Mark Izzo Interview Essay

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

In every business or corporations, the human resource department has a minimum 3 step course requirement to fulfil; planning of staffing needs, recruitment and evaluation, and balance in training, performance and demand (Lorrette, 2015). The goal of the HR management is to achieve the highest level of job satisfaction and dedication among employees which helps retain the employees who can perform the job (Louis E. Boone, 2013). Thanks to technology

HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

Throughout our course in HR management, our professor Marie has always said that we should reverse our roles and to wear our HR hat to learn what HR was all about. And in this regard, our guest speaker AJ Henry brought forth an impactful speech that really gave me a strong ability to conceptualize what HR can do to facilitate and foster strong leaders. Not only was AJ effective in his examples and demonstrations, he amazed me how as a HR representative of a 70-billion-dollar company (Target), could be so funny, honest, and caring.

This report will demonstrate my understanding of the knowledge, skills and behaviour required to be an effective HR practitioner, knowing how to deliver timely and effective HR services to meet users needs. Reflecting on my own practice and development needs and maintaining a plan for my own personal development.

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,

As the world is turning out to be more aggressive and unstable than any other time in recent memory, producing based enterprises are looking to increase upper hand at all cost and are swinging to more inventive sources through HRM practices (Sparrow, Schuler, & Jackson, 1994). HR practices has been defined by (Smallbusiness.chron.com, 2016) as “the means through which your human resources personnel can develop the leadership of your staff.”

Secondly, human resource is an important aspect of business; most of organizations nowadays view people as their most valuable resources. In fact, the part that intrigued me was the challenges derived from the changes in function and structure of HR department. HR is becoming a need for every aspects of day-to-day management, and job-seekers would find their jobs require more of generalists with more skills and competencies to perform multi-tasking (Larsen & Brewster 2003). Those are challenges as well as potential, on which you could learn and develop yourself.

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge.

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

Human Resources Management (HRM) has many applications in the business world. This paper will identify three key lessons learned about HRM. It will also outline how these concepts can be applied in the real world to enhance professional effectiveness. This paper will then tie together how these lessons relate to effective HRM concepts, practices and systems. Lastly, this paper will outline specific thinking and behavior changes as well as actions that will lead to successful implementation of these key lessons learned into daily management practices.

“Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing