Human Resources Career Research Paper

I want to be a nurse practitioner when I grow up. A nurse practitioner ,or commonly known as NP, can treat and diagnose illnesses and can also conduct lab tests.(“Welcome to Top Master’s In Healthcare Administration”)

The career I chose to undertake as my profession is that of a mechanical engineer. Why do I want to become a mechanical engineer? Well, for starters, I would be able to design, build and possibly repair many various machines and other technologies that are complex. These technologies can range from being already in use on a global scale to new, futuristic designs that are highly technical. Also, this career includes being a sort of jack-of-all-trades, where I would possess knowledge in mathematics, physics, etc. Finally, this career offers me the chance to expand outside my immediate area since mechanical engineers are well desired around the globe as well.

In other words, an HR professional needs to have the necessary ability, knowledge and skills in the field of people management. However, that is not enough. One also has to be able to apply them in a consistent manner, i.e. one has to be professional at all times, at the same, high, level. This means that it is important for a professional to continue to develop his/her competence, taking into consideration the continuously changing environment and demands.

Army leaders must balance the link between the Army’s culture and it’s climate and institutional practices. When there is a proper balance it has a huge impact on the mindset of the Army’s Soldiers. Their actions or inactions impacts the five key attributes of the profession, and the four fields of expertise, and have long term effects on the Army’s culture and climate. These actions influence Soldiers’ perceptions that they are serving professional who have answered the call of service to the republic, it is important that Soldiers understand that their role is a calling and not just a job.

The career in which I am pursuing is Human Service Bachelor Degree, the reason why I am pursuing this career is because of the passion I have for helping people reach their full potential when crossing my path. There was many people who help me along the way throughout my entire life, so I feel it only right to give back. Now before I started attending Saint Leo University my career major switch twice .I was thinking about a career in the hospital such as the HealthCare Management then I went on thinking I don’t just want a degree where I am stuck in one career field. I will like a degree where I can move around throughout my community. According to the national human service.org the social and economic characteristic human service is a professionally

I have been working on my academic career for many years now. I am currently in my third year of community college, and have come across multiple teachers who have helped and inspired me in many ways. A teacher not only teaches the content of their course, but life skills as well. They are kind, caring, considerate, and understanding of their students. A teacher who goes above and beyond for their students is one that will make a difference. One teacher who I believe has made all the difference to me, was my accounting professor.

The assortment of career choices and educational options in the business world cover a wealth of abilities and skills. A logistics expert probably wouldn't fit in a marketing department, nor would a risk manager feel comfortable in sales. When you are looking at business as a whole, it is best to evaluate the opportunities based on what you think your personal strengths are. Here are some examples of how to align your personal attributes with potential business careers.

This study shows the career paths within human resources. It gives an overview of each human resource specialty by explaining in detail of possible duties conducted. It also discusses the strategic human resource planning conducted by a recruiting and selection specialist, training and development specialist, and compensation and benefit manager. Each specialist may conduct his or her duties separately or may cover all areas depending on the size of the organization.

According to Sarah Bernhardt, Human Resource Manager at Carmel Partners, she has twelve years of experience in human resources, an undergraduate degree in management, a PHR certificate, and a SHRM-CP certification. She has been in the role of Human Resource Manager for the past two years. Sarah states that she learned more in her PRR/SPHR courses, than she learned in her college education classes. All of her education has allowed her to perform in her position with knowledge and professionalism that she is acting responsibly and within the law to protect her company and the employees that work at her company (Bernhardt,

I also liked taking the assessments. The career assessments are a great assessment to take for ourselves and also for students who are looking to enter a career. It is great that the career assessment confirmed my beliefs that working as a counselor or in the education field matches my interest. I can’t believe that the unemployment rate is so high. I’m sure this class has prepared you to help the students with their career and college decisions. The websites were very helpful and I will be using them in the future. It was great working with you in this class.

Professional credentials and certifications are—most probably—nowhere as important to professional growth and development as they are now in the Human Resources and Talent Management space. However, there are some valid reasons behind it. Reports of the Bureau of Labor Statistics project that the job prospect for HR managers will see almost 9 percent growth over a period between 2014 and 2024—faster than the usual growth rate of other occupations. Adding to it, the growing war for talent, fast-paced globalization, and emergence of HR leaders as business partners are slowly but surely bringing a shift to the corporate paradigm. These factors are ultimately compelling companies, worldwide,

Working for my education has never been easy. For my first year and a half it was a balancing act between counting out cash drawers as a part time retail manager and spending hours in the library studying for my human biology tests. This experience, however, was eye opening. I suddenly caught myself doing countless hours of research about business related careers, which was fueled by my management position meant to fund my college degree. It was this situation that made me reimagine my goal to be a journalist and propelled me into the dreams of one day successfully running a business of my own. After all, my mother always told me that with my ambitious and outgoing personality, I could one day be a CEO. At my previous school, I had a wonderful

SUBJECT: Information Paper 1. Purpose: To provide facts and overview of the HR Information Systems 2. Facts: a. The Enlisted Distribution and Assignment System (EDAS) is used to manage enlisted assignments, promotions, and personnel information. This system is also used to assist managers when conducting strength accounting, Unit Status Reporting (USR), and personnel readiness management. The EDAS system is used to provide interactive updates capability to post information directly to the Total Army Personnel Data Base (TAPDB) to those authorized users including field users to delete or defer Soldiers.

Since the beginning of time, people have been the most valuable resource available. Regardless of the goal or task, some level of human resource is required. This simple fact has created a vital need for effective Human Resource Management (HRM). Human Resource Management is a function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals (Ivancevich, 2010). As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. The journey to understanding and applying human resource functions covers Equal Employment Opportunity (EEO) and Affirmative Action, Human

Several studies in the field of Human Resource Management concentrate on the importance of a Human Resources Business Partner to the organisation’s performance. Bredin (2008) notes a shift from traditional to strategic Human Resources Management and the implications for the organisation. Ulrich (1997) suggested how Human Resource Management and the role of a Human Resources Business Partner can contribute to an organisation’s competitive advantage. The objective of this literature review is to provide a reasonable understanding regarding the various roles and structures in Human Resources. It looks at changes, barriers, challenges and the implication of those changes faced by a Human Resources Business Partner when moving into the role of strategic business partner.