Career goal setting & Requirements in the job market

By | April 19, 2014

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  1.      Career goal setting…………………………………………………………………………………….. 2
  2. Requirements in the job market…………………………………………………………………… 2
  3. Relative personal skills……………………………………………………………………………….. 3

3.1      Communication skills……………………………………………………………………….. 3

3.2      Leadership skills………………………………………………………………………………. 4

  1. Relative professional skills………………………………………………………………………….. 4

4.1      Analytical skills……………………………………………………………………………….. 4

  1. Job application process……………………………………………………………………………….. 5

Reference……………………………………………………………………………………………………….. 6

1.        Career goal setting

 

Like other goal setting, career goal setting must also be achievable, believable, controllable, definable, explicit, for oneself, growth-facilitating, and quantifiable (Lock 2004, p.208). When talking about career goal setting, we need to define not only short term goal which is achievable in a short period such as a job which can be taken by a fresh graduate in our point of view, but also we need to have long term goal which could more difficult to be achieved with stricter requirements which guide us in a desired direction in our career life. Since my interest in the human resource management because I agree with the saying that “People are the most important asset” (Schwalbe 2010 p.490), so that in term of short term goal which is much more achievable and controllable, I will define my short term career goal as a HR assistant and in term of the long term career goal that I prefer is to become a HR manager to get involved with more corporate strategies making and management practices.

 

2.        Requirements in the job market

 

And because of the differences between the short term goal and long term goal though there are is between these two positions, here referring to the requirements in the job market, I will focus on the requirements that make me eligible to become a HR assistant. I have observed some job description about the hr assistant in the job market, and there are three kinds of requirements. The first requirement is the academic background in the HR field. For example, most company when hiring a HR assistant would require the interested candidates to have at least bachelor degree or equivalent well acknowledged certificates. And the second type of requirement is relative experiences in the HR relative positions. For example, many companies would prefer the candidates who have more than 2 years in the similar positions which will make them easier to get adapted to the new positions. But still the HR assistant job in most cases also welcome fresh graduates with the management study background. The third kind of requirement that may show up in the job description is the requirements of relative personal and professional skills such as good command of MS Office and other office and human resource management software (payroll, compensation planning), able to work in a team and high level of interpersonal skills and so on.

 

3.        Relative personal skills

 

3.1    Communication skills

 

When good communication skills in many positions are required, they are crucial to the human resource positions as communication is important of almost every HR role from training specialist to HR director (Strayer 2005, p.55). So it is important for me to master good communication skills even in my study to prepare me better in communications in the future in the work environment. The standard of good communications skills will be sending and receiving the correct and comprehensive information.

 

3.2    Leadership skills

 

Leadership skills are necessary as I have set my long term career goal in the senior management level to become a HR manager. Like my friends said, I am a born leader and I am confident that I could do a good job in the leader role. And still I need to practice more leadership skills starting from taking the leader role in the classroom.

 

4.        Relative professional skills

 

4.1    Analytical skills

 

Good analytical skills are critical to the building of a coherent picture of the business problems (Reilly & Williams 2006, p199). For many detailed job in human resource management such as compensation, pay roll and salary survey, analytical skills would be very important to the successful handling of the jobs. And as a student, I have been very careful in cultivating my analytical skills through efforts such as active participation in the case analysis in the classroom and in my assignment writing as I do understand that only with critical in-depth understanding of the business system of a company then we solve the problems that we may face when we come to the actual work positions.

 

5.        Job application process

 

There are three major jobs in the job application process. First I need to prepare a formal resume or CV which is structured in a formal business manner and put all the study relative information and work relative experience into the resume to introduce myself as a competitive candidate to the potential employers. Also the resume should be prepared in both Chinese version and English version for the convenience of different employers. And the second job that I will focus is to collect the information of the employers that I will be interested as I do believe that a good employer could provide the opportunities that I need. And what is more I will release my resume through the various channels that are available to me. For example, I will go the near labor market and also I will go the job website to search the position information. And after I have the list of the interested employers I will try to send the resume to them. The third job that I will do is to get myself prepared to the coming interview after the HR departments of the company contact me and I also need to prepare for the questions that they may ask me and I also need to be confident the express myself.

 

 

Reference

 

Lock, R. D. 2004, Taking charge of your career direction, 5th edition, Belmont, CA: Thomson Brooks/Cole, p.208

 

Reilly, P. & Williams, T. 2006, Strategic HR: building the capability to deliver, Burlington VT: Gower Publishing Company, p199

 

Strayer, S. D. 2005, Vault Guide to Human Resources Careers, New York: Vault Inc. p.55

Schwalbe, K. 2010 Information Technology Project Management, 6th edition, Florence, KY: Cengage Learning, p.490