Human Resources Job Profile An exciting entry level option in the human resources field is working as a human resources employee. This is how many human resources professionals start out, learning the ropes as the assistant to another more experienced human resources specialist. In today’s business world, human resources personnel work in challenging industries within organizations in the private and public sector. Human resources assistants often have similar tasks as human resources managers, but with much less professional responsibility. If you are considering a career in human resources, you will most likely find the following information helpful. Educational Requirements for Human Resources Generally speaking, employers hire human resources assistants that have at least a diploma relating to business administration. In many regions, having a certification in human resources will provide a better chance of getting hired as a human resources assistant. Human resources is an ever changing field, so having up-to-date skills in business and a general knowledge of employment laws and practices is what you will need to become an human resources assistant. Daily Work for the Human Resources Assistant Human resources tasks can include writing job advertisements, reviewing resumes of applicants, performing interviews, assisting with recruitment, community service and orientation events, or managing the flow of employment paperwork within this department. In some organizations, human resources assistants handle data entry for payroll, benefits administration, employee counseling and safety campaigns. The main areas of HR are: Providing support to line managers in development of job descriptions, person specifications and performance indicators. Maintaining and updating a database with job descriptions, person specifications and performance indicators. Ensuring that all employees are familiar with their job description and have the necessary skills to perform their job. Using Job Analysis as a basis for other HR practices such as Recruitment and Selection, Performance Management etc. Recruitment and selection Liaising with line managers to determine the staffing needs of the organization. Drawing up job descriptions, person specifications, preparing advertisements. Screening applications, setting selection tests and running assessment centers, interviewing and selecting candidates. Monitoring recruitment and selection to ensure the company operates in line with employment law and company policies on equal opportunities and diversity. Performance Management Developing and / or updating the organization’s Performance Management system to ensure that people’s skills, behaviors, and contributions are recognized. Providing guidance and support to line managers so that they can apply the Performance Management system effectively. Organization development and training Analyzing the needs of the organization and of individuals, and designing relevant training and development strategies to meet these Developing induction programmers and appraisal systems. All aspects of training, including designing and delivering sessions, sourcing external trainers, monitoring and evaluating training and identifying how to make it more effective for the organization. Human resource planning - predicting how the organization is likely to change in the future and future staffing needs. It can also involve career management, succession planning, management development and counseling of staff. Employee relations HR professionals develop systems for managers and support them in many areas. They include grievance handling, disciplinary proceedings, redundancy programmers, resolving differences between staff members, liaising with union representatives. Implementing diversity and equal opportunities policies and supplying accurate advice to managers and staff on the interpretation of employment legislation. Managing staff through processes of organizational change such as mergers. Ensuring the organization adheres to legal frameworks in areas such as discipline & grievance, redundancy, and employment law. Pay and Reward Developing and implementing a fair pay, rewards and benefits system for employees. Communicating the pay, rewards and bonuses system to all staff to ensure transparency and openness. Administering payroll systems, conducting job evaluations, analyzing statistical salary data and liaising closely with the rest of the organization. Special Challenges of the Human Resources Assistant Human resources employees are in a unique position as they are there to support the best interest of the company and the employees at the same time. That means human resources employees must be able to handle the politics of work, not get overly personal with anyone and retain a certain level of neutrality in their daily work. At the same time, human resources personnel are expected to adhere strictly to employment laws and policies uphold company goals and objectives while retaining a positive outlook and keeping employee morale levels high. It takes a high level of professionalism to do this every day as a human resources assistant. Benefits and Opportunities in Human Resources Jobs Human resources personnel generally make higher wages than standard administrative employees due to the specialization needed to perform this type of work. However, they have less responsibility for employment processes which are handled by more experienced or senior human resources personnel. Most human resources employees work full time day shifts, except in cases where industrial firms require HR staff to be present for evening shift employees. Human resources assistants can also choose to take on more responsibilities and earn higher wages once the required educational and work experience level is attained. Many HR personnel choose to settle on one favorite aspect of work by becoming payroll, benefits, recruiting or employee support service specialists.