Term Paper :-)

Kymm

Am looking for thoughts from you all in HR - will be doing a very "casual" interview with a college student on being an HR Manager - below are some of the questions and would love your input - thought it may be good to bring a few different "opinions" to the table! 1)How do you see the job changing in the next 5 yrs? Any new trends that will be "out in front"? 2)What advice would you give someone entering this field? 3) What skills are most important? 3)What type of education/training are needed to be productive in HR and do you feel the education requirements will gor & become more specific? 4) Any "special" courses in college that would be beneficial to this career? 5) What personal qualities or abilities are important to be successful as an HR Manager? Ok.. guess that should do it... As I have been with the same company for close to 15 years, I sometimes feel a little "out of the loop" in what companies are now looking for when they hire an HR Manager.. will welcome your input! Thanks so much.

Crout

I would say that the biggest change is in education. A LOT of us who have been in this field for a few years started out in a different direction and sort of ended up in HR. There are now more and more people who are grauduating with a degree in HR. Today, I'd say the the best way educationally to prepare to be an HR manager is to get an MBA with a concentration in HR.

marc

And don't forget the value of a service like the forum. The value of being able to poll the opinions and knowledge of this group of professionals cannot be understated.

Elle

I have always known that I wanted to get into HR. My degree is in management and my university offered classes specifically HR related in order to obtain that degree. HR is now briefly touched w/all business related degrees. I don't think that an HR professional needs a master's degree, instead I think that the individual should have great analytical skills and the ability to keep up with business trends and federal/local regulations.

And of course, the most important...great communication skills and the ability to listen carefully.

rad

hi Kymm. Aside from working in HR, I am also working towards my Masters in HR so I've conducted a few of these interviews myself. Here are a few things that have really stuck with me... (I graduate in May, hooray for me!)

Employee Self Service - web based applications that take the place of paper forms and phone calls to HR. Also Manager Self Service...

Web based HR applications in general - do you go with an ERP or ASP? Or something homegrown?

Recruiting - Title VII, posting jobs, job descriptions, employer markets vs employee markets and how to retain top talent, non-citizens and the visa processes.

Managing employees in an unsafe world since 9/11.

Unions, unions, unions

Important skills -

Communication, I think thats a gimme.
Analytical skills - avoiding the temptation to jump to conclusions.

Classes to take -

HR Law - an overview class can't hurt anyone. I took one and learned the least I need to know. I kept one book and it is very well-thumbed...

Training and Development - those who can't, need to learn to teach! Especially other adults...

Hope this helps.

Dasher

You already have some great responses. I will only add that securing certification (either PHR or SPHR) will add validity to your position as HR Manager, especially for small organizations where you have to wear so many hats. I returned to school to get HR specific courses and then sat for the SPHR. As tough as it was -- well worth the trouble.

It also helps if the HR Manager knows how to handle people (drama) and situations. I don't care what anyone else says -- intuition is also a big help (once you know the laws and policies, of course).

marc

Congratulations on your impending MBA Rad, way to go!

rad

Thanks Marc! I am very excited and look forward to getting way more sleep. It will actually be a MS in HR; I think its fantastic that there is a Masters Program just for HR professionals. If you are interested in seeing what kinds of topics are covered, I go to Suffolk University in Boston - [url]www.suffolk.edu[/url].

Whatever

There is no way I would predict what is going to happen in the next five years. I expect many changes--particularly in issues relating to health insurance and retirement benefits.
I'm not too sure a MBA is needed. At least once every other year, I take a refresher course at a college to make make sure I'm as up-to-date as I like to think I am. Do a lot of reading. HR is in constant flux and, therefore, it is important to keep up with all the changes that are happening and to be willing to make changes. In spite of all the complaints, you have to like people.

Rockie

If I had it to go over again, I'd get a double major in Human Resources and Law.

pork1

KYMM: Let me advocate the ability to speak the language of the world of work in which you are currently living. In my HR world, I have been able to come on-board and with a clear understanding of the need for me to be integrated into the corporate body and learn very quickly to speak the language of the company.

I am sure with my outstanding abilities and wonderful resume that I would just step in as the HR and they would soon be "speaking my language, as I teach them all to speak HR"!!!

In the interview process you must get to this characteristic and choose that person that gives you the destinct impression that the "HR must integrate into the corporate world and then wrap the company with HR services blankets for the best overall results."

If the interviewee has all these HR certifications, degrees, diplomas, and overpowering HR speech look for the "application success". Success in our HR world is best found in those that have done something of value with the HR knowledge. How many Leadership courses, supervisors, and management courses of instruction has the HR candidate developed and presented to a structured group within the company or some other form has this interviewee personally presented? How many HR/people issues has the interviewee conducted and what was the outcome? Does the person work for money or for recognition of the value of the HR function that one brings to the team?

I have experience now in military, retail, carpet manufacturing, beverage manufacturing, community counselling (mentally disadvantaged in manufacturing), and now the production of the other "WHITE MEAT" and speaking the language of each of these different vocations was critical in my abilities to do good in the HR arena!

Keep us posted on how it all comes out!

OH, and make sure they all eat PORK because it makes everyone smarter and much easier to get along, I have not found a HOG that is full and unhappy!

May we all have a Blessed day! I have been away for up-grade of our computer system and have not been able to join the efforts here! But I'm back and glad to be here. Ya'll must have stopped eating PORK for the price to us has dropped 20 cents per pound while the gas prices have been shooting up. You still got to eat as well as buy gas, so buy PORK so we can pay for this new computer system.

PORK

TN HR

All very good responses. I would add:

1-Focus on workforce planning. We're about to enter a new dimension as the baby boomers begin to exit the workforce and generation X'ers begin their climb and the new class comes of age. This will force many changes.

2-Think about the merger of generalists and specialists. While some areas will have to stay one-dimensional, most of the strategic function of
HR will require us to have a deeper knowledge of areas where we've relied on the specialist role.

3-Understand the latest trends in healthcare and group benefits. This bucket keeps getting bigger and bigger. Start learning about consumer driven healthcare and how to implement cost savings into your group. Stay on the cutting edge of this arena. This, to me, is the most important aspect of change for HR in the future.

Gene

rad

Excellent point with #1. Not only will the face of the workforce change, but so will the mentality. Baby boomers got jobs and expected that job for life, remaining loyal to their employer to a fault. Gen X-ers are looking out for themselves. They know full well that the nature of today's market could leave them jobless in a moment and are fully prepared to keep thier options open.

As an employer, how does one prepare to possibly lay off employers who thought they'd die with their current employer and assist them with a new job search?

And conversly, how does an employer keep their talent from thinking the grass may be greener?

These are general statements, as a 35 year old I'm not sure where I fit.

Ethel

Lately I have been in a quandry as to what to tell young people that ask about going into HR work. Why? Because of all the uncertainties and the constant, constant changes. Being degreed in HR is an assest but as was stated HR & Labor Law is preferable. Outsourcing is certainly a growing industry and will be a big factor for life in HR, with automation, there is also the probability that HR depts will be smaller with fewer doing more. Excuse my rambling, but these are all thoughts that I have been mulling -- thanks for allowing me to vent.