Employers With the exception of very small businesses, most companies have someone employed to work specifically in human resources. Large companies, particularly those in the public sector, have several people employed in the personnel and human resources side of the business. Major employers include local authorities, charities, the NHS, corporate, and private sector companies. Career Progression Human resources managers are usually trained on the job or are encouraged to take relevant qualifications out of work, offering plenty of opportunities for career progression and professional development. Useful qualifications include: Level 3 Certificate in Personnel Practice, Level 3 Certificate in Recruitment and Selection, and Level 3 Certificate in Employment Relations, Law and Practice. Any of these certificates qualify for Associate Membership of the CIPD (Chartered Institute of Personnel and Development). There are various work-based training qualifications available, including NVQ 3 in Personnel Support, NVQ 4 in Personnel Management, and NVQ 5 in Personnel Strategy.
Once a manger has a pool of applicants, the selection process can begin.
In general, employers require a good standard of education (GCSES and A Levels) and a desire to work towards a related qualification. The Certificate in HR Administration or the Certificate in Personnel Practice from the Chartered Institute of Personnel and Development are both useful qualifications to work towards. Other relevant qualifications include a BTEC HNC/HND in human resource management, business management, or even psychology. Some graduates with a degree in a non-related subject choose to take a post-graduate qualification in human resources management which, whilst not essential, can be an advantage for more competitive human resources roles. Skills Working in human resources requires individuals to hold a wide range of skills.
XSIQ * Business Management - Human resource management: job specifications for human resource managers Job specifications for human resource managers The role of the Human Resource Manager is often seen indirectly in the job advertisements in the daily newspapers. These advertisements usually contain a summary of both the job description (an outline of the tasks that the HR Manager is expected to perform on the job) and the job specification (an outline of the qualifications, personal attributes and skills expected of a successful applicant for the job) of a Human Resource Manager. Previous | Next
Therefore, finding the right inducements for attracting, hiring, and retaining qualified personnel may be more complicated than in previous years. Keep in mind that recruiting strategies differ among organizations. Although one may instantly think of campus recruiting as a typical recruiting activity, many organizations use internal recruiting, or promote‐from‐within policies, to fill their high‐level positions. Open positions are posted, and current employees are given preferences when these positions become available. Internal recruitment is less costly than an external search. It also generates higher employee commitment, development, and satisfaction because it offers opportunities for career advancement to employees rather than outsiders. If internal sources do not produce an acceptable candidate, many external recruiting strategies are available, including the following: Newspaper advertising Employment agencies (private, public, or temporary agencies) Executive recruiters (sometimes called headhunters) Unions Employee referrals Internship programs Internet employment sites But there's more to recruiting than just attracting employees; managers need to be able to weed out the top candidates.