Pursuing A Degree In The Human Resources Department

I would like to be in a HR department with a small to medium size company, that would hire me for my job abilities and for my intuitive to learn and grow with a great company. What inspires me is the fact that I had the strong will to go to college and learn how to be an HR manager, and get the education that I needed to become that person.

Finding the right job position that fits me and put my education to work for me and the company that I work for.

Strengths and skills that I would like to put to use is the fact that I have the confidence to do this kind of job now, something I did not have before I got my degree in HR. Skills would be the different critical thinking skills that I acquired during my schooling. I learn how to be a critical

The gratification of solving day to day problems that come up in a HR department. Being around rookies that are learning their jobs…everyday will be different, and hopefully earn an above average salary.

Now use these ideas to help you create a vision for your career. Be as specific as you can.

To be a person that enhancing knowledge and provides training services to people that I come in contact with in the fields of self-development and human resources development for people I have the opportunity to train.

The next step in developing your career plan is to create goals for reaching this vision. Although you may want to plan beyond the next five years, start by thinking about where you want to be one year from now, three years from now, and five years from now.

1-Year Goals Design Performance Incentives – getting the right combination of benefits and incentives to get great levels of employee performances
Boost Employee Morale- using different approaches to show employee accomplishments can improve staff confidence.
Develop leaders -for future leaders HR must set priorities for leadership development. There has to be enough support, training and professional development, including senior mentors so that employees will

Your goals should be:

• Specific: Each goal should be described as specifically as possible. Use as much detail as you can.
• Measurable: Each goal should be measurable; that is, you should have a “measuring stick” that helps you know when the goal has been reached.
• Achievable: Each goal should be within your reach, even if you have to acquire skills and experience to get there.
• Relevant: Each goal should make sense for who you are and where you are now and should fit with your long-term vision.
• Timely: Each goal should be containable within a specified timeframe.

Choose three goals from the lists above. Using the following goal charts, fill in information specific to each goal.

Goal 1:
Specific: What is the goal? Design Performance Incentives
Measurable: How will I know when I’ve reached the goal? When the employee or employees have met, and achieved the goals that are set for them.
Achievable: Is the goal something I can realistically achieve? Do I have or can I gain the resources and support to reach this goal? Yes, the goals that is set for the employee will be realistically achievable. The HR manager will give you the resources or show you how to meet the goal she or he has set for the