Employment Analysis in HR Profession 2015

Labor Market Analysis: HR Professionals / Employment Analysis in HR Profession 2015 Critical analysis of current labor market trends Evaluation of the impact of external factors Analysis of advertising, recruitment and selection methods Professional standards and competences (including behaviors) for HR Professionals The place of interaction between employers and potential employees is termed as the labor market. Here, there is competition among employers to attract the most skilled individuals from the candidate pool, and among workers for acquiring the best jobs. The current U.S.

labor market for human resource professionals is healthier, in economic terms, than it ever was since the Great 2007-09 Recession. Critical analysis of current labor market trends US unemployment rate in June was at a record low of 5.3% in this economic recovery and about half its October 2009 peak (10%). A strong average job growth rate of around 243,000 jobs a month was recorded last year. In contrast, though, there is significant room for labor market growth with recovery continually dropping below historical levels (Recruiting division, 2015).

Labor trends for HR Professionals There is still high confidence in the HR profession's stability, and in spite of low job opportunities since the beginning of the year, HR professionals have increasing faith that they will be able to secure fresh jobs in the field, if required, as per Jobs Pulse Survey of the Society for HR Management.

Randstad's Professional Solutions group President, Rebecca Henderson states that a powerful need is felt for personnel in the HR field who have experience and skills in relation to human resource information systems (HRIS), and benefits and compensation for supporting their company's recruitment and retention processes. In her view, the increasing application of personnel engagement programs implies that retention of the best people in the current candidate-driven labor market necessitates strong staffing in organizations' HR divisions (Recruiting division, 2015).

Human Resources Skills in Demand in 2015 Currently, organizations seek people with analytical skills and experience in each and every field, including HR. Companies require a workforce that is capable of understanding and applying business data to ensure organizational success. Business data and people analytics skills are highly in demand due to considerable interest in big-data leveraging (Recruiting division, 2015).

Most Sought Jobs in Human Resources Chief Digital Officer (CDO) -- The CDO controls big data and utilizes it for measuring performance of HR in major areas, such as recruitment, employee development, engagement, compensation, retention, talent ROI (return on investment), and productivity (Recruiting division, 2015). Chief Human Resources Officer (CHRO) -- Chief executives actively seek HR leaders who are competent in truly supporting the business; the key person in this regard will be the chief HR officer (Recruiting division, 2015).

National HR labor market The 2015 report of Randstad on Best HR Jobs and Salaries states that, early on in this year, there was an average of 26 potential employees per job opening (which were 52,000 in total). Salaries of HR professionals range from $64,000 to $81,000. USA's most active candidates in the HR field are in the Eastern Coastal regions, the Northwest, and Southern California (Recruiting division, 2015).

The most popular HR jobs in USA's labor market are: Human Resources Managers According to a report by Career Builder, managerial positions in the field of HR can be quite easily filled as candidate supply is greater than demand. In 2015, the most active HR candidates can be found in Chicago, Los Angeles and New York, while most job openings can be found in Chicago, New York, and Houston.

Wanted Analytics states that top companies who are in search of HR managers are Oracle Corporation, Aramark Corporation, Deloitte, Nestle, Home Depot, Comcast Corporation, Lowe's, and Panda Restaurant Group (Recruiting division, 2015). Benefits and Compensation Specialists Career Builder indicates that these specialists are rather easy to hire, with the most active pool of candidates being found in Chicago, New York, and Houston. Highest number of job openings for compensation and benefits specialists are found in Houston, Los Angeles, and New York.

Top firms seeking professionals to fill this post include Kindred Healthcare, NASB, NRG Home Solar, Pacific Dental Services, Inc., Great West, Cameron, Fresh Direct, and The Salvation Army (Recruiting division, 2015).

Evaluation of the impact of external factors There are numerous factors which directly influence the HR labor market; they are: Political factors US political factors such as changing governmental regulation trends, parties' development rates in the early decade, shift of power among major national parties, rate of development of international and regional political crises, and relevant industrial rate of political shifts significantly affect the HR labor market's descent or rise (Qasemi, 2015). Economic Factors Economic factors may result from political factors; for instance, politicians make tax decisions.

Key economic factors impacting the HR labor market and having the potential to increase future costs include exchange rates, rent rates, inflation level, savings and debts level, income growth, unemployment, business cycles, relevant resource availability, industrial structures, major industries and clusters, organization, and customer confidence (Qasemi, 2015). Social Factors The aforementioned economic and political factors influence, and are influenced by, social factors, which establish societal elements.

Key social factors include: demographics and population (mobility, income distribution, education level, age distribution, growth rates, lifestyle trends, entrepreneurial spirit, leisure and work attitude, living conditions, customer behavior (branded/unbranded goods preference, savings rates), hypes, fashion, women's societal roles, harmful factors, pollution, etc. These govern HR professionals' supply and demand in the U.S. (Qasemi, 2015). Technological Factors Technological developments also influence organizational success.

Increasing innovations in the IT field, Internet, mobile phones, and nanotechnology have reduced costs, decreased business travels, saved time, and brought required persons and things closer to one's reach (Qasemi, 2015). Analysis of advertising, recruitment and selection methods In America's HR labor market, several methods are employed for job advertising, candidate recruitment and employee selection. Advertising American companies adopt online as well as offline hiring methods.

Technology has become a dominant element of the hiring and recruitment process (e.g., online advertisements for inviting applicants, Smartphone applications for assisting jobseekers, employment authorization via E-Verify, social media recruitment and computerized skills testing). This trend will progress further over time. Key offline means to hire individuals in the HR field include TV and newspaper advertising. Recruitment According to a report by Career Builder, it is getting difficult to obtain recruiters due to much fewer candidates than job openings.

The most active candidates for recruiter jobs this year can be found in Chicago, Fort Worth/Dallas, and New York. The highest number of openings for such jobs can be found in Chicago, Houston, and New York. Top organizations seeking recruiters this yea rare JPMorgan Chase, Amazon, Ernst & Young, Centrus Group, WIS International, Oracle Corporation, and Total Quality Logistics. For American firms, the positive process of recruitment entails inviting applications from numerous candidates for posts by offering them relevant information, specifications, and description via different advertising techniques (Randstadusa, 2015).

Selection HR techniques for selecting HR department personnel differ in the U.S. depending on an organization's resources and workforce. Personnel selection techniques include initial screening, telephone interviewing, face-to-face interviewing, and human resource functions, for establishing whether.