The profession of a human resources manager is essential since it is these managers who help build a team, work more efficiently and develop the entire team. Like any specialist, an HR manager needs to possess many important qualities and skills and also be ready for regular updating and expansion of knowledge. The most successful recruitment managers are those specialists who, in addition to essential qualities and abilities, have talent (Amarakoon et al., 2018). There are many directions in the development of professionals in the field of recruitment, and the most attractive are sustainable personnel management, as well as risk management.
One of the most exciting areas of modern HR management is sustainable management. Sustainable personnel management consists of the use of specific practices of working with hiring employees, which are aimed at achieving various goals, including environmental ones (Chams & García-Blandón, 2019). This topic is attractive and promising because, in modern times, environmental issues are among the most acute and require a comprehensive approach to the solution, including on the part of HR managers. For the company to work within the framework of sustainable development, it needs to take some steps. First, it is imperative to pay attention to how the company manages its resources. In addition, it is necessary to define environmental, economic, and social goals to achieve them more effectively (Ahammad et al., 2020). In general, the topic of sustainable development of personnel management is relevant because modern society is moving towards preserving the environment by making efforts in all directions.
Since modern times are characterized by the instability of society and the economic system, the work of HR managers in the field of risk management is of particular relevance. This industry is also called risk management and is characterized not only by a more competent and attentive selection of firm personnel but also by work on strengthening and developing managerial personnel. An example of the work of HR managers in the field of risk management is the recent events related to the COVID-19 pandemic. The tasks of HR managers were to monitor the situation of the spread of the disease, to make a decision on reducing the number of hours spent by employees in the workplace, planning further work of employees and others (Carnevale & Hatak, 2020). In addition to these responsibilities, HR managers need to look for talent to make a long-term succession plan for jobs.
Talent management is of particular interest in the HR management industry. An employee who has specific talents that are necessary for a particular type of work can be a substantial advantage for the company. The need to find and retain talented employees has led to the development of strategic directions in HR management. Often talents are narrowly focused, and in this regard, it is necessary to need a particular co-worker (Ansar & Baloch, 2018). In modern companies, HR managers strive to find and hire talent, but still, this direction has not yet become widespread. This may be because there are not so many talented employees, and often, they independently submit resumes to companies in which they themselves are interested.
The subject experience of BX3054 has given me a lot of helpful knowledge I can apply in my future work. I received information about what skills and qualities a strong HR manager should have. Based on these data, I outlined my goals for improving the skills that are already inherent in me and planned the further development of those skills in which I am not yet strong enough. I also realized how important the role of a human resources manager is for the stable and successful operation of enterprises, and I was also able to trace the changes that the role of a human resources manager has undergone over time. In addition, the subject experience showed me what problems and tasks exist at the current time in the field of personnel management. Based on these data, I was able to form my idea of the work and think through the likely options and trends of future changes in the HR management profession.
In my future career, I will be able to apply my knowledge in two main directions. The first direction is to work on improving the company, and the second is my self-improvement and development as a professional in personnel management. The work on staff improvement will consist in identifying the problems and tasks of the company and defining strategies for hiring employees to improve the current work of the organization. In addition, based on the new knowledge and insights I have already gained, I will be able to outline ways of self-development and further growth as a professional HR manager. When I achieve high results in the field of personnel management, I will be able to transfer my experience and knowledge to co-workers who are just starting their careers. I will be able to become a mentor and give helpful advice that I received both during my training and during work.
In conclusion, HR managers’ work is necessary for enterprises’ successful operations. In modern HR management, there are promising and attractive areas. These areas include risk management, HR management in the field of sustainable development, as well as talent management. The subject experience of BX3054 made it possible to evaluate and analyze current problems in the field of HR management, trace changes in this area, and understand the primary meaning of a professional approach to working as an HR manager.
References
Ahammad, M., Glaister, M., & Gomes, E. (2020). Strategic agility and human resource management. Human Resource Management Review, 30(1), 100700. Web.
Amarakoon, U., Weerawardena, J., & Verreynne, M. (2018). Learning capabilities, human resource management innovation and competitive advantage. The International Journal of Human Resource Management, 29(10), 1736-1766. Web.
Ansar, N. & Baloch, A. (2018). Talent and talent management: Definition and issues. IBT Journal of Business Studies, 14(2), 174-186. Web.
Carnevale, J. & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research, 116(1), 183-187. Web.
Chams, N. & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141(1), 109-122. Web.