I came to college undecided. Not just on what I wanted to study, but on if this was the best school for me. Don’t get me wrong, I loved Duluth. It was by far my favorite school, but I felt so much pressure to get everything right the first time; to meet all of my expectations. Soon I learned that when it comes to expectations, they sometimes are set too high. And when something doesn’t go how you expected it to, you get thrown for a loop.
I didn’t expect to be a Human Resource Management major. Honestly, it was not appealing to me at all. I was drawn to business, interpersonal relationships, and helping others, but I couldn’t figure out where all of this fit together. And then BAM! one day someone (actually it was my Strong Interest Inventory assessment) said, “What about Human Resources?” and I said, “What about it?”. So I learned more.
Human Resources is the “umbrella” of all businesses. It is where the development and managing of an organization and its people happens. Some would say that without Human Resources there would be no business. There are 5 overarching sectors to this “umbrella” that stretch across all aspects of an organization.
Recruiting and Staffing
People are a necessity to an organization’s success; without them, organizations wouldn’t exist. But how do you figure out who you want to work in your organization? This is where Recruiting and Staffing come into play. Recruiters look for and “recruit” qualified employees to work for their company and staffing makes sure we have employees whose skills match with open positions. Interviews, phone calls, brochures, questions, job descriptions, and first impressions all happen in this sector of HR.
Compensation and Benefits
No one works for free; aka there is no such thing as a free lunch. If we want people to perform services and do their job, we need to reward them. Compensation and Benefits is the sector of HR that motivates employees. Compensation looks at pay structures, which determine how much money you want to pay your employees for their employment and tasks accomplished. Benefits are the alternative, non-financial parts of a business offered to employees, this includes stock, insurance, paid vacation, etc.
Employee and Labor Relations
Recognizing state and federal laws and abiding by them is the purpose of Employee and Labor Relations. Understanding the government, how it works, and how to maintain positive relationships with your employees are all important tasks for this position. Remaining discreet and ethical is vital in this area of HR.
Safety and Health
Safety and Health HR employees strive to minimize any legal action that might be taken against the company by implementing safety procedures and health guidelines. Their main goals are to provide for physical and mental well-being and prevent work-related accidents.
Training and Development
Training and Development is the first step to helping employees feel at home. So much so, training and development is usually part of the on-boarding process. This includes making connections, navigating new positions, and learning the company culture. Diversity inclusion, performance management, and team building all happen in this sector of HR. Keeping employees up-to-date will allow them to continue to be an innovative part of the company.
If after reading this post you are interested in learning more, check out the Human Resource Major at UMD and talk to your advisor or the department head. Or come into our office and meet with a career counselor. They are more than happy to help you navigate Human Resources and all the nitty gritty details.
Of Possible Interest:
- What are recent UMD grads doing with HR? 2014-15; 2013-14
- What can I do with this major? Human Resources Management
- What can I do with a major in Human Resources Management?
- Career Planning for Business Majors
- Choosing a Major (all our blog posts on the topic)
Photo Source: Unsplash|Jose Martin