Question 1

Career Outlook for those who wish to enter the Field of Human Resources
Human resources management is the activities and strategies that HR professionals
use to manage people in an organisation to meet the organisations goals.
Human resources professionals are in charge of recruitment, interviewing, selection,
hiring,

training

and

development,

employee

remuneration

and

benefits

administration, implementing disciplinary procedures, induction of new employees,

employee relations and performance management.
To work in human resources, HR professionals must have certain skills such as
having a strong sense of ethics, a good eye for detail, negotiation skills,
communication skills, organisation skills, writing and listening skills, people skills,
problem solving skills, time management skills, judgement and decision making
skills, good coordination and a great interpersonal skills. HR professionals have to
be team builders, practice fairness and multitasking, have the ability to influence
others and have the ability to formulate strategies.
Job titles for human resources professionals are human resources advisors,
recruitment consultants, human resources analyst, workplace relations advisors, etc.
Strategies to Break into the Field Human Resources
Getting in HR with little or no experience is very easy since there are many ways to
get into HR with no or little experience such as volunteering and internships.
Volunteering
Contributing to a local community or non-profit company can build skills which
professionals can use later on to their professional advantage. Volunteering can offer
professionals chance to learn about related careers in the fields that they wish to
pursue in HR.
Internships
Students who are working towards a graduate or undergraduate degree can use
internships to build experience. Colleges and universities have the ability to

introduce students to potential internship opportunities. Since internships have the

ability to turn into a job opportunity, it is best to do research about the business.

Question 2
A job description is a written statement that summarizes what a job is about. This
includes the major duties and responsibilities of a job which are the nature, purpose
and level of work. It is also entails the job specification which is required to perform
the job such as knowledge, skills, abilities and ethical behaviour. A job description
states the working conditions like the heat, light, noise and other hazards.

Qualities of a Well Constructed Job Description

A job description consists of:

The job title- Tells you about the job title, code number and the department

where the job is done.

The nature and scope of the job- This is the purpose of the job and what the
job requires to get it down.
The reporting relationship- This is who reports to you or who you report to.

Key areas of responsibility- Refers to the departments or areas which the

employee will be responsible of.

Who the employee consults with- This will include the supervisor, manager
and staff.
Terms of employment- These include work schedules, physical
environments, background checks and required licenses.
Qualifications- This is needed to perform a job accurately.
Salary and allowances- These include telephone or car allowance and is
used to attract potential applicants.
Work schedule- Consist of the overtime and hours of work required.
Department A department is a core section of a company in which the
selected applicant will have to work in.

A job description is important as it enhances productivity since it outlines the

roles and responsibilities, makes hiring easier, the annual reviews are more
effective, wrongful termination claims are easier to defend against and

termination for the lack of ability to do the job easier. It makes it easy to
communicate the job expectations to the employee, helps to set goals, it helps
to create plans for the business such as succession planning and training and
development planning, it sets in competitive pay rates, it can be used to
evaluate employee performance and it can be used to manage the tasks and
workload of employees.
Question 3
Diversity can be defined as groups of people from different race groups who
come from different backgrounds, have different interests, traits and have
experiences. Diversity also includes the different skills and abilities of people.
Well in simple terms, diversity is the many differences among different groups
of people who are of different ages, come from different cultures and religions,
are of different gender, have different economic statuses, etc.
The importance of diversity training to HR Management
Meaning of Diversity
Diversity training is a programme designed to make employees more aware of
skills, knowledge, communication and cultural awareness that would benefit
the business.
Importance of Diversity Training
HR management value diversity training since it helps to prevent civil rights
violations, increases the inclusion of different identity groups and it promotes
better team work.
HR management sees diversity training important because it helps employees
recognize and be tolerant of differences among co-workers.
4
Diversity training is an opportunity for HR Management to educate employees
about diversity. It helps employees to accept differences among co-workers.
HR management use diversity training to break down the barriers that prevent
diversity so workers can work together as a team.
Impact of Diversity Management
Diversity helps to increase one of the main challenges of a business which is
increasing the level of productivity. Diversity helps to make the employee feel
like they belong in the organisation and makes the workers even more loyal
and hardworking which increases productivity.

Examples:
Workers of different cultures and races working together in a team to
accomplish a common task in the workplace.
This will increase productivity since the workers are working together to
complete a task because they recognize the worth of the employees in the
team.
Management taking into account the compensation of an employee,
health care and employee makes the employee happy and more willing
to work in the organisation.
This will increase productivity because the employee will be happy to work in
.

the company and feel like they have a need.

Question 4
Human resources involves the activities that HR management use to recruit,
retain and motivate their employees in the organisation. These activities
include recruitment, screening, selection, training and performance
appraisals, developing public relations, maintaining work atmosphere and
managing conflicts or disputes.
Recruitment
5
This involves management coming up with plans and strategies for hiring the
right person with the right skills and qualifications for the job at the right time.
Managers formulate the job description and specify the tasks assigned to him
or her.
Training
Management evaluates employees performance to decide if employees might
need training. Management will assist in training the hired employee to
sharpen his or her skills as management knows what skills employees need
to work on. This will help the employee to develop new skills or specialise in a
certain skill.
Performance Appraisals
Management evaluates how well employees have performed their jobs
compared to the set standards. Employees are therefore informed of their
performance and how they could improve their performance. This involves the
quality of products, services, etc.

Disputes
If a dispute arises between an employee and employer, the affected person
will have to report this to management. Management will try to solve the
dispute as soon as possible by going through a grievance processor.
Management will listen to the employees grievance and will than take further
actions to compile solutions to deal with the problem in hand.
Developing Public Relations
Public relations managers create a good reputation for the business by
posting the good activities that the business performances in media,
newspapers, etc.
Selection
Managers participate in the selection process of the best candidate from all
the participants, based on qualifications and skills.
Maintaining the Work Environment
Managers look out for the safety and health of the employees working in their
department. They make sure that employees comply with the working
conditions by using protective gear when working in hazardous environments.
6
Introduction

There is huge demand for HR professionals since they are needed in every
company. HR is used in every sector in the environment since there are many
different jobs found in HR which is going to be discussed about later on.
There are ways to get into a job in HR if you intend of looking for an HR job without
experience. This ways should be investigated thoroughly since it may become useful
to you.
A job description provides an overview of the job and is used to attract potential
candidates who will apply for the job after reading the job description. Therefore a
job description is very significant for attracting applicants.
Diversity training is very important to a business as it promotes equity. An
organisation can perform diversity training in many ways that will benefit the
business. It will also encourage workers to learn more about cultural differences.
Human resources performs many functions in an organisation that helps the
organisation reach its organisational goals. HR prepares strategies for the future and

present and is concerned about people. HR retains and attracts people as one of
their functions.

1
Conclusion
I would recommend who want to embark on the career path of human resources to
investigate the different kinds of jobs found in human resources before jumping into
a career that might not be for them.
If you want to be a human resource manager, you better be a peoples person.
It is best to know what skills you have and what skills might be needed to become a
human resource manager. You can compare these skills and check if you will be
suitable as a human resource professional.
Ask around with people who are human professionals about the careers as a human
resource professional.

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References
http://www.csb.gov.hk/english/publication/files/e-hrmguide.pdf
https://www.hr.uic.edu/UserFiles/Servers/Server_2716/File/d_hiring/guide_writ
ing_jobdescriptions.pdf
http://www.chinacsrproject.org/Uploads/%7BEA74A6EC-FCD4-4699-B0EDFE83A70F854D%7D_Costs%20and%20Benefits%20of
%20CSR_20120615.pdf
http://edis.ifas.ufl.edu/pdffiles/hr/hr02200.pdf
http://www.agmanager.info/hr/management/Everything_HR.pdf

Contents Page

Content
introduction
Question 1:
Career Outlook for who wish to Enter

Page Number
1
2-3

the Field Human Resources

Strategies to Break into the Field
Human Resources
Internship
Volunteering
Question 2:
Qualities of a Well Constructed Job
Description
Question 3:
The importance of diversity
training to HR Management
Definition of Diversity Training
Impact of Diversity Management
Question 4:
Recruitment
Selection
Training
Performance Appraisals
Disputes
Developing Public Relations
Maintaining the Work Environment
Conclusion
References

3-4

4-5

5-6

7
8