activities that develop employees, they require project management skills to ensure successful planning and execution30
- Design thinking skills. HR professionals need to create and design a workplace environment that people will enjoy being part of, which will improve employee experience, grow customer satisfaction, and facilitate overall business growth31
- Behavioral science skills. These competencies are more important than ever in order for HR professionals to successfully navigate the effects of change that take place with technical advancements in the workplace, while curating cultural changes and fostering authentic employee behavior32
The shifting nature of the global workplace and the need for new competencies has highlighted a skills gap worldwide, with 68 percent of HR professionals in the US struggling to find qualified candidates. As a result, employers are choosing to invest in their existing employees by providing them with opportunities to upskill, rather than recruiting external talent.33 If you are in HR or want to transition into the field but lack some of the skills required, online learning could provide you with the competencies needed as well as the chance to network with other HR professionals.
GetSmarter’s flexible online learning structure allows you to study HR at a pace that suits you, offering dedicated support and personalized feedback as you earn a certificate from a renowned academic institution. Discover strategic and practical HR skills to navigate your workforce through 21st century disruption and business challenges, and meet new demands with an integrated approach to talent, technology, and workforce trends. Whatever your chosen career path or level of experience within HR, GetSmarter’s online courses will help equip you with the skills and competencies necessary to develop and advance in your career.
Sources
1Lewis, K. (Dec, 2019). ‘Preparing for the 2030 labor market’. Retrieved from SHRM.
2Milligan, S. (Oct, 2018). ‘HR 2025: 7 critical strategies to prepare for the future of HR’. Retrieved from SHRM.
3Lewis, K. (Dec, 2019). ‘Preparing for the 2030 labor market’. Retrieved from SHRM.
4Milligan, S. (Oct, 2018). ‘HR 2025: 7 critical strategies to prepare for the future of HR’. Retrieved from SHRM.
5(2020). ‘23rd annual global CEO survey’. Retrieved from PwC.
6Hinshaw, M. (Mar, 2020). ‘Why invest in employee experience? Six (proven) reasons’. Retrieved from Forbes.
7Milligan, S. (Oct, 2018). ‘HR 2025: 7 critical strategies to prepare for the future of HR’. Retrieved from SHRM.
8(Apr, 2020).‘Human resources managers’. Retrieved from U.S. Bureau of Labor Statistics.
9(Nd). ‘Human resource management’. Retrieved from Inc.com. Accessed April 28, 2020.
10(Nd). ‘Human resource management’. Retrieved from Inc.com. Accessed April 28, 2020.
11(Apr, 2020). ‘Human resources managers’. Retrieved from U.S. Bureau of Labor Statistics.
12Ratcheva, V. et al. (Jan, 2020). ‘Jobs of tomorrow: Mapping opportunity in the new economy’. Retrieved from the World Economic Forum.
13Davoren, J. (Nd). ‘The four main stages of how HR has evolved over the years’. Retrieved from Bizfluent. Accessed May 1, 2020.
14Milligan, S. (Oct, 2018). ‘HR 2025: 7 critical strategies to prepare for the future of HR’. Retrieved from SHRM.
15Scott, S. (Oct, 2018). ‘Six main functions of a human resources department’. Retrieved from Bizfluent.
16Heathfield, S. (Oct, 2019). ‘What does a human resources coordinator do?’. Retrieved from The Balance Careers.
17(Nd). ‘Talent acquisition manager’. Retrieved from Recruiter. Accessed April 28, 2020.
18(Apr, 2020). ‘Human resources specialist’. Retrieved from U.S Bureau of Labor Statistics.
19(Apr, 2020). ‘Training and development specialists’. Retrieved from BLS.
20(Apr, 2020). ‘Training and development managers’. Retrieved from U.S Bureau of Labor Statistics.
21(Apr, 2020). ‘Human resources managers’. Retrieved from U.S Bureau of Labor Statistics.
22(Nd). ‘HR business partner’. Retrieved from Bamboo HR. Accessed April 28, 2020.
23(Nd). ‘Employee relations’. Retrieved from Bamboo HR. Accessed May 11, 2020.
24Lewis, K. (Dec, 2019). ‘Preparing for the 2030 labor market’. Retrieved from SHRM.
25Pavlou, C. (Nd). ‘The most important HR skills and how to master them’. Retrieved from Workable. Accessed April 28, 2020.
26Heathfield, S. (Mar, 2020). ‘Evidence-based decision making and why does HR need it?’. Retrieved from The Balance Careers.
27Doyle, A. (Jan, 2020). ‘Important negotiation skills for workplace success’. Retrieved from The Balance Careers.
28Lucas, S. (Apr, 2019). ‘10 skills every HR manager needs to succeed’. Retrieved from The Balance Careers.
29Wiles, J. (Nov, 2019). ‘Gartner top 3 priorities for HR leaders’. Retrieved from Gartner.
30Doyle, A. (Nov, 2019). ‘Project manager skills list and examples’. Retrieved from The Balance Careers.
31(2019). ‘Future of HR 2020: Which path are you taking?’. Retrieved from KPMG.
32O’Boyle, E. (Jul, 2019). ‘HR tech has changed but people have not’. Retrieved from Gallup.
33Lewis, K. (Dec, 2019). ‘Preparing for the 2030 labor market’. Retrieved from SHRM.
Register for a course in human resource management
Human resources (HR) professionals play a vital role in a business’s success. Not only are they responsible for finding talent, they are also instrumental in creating an engaging work environment in order to attract and retain that talent.1
However, the role of the HR professional is evolving as today’s workplace is affected by transformative economic and technological developments.2 This, coupled with an increasingly multigenerational workforce,3 means that the HR leaders of tomorrow will need to think differently about talent, technology, and training in order to support a workforce that has a more agile and unorthodox approach to work.4
PwC’s 23rd annual global survey of 3,501 CEOs in 83 territories shows that HR’s role in learning and development is one of the best ways to counteract the skills and staffing shortages that come with technological advances, automation, and changes in regulation.5 In addition, businesses that prioritize their HR departments’ efforts to ensure employee health and happiness are twice as innovative, have 40 percent less staff turnover than their competitors, experience double the customer satisfaction, and show 25 percent more profit than enterprises with low employee experiences.6
As more and more organizations realize the importance of HR in overall business success, so too are they recognizing the need for HR professionals with a new skill set geared towards a changing workforce.7 While employment of HR managers in the US is estimated to increase by seven percent in the next decade alone,8 it is essential that HR professionals empower themselves with new abilities, mindsets, and practices in order to take advantage of such opportunities.
GetSmarter offers a range of HR online short courses that enable professionals to study the various fields within HR and earn a certificate from a top-tier university as recognition of their newfound knowledge. From entry-level courses to more advanced strategic learnings, the HR portfolio boasts offerings for both aspiring and existing HR professionals looking to prepare for the future of work.
What is HRM?
Human resource management (HRM) is the management of people within an organization through systems and policies that align staff with the business and increase employee effectiveness in order to maximize productivity.9 Modern HRM recognizes that people are the most important asset in an organization, and HR’s role in managing this resource effectively is a fundamental part of ensuring an organization’s success.
The HR department is responsible for employee, organizational, and career development, as outlined here:10
- Employee development. This involves the support and development of the people within the business. Performance reviews, training activities, and assessments are used to identify employee strengths and weaknesses, and serve as a platform to correct and guide a workforce in achieving the best for the business.
- Organizational development. HR professionals are responsible for creating and developing a healthy company culture and systems that maximize resources – including people – in line with the overarching business strategy. This also includes successfully guiding and equipping the business and employees to deal with external and internal changes in the workplace.
- Career development. HR managers develop career paths for employees within the business and ensure the right people are matched with the right positions.
Careers in HR
The growth rate for HR manager positions in the US is higher than the average for all other occupations,11 and the industry is predicted to continue on an upward trajectory over the next few years.12 With modern HR professionals actively taking part in business decision-making, they are influential in determining how to attract, allocate, and retain talent, and the need for additional competencies.13 Accordingly, organizations are relying on HR professionals to determine the impact of machines and automation on jobs, and how those who have been displaced by new technologies can be reskilled.14
From admin and payroll to learning and development, the HR sector encompasses a wide range of professions and specialties, as seen below:
- Payroll and benefits specialists track employees’ productive hours, calculate what compensation amount is due to them, and process payments.15 They also handle employee benefits and taxes
- HR coordinators, or HR assistants, do the same as payroll and benefits specialists, as well as handle recruitment, training, and workplace safety16
- Talent acquisition managers source, attract, interview, recruit, and on-board new employees17
- HR specialists also handle employee relations, training, payroll and benefits, along with recruitment18
- Training and development specialists plan and provide training to internal staff in the skills and knowledge that they lack.18 Training and development managers create training programs and oversee the training team with the goal of increasing the knowledge and skills of the organization’s employees20
- HR managers, or HR generalists, are responsible for the planning, directing, and coordination of the HR functions of a business21
- HR business partners work directly with the senior leadership of an organization to develop and direct a HR agenda that is in harmony with organizational goals22
- Employee relations managers are responsible for creating and maintaining positive relationships with employees by acting as a liaison between employees and managers23
HR skills and competencies
Traditional competencies such as business knowledge, HR expertise, leadership qualities, and the ability to advocate and drive change in an organization are still key components of an HR role. But as the employees, workplace, and the work itself changes, so too will the nature of skills that are required by current and future HR professionals.
Whether starting out in a career in HR or as a seasoned HR professional, the need to acquire and refresh your skill set is vital in order to stay up to date with trends and developments in the workplace. HR professionals need these skills and competencies to fulfill their responsibilities:
- Technical and analytical skills. HR professionals need to be prepared to navigate and use various technology platforms and systems to support their daily activities. They need to utilize technology to analyze and activate organizational data to facilitate talent attraction and retention, as well as employee engagement. Technology and automation are replacing some of HR's tasks, and HR professionals need to know how to use these systems, analyze data, gain meaningful insights, and tell a story from this data24
- Verbal and written communication skills. HR managers interact with employees in-person, telephonically, and digitally via email or videoconferencing on a daily basis. This requires excellent verbal and written communication skills. They also need to adapt their communication style to be clearly understood by all tiers of an organization’s hierarchy25
- Critical thinking skills. These, and evidence-based decision-making skills, are vital to HR leaders who engage in decisions that need to be objective and impartial26
- Negotiation skills. HR professionals are often required to settle or forge a mutually acceptable agreement between employees, employers, co-workers, suppliers, or clients within an organization. To do so, they need well-developed negotiation skills27
- Leadership skills. Whether an HR professional has direct reports or not, they need leadership skills to empower them in their capacity as coaches, confidants, and performance assessors.28 Linked to leadership is the need for HR strategic skills, so that the HR manager can build a talent strategy that supports the business’s objectives. HR professionals also need to partner with business leaders to address skills gaps and drive organizational transformation29
- Project management skills. When HR professionals introduce new programs or activities that develop employees, they require project management skills to ensure successful planning and execution30
- Design thinking skills. HR professionals need to create and design a workplace environment that people will enjoy being part of, which will improve employee experience, grow customer satisfaction, and facilitate overall business growth31
- Behavioral science skills. These competencies are more important than ever in order for HR professionals to successfully navigate the effects of change that take place with technical advancements in the workplace, while curating cultural changes and fostering authentic employee behavior32
The shifting nature of the global workplace and the need for new competencies has highlighted a skills gap worldwide, with 68 percent of HR professionals in the US struggling to find qualified candidates. As a result, employers are choosing to invest in their existing employees by providing them with opportunities to upskill, rather than recruiting external talent.33 If you are in HR or want to transition into the field but lack some of the skills required, online learning could provide you with the competencies needed as well as the chance to network with other HR professionals.
GetSmarter’s flexible online learning structure allows you to study HR at a pace that suits you, offering dedicated support and personalized feedback as you earn a certificate from a renowned academic institution. Discover strategic and practical HR skills to navigate your workforce through 21st century disruption and business challenges, and meet new demands with an integrated approach to talent, technology, and workforce trends. Whatever your chosen career path or level of experience within HR, GetSmarter’s online courses will help equip you with the skills and competencies necessary to develop and advance in your career.
Sources
1Lewis, K. (Dec, 2019). ‘Preparing for the 2030 labor market’. Retrieved from SHRM.
2Milligan, S. (Oct, 2018). ‘HR 2025: 7 critical strategies to prepare for the future of HR’. Retrieved from SHRM.
3Lewis, K. (Dec, 2019). ‘Preparing for the 2030 labor market’. Retrieved from SHRM.
4Milligan, S. (Oct, 2018). ‘HR 2025: 7 critical strategies to prepare for the future of HR’. Retrieved from SHRM.
5(2020). ‘23rd annual global CEO survey’. Retrieved from PwC.
6Hinshaw, M. (Mar, 2020). ‘Why invest in employee experience? Six (proven) reasons’. Retrieved from Forbes.
7Milligan, S. (Oct, 2018). ‘HR 2025: 7 critical strategies to prepare for the future of HR’. Retrieved from SHRM.
8(Apr, 2020).‘Human resources managers’. Retrieved from U.S. Bureau of Labor Statistics.
9(Nd). ‘Human resource management’. Retrieved from Inc.com. Accessed April 28, 2020.
10(Nd). ‘Human resource management’. Retrieved from Inc.com. Accessed April 28, 2020.
11(Apr, 2020). ‘Human resources managers’. Retrieved from U.S. Bureau of Labor Statistics.
12Ratcheva, V. et al. (Jan, 2020). ‘Jobs of tomorrow: Mapping opportunity in the new economy’. Retrieved from the World Economic Forum.
13Davoren, J. (Nd). ‘The four main stages of how HR has evolved over the years’. Retrieved from Bizfluent. Accessed May 1, 2020.
14Milligan, S. (Oct, 2018). ‘HR 2025: 7 critical strategies to prepare for the future of HR’. Retrieved from SHRM.
15Scott, S. (Oct, 2018). ‘Six main functions of a human resources department’. Retrieved from Bizfluent.
16Heathfield, S. (Oct, 2019). ‘What does a human resources coordinator do?’. Retrieved from The Balance Careers.
17(Nd). ‘Talent acquisition manager’. Retrieved from Recruiter. Accessed April 28, 2020.
18(Apr, 2020). ‘Human resources specialist’. Retrieved from U.S Bureau of Labor Statistics.
19(Apr, 2020). ‘Training and development specialists’. Retrieved from BLS.
20(Apr, 2020). ‘Training and development managers’. Retrieved from U.S Bureau of Labor Statistics.
21(Apr, 2020). ‘Human resources managers’. Retrieved from U.S Bureau of Labor Statistics.
22(Nd). ‘HR business partner’. Retrieved from Bamboo HR. Accessed April 28, 2020.
23(Nd). ‘Employee relations’. Retrieved from Bamboo HR. Accessed May 11, 2020.
24Lewis, K. (Dec, 2019). ‘Preparing for the 2030 labor market’. Retrieved from SHRM.
25Pavlou, C. (Nd). ‘The most important HR skills and how to master them’. Retrieved from Workable. Accessed April 28, 2020.
26Heathfield, S. (Mar, 2020). ‘Evidence-based decision making and why does HR need it?’. Retrieved from The Balance Careers.
27Doyle, A. (Jan, 2020). ‘Important negotiation skills for workplace success’. Retrieved from The Balance Careers.
28Lucas, S. (Apr, 2019). ‘10 skills every HR manager needs to succeed’. Retrieved from The Balance Careers.
29Wiles, J. (Nov, 2019). ‘Gartner top 3 priorities for HR leaders’. Retrieved from Gartner.
30Doyle, A. (Nov, 2019). ‘Project manager skills list and examples’. Retrieved from The Balance Careers.
31(2019). ‘Future of HR 2020: Which path are you taking?’. Retrieved from KPMG.
32O’Boyle, E. (Jul, 2019). ‘HR tech has changed but people have not’. Retrieved from Gallup.
33Lewis, K. (Dec, 2019). ‘Preparing for the 2030 labor market’. Retrieved from SHRM.
