Outsourcing In Your Business: Pros And Cons


Outsourcing is a normal part of today’s modern economy.
Companies and organizations hire services of other companies to do specific works. Not just that, there are a lot of books, articles, literatures and seminars with outsourcing as the topic.

Outsourcing garners both positive and negative feedbacks. It has its own advantages and disadvantages. However, most of the time, the advantages or disadvantages depend on the situation.

Pros Of Outsourcing

Outsourcing has been the source of many debates and discussions by both workers and the media especially in developed countries. These kinds of discussions however may only be temporary and may die down in the near future as the perspective of people mature.

One way of looking positively at outsourcing is the mere fact that it can help companies and organizations cut cost as well as it can give them the edge over other competing companies. Outsourcing also provides opportunities for other people to showcase their skills and talents in producing high quality products.

Basically, the main advantage of outsourcing is in the facet of finance. By outsourcing several functions of a company, operational costs can be cut down. In fact, operational costs can be cut down to as high as fifty percent when outsourcing. Why? First, companies can avail of cheaper but nonetheless very efficient labor. Second, since the company does not need to provide training anymore for a specific function, they can remove the budget for training.

Another pro of outsourcing is getting better results or output. Remember, you are hiring a person or an organization that specializes in a specific task. These organizations have the knowledge as well as the tools to efficiently do a specific task or job.

Focus is also another pro of outsourcing. Instead of the company focusing on non-core functions, they can put all their efforts on the core – the more important aspects of the business. This is because all the non-core functions are already outsourced to other companies.

Cons Of Outsourcing

There are some people who see outsourcing as a disadvantage rather as an advantage but this probably because this idea is quite new especially in newly developed countries. But the truth of the matter is, there are actually several cons in outsourcing.

One of the most controversial aspects of outsourcing is trust. When hiring a certain company for their services, you need to be able to trust them that they will do the job as ordered or that they will provide you with very good results. Trust is also needed especially when it comes to confidentiality. A certain hired company may stab you in the back and sell information to some of your company’s competitors. Though these are rare circumstances, they do and can happen.

To Outsource Or Not To Outsource

To outsource or not to outsource: that is the question. Given the facts – the pros and cons of outsourcing, should your company outsource or not. As have been said, this all depends on the situation. If a company has the ability to stand alone by itself since it has all the tasks covered, then there may not be a need to outsource tasks.

However, if you think that the company needs to put more effort on the core competencies of the company rather than the non-core aspects, then you may opt to go for outsourcing.

Human Resource Outsourcing Services: Providing Experts for Your Company

Human Resource Outsourcing Services: Providing Experts for Your Company

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Do you lack experts and time in your company to get the job done? If you do, then you need to outsource human resource tasks to an outside company. This means that you need to hire a company to do some of the job your company has to do in order for profit to grow.

It is a fact that some of the jobs that you need to do require professionals. However, if you hire a professional in your company, it will usually be too expensive and will take a lot of time. If you outsource it to outsourcing companies and freelancers, you will be saving a lot of money in terms of salaries.

Human resource tasks, such as payrolls, benefits administration, business processes and employee management are now outsourced to other companies, usually offshore, in order to save on business expenses. Human resource outsourcing is now becoming a booming business in other countries, such as China, Philippines, India and other developing countries. They offer cheap and quality services for companies who are outsourcing human resources.

Since outsourcing saves a lot of money, your company will be able to cut costs in human resource jobs. Also, there are a lot of professionals in these developing countries that are competent and are qualified to do your human resources jobs. They will be able to provide you with quality services at a very competitive price.

Another great thing about outsourcing your human resources jobs is that it will allow your company to focus on more important factors than human resources. It will effectively let you manage your company’s priorities more efficiently.

Your company will also be able to save a lot of money on building your own in-house human resource department. This is because the outsourcing companies already have the technology and you don’t have to invest a lot of money by developing your own in-house human resources department. The outsourcing company will be the one to provide the technology for you. They will only charge you with the services they do.

However, with all the advantages that human resource outsourcing can provide you, there will always be some disadvantages.

Since you will be letting other companies handle your human resources jobs, you will be providing sensitive information to them. Make sure that the outsourcing services you hire has a strong organization that will be able to keep your company’s information, whatever it is, confidential.

Another disadvantage is that when you outsource your human resource department, you will be directing your clients to the outsourcing company. This means that you will be losing direct communication with your clients and it might weaken your relationship with your clients and potential clients. Because of this, you have to make sure that the quality of the outsourcing company’s services remains at par with your standards.

These are the things you should remember when you are considering to outsource your human resources department. Keeping all of these in mind will ensure quality in the services of the outsourcing company.

So, if you need outsourcing as a growth engine or a way to access human resource technology without spending a lot of money on technology or reduce administrative overheads in order for your company to focus on more important issues, you should consider outsourcing as a great tool for your company. Always remember that strategic roles of your company should always be kept in-house.

Online Transcription Services

Online Transcription Services

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Online transcription is web-based transcription service where the operating system is independent and is cross browser compatible. Their services are accessed via a web browser who is not restricted by time zones or business hours. The mission is to offer each and every client high quality and professional transcription services, combined with the most competitive pricing schedules in the industry.

It is easy to use. All work is done at one central location using the business server. Multi-faceted tools are built to provide each client with a dedicated, private and secure area where a client can control, view or be notified via email on each phase of his transcription project.

Online transcription provides high quality service to suit each client. Their professionally qualified team specializes in many fields so that all work will be delivered with great care and reproduced as accurately, quickly and reliably as dictated by clients.

Online transcription service covers almost all fields like:

o Legal, court document
o All reports – medical, general, business
o Interviews, conferences, meetings
o Workshop, focus groups etc.

Benefits of using online transcription services are

 Save money: Going digital reduces cost and time by eliminating postage, courier, hardware maintenance and other expenses.
 100% portable: Be anywhere in the world or in any time zone, you can upload, download and access all digital dictation.
 Total cost-effective: Your hourly rate is spent on 100% productivity, not for the hours an employee spends in an office.
 Always available: You can access experienced transcriptionists quickly and easily beyond office hours.
 No HR costs: There is no need to advertise jobs, or interview candidates.
 Reliable and secure: All clients can communicate the server at any time.

Features of online transcription services that enable clients to share and access their information via Internet are,

 Clients can dictate their reports via PC based dictation system. Digital handheld recorders are also used for this purpose

 24/7 accessibility from anywhere and any time

 Report tracking is very easy on an online system.

By using digital equipment, both dictation and documents are transmitted electronically, eliminating cost, saving time and money.

The Importance of Getting Your Certificate Online

The Importance of Getting Your Certificate Online

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Are you dreaming of moving up in your current job, or perhaps looking to change your career? A certificate program can open the door to a variety of job opportunities. Online certificate programs are an outstanding way to pursue dedicated training or continuing education courses without having to attend campus-based classes. Potential or current employers will know you are a dedicated professional when you further your education and succeed at a certificate program.

Certifications are a confirmation of knowledge and they show a fulfillment of required coursework and an achievement of standards. Certification programs are designed to increase professionalism in a given field of study. There are many certificate programs available to students in various courses of study.

Did you know that you could become a human resources manager by simply earning a certificate? There are human resources certificates available online to help you become a qualified HR specialist. A certificate program in Human Resource Management deals with issues that human resource professionals contend with on a regular basis. Students will be trained in employment law, recruitment procedures, staff training and development, and employee benefits. Certificate programs in human resources are designed for those who are responsible for the duties of the human resources department, current HR professionals looking to sharpen their skills and keep current, and those new to the field of human resources. Main subject topics consist of human resources and the law, the role of human resources, employee and labor relations, fundamentals of compensation and benefits, as well as safety and health. Participants who earn a human resources certificate will find that this certification is a highly regarded credential.

Perhaps you are ready to lead a team and tackle important projects. A certificate in Project Management will direct you through a detailed process for managing projects from the initial planning stage to final completion and assessment. This certification focuses on real-world purposes with assignments intended to apply your new abilites and knowledge to the workplace. Students will get practical study materials, team activities, and give presentations to the class to promote teamwork, critical thinking, leadership, and team management. These programs keep in line with current, generally accepted project management principles. This certification is great for new or aspiring project managers, or any current manager responsible for leading projects. By taking project management certification courses, you will also have the opportunity to network with other project management professionals, and possibly make contacts you will value throughout your career.

Regardless of your course of study, taking the time to earn a certificate in a specific discipline conveys to employers that you motivated to further your career. For those who are pursuing advancement in their career, or looking for a change, certificate programs are a great way to gain the knowledge necessary to succeed.

Outsourcing Trend Grows As Companies Cut Costs

Outsourcing Trend Grows As Companies Cut Costs

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As companies face the challenge of improving productivity and efficiency with ever-shrinking budgets, the need for outsourcing certain operations has grown.
And ironically, although digital technologies become more important in business, the idea of a paperless office seems more distant than ever.

In fact, Bill Gates has proclaimed that the paperless office is “one of those ‘any day now’ phenomena that never seem to actually arrive. … Paperwork is increasing faster than digital technology can eliminate it.”

As a result, document management and imaging outsourcing has become big business. Companies looking to image capture their paper documents are increasingly turning to service providers because it’s less expensive than hiring permanent staff.

According to a report by research firm IDC, the industry reached $13 billion in 2003 and was expected to expand at a compound annual rate of 19.7 percent over the next three years.

In fact, major companies like General Electric now take advantage of what is called business process outsourcing, or BPO – the delegation of operational responsibility for a business process’s execution and performance. This applies not only to paperwork but a variety of organizational tasks.

“Seventy percent of our business processes should be outsourced,” said former chairman and CEO Jack Welch. GE’s outsourcing strategy delivered 26 quarters of increasing profitability, despite market instability and ever-changing conditions.

Quintek Technologies Inc. is one company focusing on BPO solutions, providing services to enable Fortune 500 and Global 2000 corporations to reduce costs and maximize their revenues.

Benefits of BPO services include: reducing costs by lowering overhead and improving the efficiency of processes; allowing organizations to focus on their core business; and providing access to scalable operations and on-demand resources.

Most BPO processes begin by organizing data into digital formats, and this has increased the need for support from companies like Quintek.

So while the paperless office seems to be a far-off goal, that just leaves plenty of room for the BPO market to grow. According to one report by Forrester Research, the BPO market is expected to grow from $19 billion in 2004 to $146 billion in 2008.

Priorities with Human Resource Outsourcing

Priorities with Human Resource Outsourcing

Do you want a solution for the diminishing resource problem that you encounter in your company? Outsourcing is the best solution. This is based from the people who have tried the efficiency of the strategy.

Today, outsourcing even extended to the human resource factor. According to experts, human resource outsourcing can be considered a key towards achieving more skilled and competent labor force. It will also open an opportunity for improving more strategic role of the human resource function.

It presents both advantages and disadvantages to certain companies who are going for human resource outsourcing. It is a fact that the services and the functions that are handed to human resource department of a company is a complicated task. Thus, financial reason alone such as the cost should not be the major reason for implementing outsourcing.

Before human resource outsourcing will be adopted, the company must be able to assess first whether there is really a need to change the operations of the HR department or some existing previsions needs to be change. The reviews and evaluation is highly needed because this will help determine if outsourcing is necessary.

On the other hand, it is true that HR outsourcing could bring tangible significance to the entire company. One of the apparent signs is the reduced cost while providing more effective human resource service.

Thus, before company go for a human resource outsourcing it should prioritize the following considerations.

• It needs to be carefully studied
Consider all the factors first that can affect the operation of the company if outsourcing will be adopted. If you think that it will not suit to the needs of the company better think about it first.

• Consider that outsourcing will not be suitable for all
Maybe you see the best result of outsourcing for other companies but it does not mean that it is also applicable for your company.

• Effort and time needed for handling of responsibilities
Be able to accept this fact because it needs time for adjustment. Outsourcing is not a quick change that you will deal on a single day.

It is therefore needed that when the company decides to go for human resource outsourcing they must be ready for the possible consequences. The transition that will take place inside the company due to transition should be manage effectively including the period of adjustment or else some of the aspects of people management will be neglected.

Microsoft Navision Customization Upgrade – tips for Programmer/IT Specialist

Microsoft Navision Customization Upgrade – tips for Programmer/IT Specialist

When Microsoft bought Navision it had the plan to take over European market of Business Applications. Now Navision has multiple installations in US and it is very good fit for mid-size manufacturing companies. Currently Microsoft Business Solutions is on the way of creating so-called suites: Microsoft Financials, Microsoft Distributions, Microsoft HR, Microsoft Manufacturing. It is very difficult to say which product will be the core of which suite, but the best guess is this: Microsoft Great Plains – Microsoft Financials and probably Distribution/Supply Chain Management and HR, Solomon – Microsoft Project or Professional Services, Navision – Microsoft Manufacturing. If you have Microsoft Business Solutions Navision and support it for your company then you need to know some technical details about Navision version upgrade and what is going on behind the scenes, which options do you have in case of C/SIDE customization or Jet Reports.
The challenge of Navision Upgrade This should be understood by both: software developer and company executive.
• One Dictionary – in contract to such product as Microsoft Great Plains, where customization goes into separate dictionary – Navision customization sits in the same dictionary. This means that when new version is out there – the customization should be re-analyzed and moved from the old dictionary to the new. If you remember the history – Navision actually merged several dictionaries couple of versions back – this was very tough time for customization upgrade
• SQL Server side – from this side upgrade is smooth, because Navision doesn’t use complex SQL functionality and SQL Server itself is rather data storage.
Do I need consultant? It is probably good idea to have consultant to do the upgrade. We strongly recommend you to use consultant in the following cases
• You have C/SIDE customization or any customization for your Navision
• You have a lot of custom Jet Reports
• Your Navision has more than 20 users and you have to have upgrade done over the weekend – if it fails – you have business problems
• You don’t have support – in this case you have to select your Microsoft Business Solutions Partner and pay for the annual support/enhancement plan – you will get new registration key and will be ready for the upgrade
Good luck in upgrading and if you have issues or concerns – we are here to help!
If you want us to do the job – give us a call 1-866-528-0577! help@albaspectrum.com

Human Resources Careers

Human Resources Careers

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Human Resources professionals are the lifelines of companies. They are the link between qualified job candidates and management. Along with handling such job functions as managing employee benefits, recruiting, interviewing and hiring personnel in accordance with company policy and need, they are also asked to consult with top executives and create strategic game plans for companies. It is a sign of the times, human resources professionals are asked to wear many hats and have moved from behind the curtain to playing a supportive role in a company’s personnel decisions and policies.

The amount of training and education needed for a career in human resources is as varied as the many job descriptions and titles. Many employers seek college graduates when it comes to filling entry-level positions. Most graduates have majors in human resources, personnel administration, or industrial and labor relations. However, college graduates with technical, business, or liberal arts backgrounds have also been able to break into the field of human resources and are preferred by some companies.

Many colleges and universities either have programs leading to degrees in personnel, human resources and labor relations or they offer degree programs in personnel administration, human resources management, training and development or compensation and benefits. Those looking to become specialists should take courses in compensation, recruitment, training and development and performance appraisal. As in other fields knowledge and training are the keys to becoming marketable. Business courses such as principles of management, organizational structure, and industrial psychology should also be considered along with any course that will improve your general knowledge of computers.

Salary rates for human resource professionals are not constant since they are based on occupation, experience, training and education, location, size of the company and whether or not you belong to a union. In 2002 the median annual salary for human resources mangers was $64,710. The middle 50 percent of human resource professionals earned between $47,420 and $88,100 while the lowest 10 percent earned less than $36,280 and the highest 10 percent earned more than $114,300.

With a constant flow of qualified college graduates and seasoned professionals navigating the job market there is indeed a level of competitiveness when it comes to careers in the field of human resources. On the bright side, the overall employment of human resources professionals, training and labor mangers and specialist is expected to grow between 21 and 35 percent, which is faster than average, through 2012. In fact certain specialists such as employment, recruitment and placement specialist may be in higher demand due to many companies increasing efforts to recruit and retain qualified employees.

CCM Music Recording Company Case Study Part 3

CCM Music Recording Company Case Study Part 3

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Value chain analysis
The value chain analysis consists of the following components arranged in sequence: artists and repertoire development, recording, manufacturing, marketing, distribution and finally retail. Such chains as manufacture, recording and retail are very often outsourced, even by the Great Five (Warner Music group, EMI Recorded Music, Universal, BMG Entertainment and Sony Music Group).
A thorough analysis and review of CCM’s operations has been completed by reviewing the current and long-term problems in both the internal and external environments.
Artists and Repertoire Development: Recording companies put as much available money as possible into developing their groups and music, the musical repertoire and quality, to promote concerts and organize tours, to prepare the merchandising. CCM plans to expand its product line to include more musicians and albums and to expand the musical genre the company operates into.
Recording: Usually major labels have their own recording studios, though still outsourcing this link of the value chain is possible even by such premier companies as Columbia and EMI. Primary costs come from the equipment and mixing, which in the case of Colorado Creative Music were the cheapest quality equipment from all possible.
Manufacturing: Manufacturing a CD usually takes 10% of its cost. There are not too much CD manufacturers in the world, since the costs of the process make the market very limited with serious entry barriers. CCM’s manufacturing is not very costly process due to the technology employed, though the company didn’t manufacture actually CDs, it bought them from the relevant producers, and then just duplicated them.
Marketing: activities connected with marketing and advertisement traditionally account for 30% of total CD production costs. Marketing costs combine radio and television advertisement, printed catalogues and press releases, promotional tours and other events. Also, marketing costs include preparation of PR tours and music videos. CCM’s marketing events include: live performance, comprising malls, art festivals and concerts; Website, specifically website promotion and new programs to acquire and to learn; publicity consisting of airplay radio, TV, internet radio, live interviews on radio and TV, print press releases and reviews featuring listings of events; promotion – in store, contests, sponsoring, giveaway; and email marketing methods comprising monthly newsletters.
Distribution: The distribution phase accounts for about 40% of the total cost of the product. This process involves physical transportation and packaging of a CD from manufacturing place to distributors or direct retailers. Since there are few manufacturing facilities, delivery from these places to any corner of the world may be very costly. Moreover, as delivery is often needed within short terms, the distribution costs grow even higher. For CCM, the distribution may include direct sales on live performances, through 800 number order, through website or mail order catalogue. Indirect distribution channels applicable for the company can be traditional and untraditional. Traditional channels comprise chain music stores, chain book stores and independent music stores. Nontraditional methods include catalogs, retail chains, gift stores, independent bookstores, Christian chains and independents. Inclusion of indirect distribution methods into CCM’s distributional tactics is wise since it distincts the company from its competitors and aims at winning still untouched potential markets.
Retailing: the retailing operations are generally carried out by major labels and internet superstores like Amazon.com and CDnow. Until products of CCM become popular with particular public segment, the company cannot enjoy such retail service.
Strategic cost analysis
Strategic cost analysis aims at comparing the cost position of the firm relative to the key competitors activity by activity from purchase of raw materials until the price paid by the final customer. ( Hill & Jones , 1995) In this case, the analysis will be carried out in regards to CCM and the representatives of premier market segment such as Sony Music of EMI. In 2000, with the total income making up $216, 614.05, the primary source thereof was direct gig sales, accounting for $181, 451.92, that is more than 80 percent. Major companies derive their main income from traditional indirect distribution channels, such as retail music stores. Other major sources of CCM income comprise wholesale ($12,238.83), mail and phone orders ($11, 442.24), and website sales ($6,419.35).
Traditional distribution channels, along with other sales, make up only $1,758.79. This number is relevant for the microlabels but absolutely not characteristic to independents and major labels. The cost of goods sold makes up $22,034,33, therefore gross profit of the company in 2000 made up $194,579.72. This number is the higher of 1997-2000 period and such relatively low cost of production of goods (10%) is typical for the whole industry. As for expenses, 2000 was the first year when the company spent some amount (up to $500) for equipment rental. Until that moment, the company used its own equipment. Equipment rental and production outsourcing is a typical practice for major recording companies and though they posses a large amount of costly equipment, sometimes they pay considerable sums of money for rental of unique, exclusive and particular equipment for the needs of individual recording.
It should be noticed that professional fees of the company, that is the money paid to the staff, increase on a yearly basis, that means that the company each year conducts growingly active human resources policy, hiring more professionals, technicians, musicians and performers. This is a good index and such expenses (in 2000 they made up $29,719.26) should increase each year if the company wishes to grow in size and in prestige. Major labels employ tens or even hundreds of first-class technicians, sound producers and producers and pay them tens thousand dollars yearly. Besides, the major companies conclude contracts with famous artists with costs often exceeding several hundred thousand dollars. Another feature which should be mentioned in the analysis is low cost of advertising expenditures. In case of CCM it makes up $10,423, that is only 5% of total income. This figure shows unsatisfactory advertising and promotion campaign, since typically music recording labels account for larger percentage, at least 8-10%.
In a whole, the revenues and income structure is typical for microlabel companies with low expenses assigned for advertisement, distribution of their products and particularly professional fees. In major companies and independents, structure of expenses is different. The main accent is drawn to upgrade and maintenance of the equipment (major companies have very expensive equipment working on analogue basis which needs to be constantly maintained); professional fees, which are incredibly high due to popularity and prestige of performers and high professional level of the staff; advertising and promotion campaign and distribution channels. CCM approximates these proportions only with professional fees, which along with payroll make up about $45,000, the largest expense segment of the whole income statement.
Key competitive success factors
Key success factors are tangible measurements of the vision, mission and values of the organization on a yearly basis with the aim of attaining improvements for reaching ideal future vision (Gerry, Kevan, 1997).
The key success factors for Colorado Creative Music are values assessment, member satisfaction, financial viability, effective performance management system, customer satisfaction and recognition, development of technologies and enhancing the array of brand names. The music industry has a number of driving forces which are the determinants of success for such company as CCM. These forces, directly impacting CCM, include:
Tangible reduction of the cost of recording and duplicating music on the digital basis. Without this fact, the existence of CCM is very dubious.
Distribution and downloading music via virtual internet means. The affordability for people to comply and burn their own CD has the revolutionizing impact on the structure of distribution channels in the music industry and decreases the retail price of a single CD. Internet has become very effective, novel, affordable and today critically important tool for informal direct and indirect (through virtual bookstores) channel of distribution.
The relative easiness of making website, posting it on the web and conducting online sales of one’s music. Internet makes easier not only distribution of the music, but promotion thereof as well. Internet promotions of the website of some musical products, taking into consideration growing number of internet users, is by far one of the most effective advertising means.
Small-scale informal distribution of music is possible. Thus, the company possesses certain distribution channels even if it is deprived of the opportunity of access to traditional indirect channels.
All these factors altogether provided CCM with the opportunity to make music recording industry affordable and attractive for small studios.
At the present moment, to succeed, the company has to focus on developing these directions of activity such as production, distribution, and marketing, but to grow further and reach another level, to turn into independent label, the company has also to expand its repertoire, the number of musicians recorded, and work on the popularity of the artists whose works it records, promotes and distributes.
Competitive advantage over the rivals may be achieved through cost leadership policy, when the company lowers the price for its products and makes them cheaper than those of competitors, and differentiation strategy, which implies offering different from the rivals array of products or services. Also, there is focus strategy, but if the company strives to grow from microlabel to independent, it needs to expand its customer base and acquire new segment of market besides the one it already has.
Therefore, differentiation strategy is by far the most effective in gaining competitive advantage for CCM, though some elements of cost leadership, including lowering the price for music purchase in the Internet, or elaborating saturated pricing structure, is also possible. These two strategies are elements of competitive advantage based on the position of the firm, also called positional advantage. There is also another approach for gaining competitive success, called resource-based view, which stands for utilizing by the firm its resources and capabilities for gaining competitive advantage over the company’s rivals. In this viewpoint, CCM has to focus on such success factors as installed customer base, reputation of the firm and brand equity, which altogether form distinctive competencies enabling innovation, quality, efficiency and customer responsiveness.
BCG matrix
BCG growth-share matrix deals with allocation of resources among the company’s business units. The business units which may be identified within CCM are recording department, promotion department, distribution department, finance and accounting, management and human resources department. Currently the company doesn’t have such functional units, since its staff is not numerous and Darren Skanson, top manager, performer and producer, simultaneously works as accountant, desktop publisher, database manager, newsletter editor, website designer, copywriter, leading artist and manager. But the company aims at growing from microlabel into independent recording studio and for that it will certainly need more staff and division of working directions among functional units. According to BCG matrix, almost all units of the company are dogs and question marks, since the market share the company occupies are rather small relative to its rivals, the company has acquired a distinct niche which has limited customer base. Such units as recording, finance and accounting and management may be defined as dog sectors, while promotion, distribution and human resources are question marks.

Valuable Human Resources Career Info You Just Gotta Read

Valuable Human Resources Career Info You Just Gotta Read

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The very goal of every graduate is to find a decent job.
On the other hand, every organization knows the value behind the employment of competent and skilled employees. They know that once they have employed the right kind of employee and place them in a position that can best reflect their skills and competence is absolutely important in organizational success.

However, for some businesses that have bigger sets of connections and extensions, there must be somebody or something that will serve as the mediator between the two entities. This is where the human resources sets in. The human resources department bridges the gap between the job seekers or employees and the management.

For this reason, every institution, whether private or government-owned businesses are equipped with highly competent human resource department that facilitates the training, hiring of job applicants, and other labor-related concerns.

Before, the primary work of anybody who is in the human resource department would have to perform the clerical function of an institution, like manipulating the inquiries of every employee or the management of interviews, recruiting, and hiring of new employees or personnel in conformity to the rules and regulations of the company.

Nowadays, the human resource department acts individually and generates suggestions. If before they are concealed behind the top executives of the company, human resources these days can already make recommendations and modification of the company policy. Hence, people are assured of a more competent and highly productive human resource department.

Human Resources Management

The primary goal of the human resource department is to provide quality services to the public by providing them jobs that work best for them. Hence, it is the duty of the human resources department to supervise the “human resources” of the company.

In fact, experts say that it is the most significant part of the job. The people behind this department should be well equipped with the proper communication skills in order to reach out with the employees so that the problems will be solved and the necessities met.

The duties of the human resources management include career development, hiring, compensation, training, benefits, and other purposes.

This is the very delicate portion of the job because managing a multitude of people is not an easy thing. That is why for those who wish to engage in this kind of job, it is best that they try to finish off a masteral degree in Human Resource Management. S specialization is extremely necessary in order to stay knowledgeable in doing this kind of job.

Human Resources Careers

In spite of the many difficulties that the human resources department may encounter, there are still many opportunities of developing a career in this department as well.

However, for those who wish to develop a career in the human resources department, one must hold a bachelor’s degree that entails a fair set of courses in general business, accounting and statistics, behavioral sciences, business and labor law, and economics.

Basically, there are two kinds of career in this department: the human resources specialist and the generalist. Employing one over the other is actually dependent on the size of the institution. This is because the human resources generalist is applicable for a small institution, while the specialist constitutes the broader horizon of the bigger organizations.

The next position available is the “directory of human resources.” The person involved here handles mostly the supervision of the different human resources department within a bigger organization.

Each human resources department is supervises by the managers. They are the ones that are responsible in dividing the different employees according to their position and their specific field of expertise.

For recruitment, the recruiters are the ones that handle the job. They are the ones who maintain a close connection in the society, hence, they travel frequently. They are the ones that will conduct interviews, and evaluations on the applicants. They are also the ones that do the background checking as stated in the references of the applicants.

These are just some of the available positions within the human resources department. Indeed, this is the part of the organization that best serve the main component of an organization — the people. Without this kind of department that specializes in managing and employing people, the institution might have been in disarray.

Hence, human resources are not just mere job. It is a tough responsibility that only the competent and dedicated people should try to engage to.

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