While most companies have a Human Resources Department, some have more employees working in this area than others. In one case, a hr generalist career path can lead to a number of different positions within the department. Whereas, the individual may be part of a larger human resources team or, a consultant from outside the company.
Individuals working in Human Resources have both fun and difficult jobs. For example, recruiting, interviewing and screening candidates can often be an interesting and fun process. Whereas, having to let workers go can often be a difficult and sometimes heartbreaking one, especially when the individual has no part in the decision, such as during company downsizing and company wide layoffs.
While layoffs can be difficult, so too can having to counsel an employee about issues when it comes to drugs, alcohol, addiction and failed drug screenings. While this is the case, it is often necessary and can at sometimes save the lives of individuals whom might otherwise not seek help. Whereas, in many cases employees are willing to undergo treatment in order to avoid losing a job.
Whereas, as companies become more competitive, the HR department plays a critical role in the overall success of the company. While this is the case, with the growing aspect of technology, most individuals working in this area now need a technical background. For, areas such as benefits administration, employee recording keeping and payroll all require skills in this area.
As these individuals often bridge the gap between executives, management staff and employees, strong oral and written communication skills are essential. In most cases, HR generalists report directly to upper level management or CEOs. Whereas, while larger companies often have HR teams, smaller companies, family owned and small business owners often hire a single HR generalist whom manages all aspects of the company, including employees.
In most cases, HR generalists are responsible for all aspects of the administrative, compliance-oriented and strategic areas of the company. When it comes to compliance, this includes insurance management, documentation management and compliance with relation to contracts, laws, tax preparation and income tax filings. In addition, this individual might also be asked to represent the company in court with regards to any company related lawsuits.
While some companies are now turning to employee or peer-to-peer performance reviews rather than an annual one, others ask a HR generalist to monitor employees on an ongoing basis. In doing so, the generalists are most often also being monitored to assure the individual is taking the proper approach in communicating with other employees. For, some employees might feel an HR generalist is overstepping boundaries with regards to employee management and supervision if suggestions are not provided in the proper manner.
One of the newest and most important aspects of the generalist's position is to keep employees engaged and interested in the company and associated projects. For, if a worker can feel emotionally connected to the position, the more likely the individual will grow personally and professionally over time. In most cases, this is achieved through providing a positive employer to employee relationship and environment. For example, providing on-site child care, health and wellness programs and skills enhancement often shows employees that companies actually care about far more than job performance.
Individuals working in Human Resources have both fun and difficult jobs. For example, recruiting, interviewing and screening candidates can often be an interesting and fun process. Whereas, having to let workers go can often be a difficult and sometimes heartbreaking one, especially when the individual has no part in the decision, such as during company downsizing and company wide layoffs.
While layoffs can be difficult, so too can having to counsel an employee about issues when it comes to drugs, alcohol, addiction and failed drug screenings. While this is the case, it is often necessary and can at sometimes save the lives of individuals whom might otherwise not seek help. Whereas, in many cases employees are willing to undergo treatment in order to avoid losing a job.
Whereas, as companies become more competitive, the HR department plays a critical role in the overall success of the company. While this is the case, with the growing aspect of technology, most individuals working in this area now need a technical background. For, areas such as benefits administration, employee recording keeping and payroll all require skills in this area.
As these individuals often bridge the gap between executives, management staff and employees, strong oral and written communication skills are essential. In most cases, HR generalists report directly to upper level management or CEOs. Whereas, while larger companies often have HR teams, smaller companies, family owned and small business owners often hire a single HR generalist whom manages all aspects of the company, including employees.
In most cases, HR generalists are responsible for all aspects of the administrative, compliance-oriented and strategic areas of the company. When it comes to compliance, this includes insurance management, documentation management and compliance with relation to contracts, laws, tax preparation and income tax filings. In addition, this individual might also be asked to represent the company in court with regards to any company related lawsuits.
While some companies are now turning to employee or peer-to-peer performance reviews rather than an annual one, others ask a HR generalist to monitor employees on an ongoing basis. In doing so, the generalists are most often also being monitored to assure the individual is taking the proper approach in communicating with other employees. For, some employees might feel an HR generalist is overstepping boundaries with regards to employee management and supervision if suggestions are not provided in the proper manner.
One of the newest and most important aspects of the generalist's position is to keep employees engaged and interested in the company and associated projects. For, if a worker can feel emotionally connected to the position, the more likely the individual will grow personally and professionally over time. In most cases, this is achieved through providing a positive employer to employee relationship and environment. For example, providing on-site child care, health and wellness programs and skills enhancement often shows employees that companies actually care about far more than job performance.
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