HR managers typically work with database software, which they use to track employee performance as well as interactions with potential candidates. Public relations specialists take on the responsibility of managing and shaping a company's brand reputation. In an environment where one misstep can define the perception of a company, it's up to PR specialists to manage crises and promote positive stories about the organization.
People in this role must possess strong communication skills. They may be responsible for writing press releases, speaking with reporters and giving interviews. In some cases, they may lead social media efforts and develop policies around customer interactions. They are expected to create strong relationships with media contacts and conduct themselves in a manner that reflects well on the company. A mental health counselor is often the first person people turn to when they're in need of emotional support.
Anyone considering this profession must have a strong desire to help others as well as a strong emotional reserve. The job can be challenging, especially for professionals who regularly work with clients with substance abuse issues. Mental health counselors can work with individuals, couples and groups. In this respect there are studies and overviews aimed at revealing the rhetorical and political qualities of HRM Legge , its tendency to be driven by an imperative for control as suggested by the increasing levels of surveillance at work which has drawn interest from Marxist and postmodernist accounts , and, with regards to postmodernism, the way HRM strategies have attempted to construct employees ideologically in a variety of manipulative ways.
Hence, there is a growing preoccupation with issues of employee dignity and work-life balance due to the pressure brought by HRM strategies. There are fundamental tensions in the study of change and HRM, especially in relation to research methodology. This tension is played out in terms of the practitioner dimension of the discipline and the academic end, with the former tending to reproduce itself in business schools, especially when there is no critical dimension or tradition present among HRM staff.
The second tension revolves around quantitative and qualitative approaches. Whereas qualitative research has focused on the more contradictory and contingent nature of change; it has also drawn attention, increasingly, to the distinct meanings of management processes and practices.
Moreover, there are severe disputes between the sociological and economic perspectives on the one hand, with their interest in social relations and regulation, and psychological perspectives on the other, with their emphasis on distinct methodological concerns and research questions based on the individual.
The comparative agenda is the main challenge to the future research on HRM. Models of analysis still default to cultural perspectives or regulatory traditions of analysis. This is paralleled by a broad diffusion of interest in the changing nature of the firm as a space within which HRM strategies are elaborated.
Firstly, with regards to spatial boundaries, there is the increasing internationalization of the firm. This has led to a growing interest in the role of social and corporate networks in the study of the firm, and inevitably to questions of social capital, transaction costs, and organizational coordination.
Finally, regardless of the initial talk of a break from traditional stakeholders and forms of organization there is an ongoing concern with 1 the sociological characteristics of management and employees e. When you study sociology, you'll typically learn about how race, gender and culture come into play in society and in the workplace.
Sociology programs also require you to develop good communication skills and to be able to process and analyze data. That training will set you up well for a job in human resources, where you'd be required to process resumes and application materials, manage people's personal information and help employees solve problems related to work.
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