And Client Advisement on Two Careers - Research Proposal Example

Research and Client Advisement on Two Careers Introduction To better assist the client of Open Options related to career planning, the role of human resources manager and general hospitality manager (hotels) were researched fully. The areas of study included what the client could expect in terms of educational demands, salary expectations, working conditions, skills development and the level of contact with external forces within each career field. An interview was conducted with the client to uncover their demands in each of these five areas for each career choice. Human Resources Management The client indicated that a competitive salary with only four-year college education were the largest demands for a career in management in either human resources or hospitality management. Unwilling to seek a Master’s degree due to cost and personal obligations, it was necessary for Open Options to satisfy these demands for careers only requiring a four-year Bachelor’s level degree. The role of human resources manager, in most industries, requires only a Bachelor’s in Human Resources in order to receive the average salary of $59,310 (payscale.com, 2011). This was the salary for Lowe’s Home Improvement and was competitive with most other industries both retail and non-retail. Educational demands in the role of human resources manager are related to basic business courses, knowledge of applicable labor laws, marketing, and organizational communication. These are typical four-year degree courses that build a rounded applicant profile for the role of HR management. The client indicated that there was a need for a working environment that required little in terms of physical labor and also one where there was a high reliance on technology in daily role obligations. This is why Open Options determined that the career of HR manager would be best-suited to the client needs. For example, the HR manager often utilizes the human resource information system (HRIS) with is “a composite of databases, computer applications, and hardware/software necessary to store, manage, deliver present and manipulate data” (Ngai & Wat, 2006, p.299). The working condition for an HR manager is one where technology is integral to serving low-level business populations and also large-scale corporate or multinational business environments. It is thus suited specifically to accommodate needs as identified through the interview. Skills required for the role of HR manager, it was identified through research, include knowledge of human psychology above and beyond the educational degree. “Human beings are sensitive and reflect on what they experience, responding to inner feelings and interpretations” (Sandoff, 2005, p.530). In order to be an effective HR manager, it is necessary to understand what motivates individuals at the sociological and psychological level in order to gain their commitment and avoid resistance to corporate change practices. Because the client indicated that they were people-focused and enjoyed diverse working environments, it was determined again that the role of HR manager was absolutely suited to fit these needs. When inquired as to whether the interviewee would rather work independently or with outside forces in daily job role, a strong inclination was discovered for external consulting based on the high level of people-friendly personality traits. The role of HR manager requires the individual to work with diverse individuals from multiple business sources, including regulatory forces that monitor labor conditions, as part of routine career obligations. Because there is such a high presence of external parties involved in the HR role, it was again suited specifically to fit the client’s profile of external working and partnerships. In most businesses, there has been a change that has occurred in recent years where the command and control hierarchy no longer acts as a top-down decision maker. Instead, “the top-down pyramidal structure of business management has been dramatically revamped” (Foster, 2010, p.11). It is now a flatter organizational structure where information moves horizontally and is much more empowering and team-focused. When the client was asked whether or not they could function in a team-based, culturally driven environment, the response was positive. Because of the role of human resources manager requires knowledge of employee empowerment, personal career growth, and improved management relationships, it was again determined that the HR management career was well-suited to fit their individual needs and their personality profile. Hotel General Manager Because, again, the client indicated a strong inclination toward humanistic values and people-focused attitude, it was also determined by Open Options that the role of general hospitality manager would be perfectly-suited for their values and beliefs. This is another industry where only a four-year degree is required in hospitality and business management in order to land a successful, long-term career. Related to salary requirements, because the client did not wish to seek a Master’s degree, hotel general managers can earn approximately $52,885 upon starting with many opportunities for advancement (payscale.com, 2011). In most cases, depending on the financial strength of the hotel environment, bonuses and opportunities for promotion are widely available, something indicated as important to the client. Working conditions are also fitted to the client’s profile in relation to working with the general public and in areas of human resources. For example, a recent study indicated that employees are motivated by their visual representation at the hotel which can affect attitudes and also customer relationships with diverse clients. The study identified that the style of employee uniform can greatly influence whether they are motivated and satisfied in their job roles (Nelson & Bowen, 2000). In the role of general hotel manager, it will be necessary to have fundamental knowledge of psychology related to employees. “Human beings in the role of service employees are essential to the service production” (Sandoff, p.530). This is why Open Options believes this is a well-suited career path for the client based on their person-centered values as an individual that can sustain the motivational needs of employees to a high degree in order to assist the business in succeeding with customer relationships. Skills required for this role include accounting knowledge, software application and technology knowledge, general management skills, and strategic analyses of the external market environment. The client, during the interview, indicated a tendency to carry many of these values and these are provided by a basic management Bachelor’s degree. The individual must understand how to coordinate job roles effectively, work in unison with foods services and recreation divisions, and also with a diverse profile of cleaning staff who will maintain unique motivational needs. Because the client indicated a strong propensity for these skills, it was determined that the role of the hospitality manager would be perfectly-suited for their career option. There is a great deal of external consulting with very diverse customer demographics that will occur daily as part of this role, and the client indicated a strong inclination toward knowledge of sociology and culture. Recommended Career After reviewing both career options and after a more in-depth analysis of the client’s needs compared to their personality and current skills, it was determined that the best recommendation was to pursue the role of hospitality manager, with an average pay of $52,885. Having such strong communication skills and the knowledge of the importance of understanding human psychology in order to gain dedication and motivation, no other career choice is more suited to the client. Hospitality, by its definition, requires an individual that maintains a profile similar to that uncovered in the interviews related to human relationships, diversity, general management, and the ability to provide employee and customer satisfaction. Even though the role of human resources manager fits the client’s profile, it was rejected as the recommended choice since Open Options does not believe that it would give the client the personal gratification and reward that a more people-oriented and challenging career could provide. Open Options believes that the role of human resources manager would not provide as many diverse opportunities for working with the public and could grow stale because of the strong people-minded values that the client carries. The interview clearly indicated that these were requirements in order to find personal satisfaction in a career option and there is no industry better qualified to provide uniqueness, variety, and social opportunities than that of the hospitality manager. The hotel environment also provides a higher level of ambiance than a corporate HR career and it is well-known by most business theorists that the environment plays a significant factor in an individual finding personal reward. Hospitality industries, today, are looking for individuals that fit the client’s profile and need career professionals that can work effectively with customers of varying demographics and socio-economic backgrounds. This is a fundamental reason as to why Open Options intends to recommend the client to pursue the career of general hotel manager to ensure they receive the quality career that was identified during the interview. Education, salary, working conditions, skills required, and external partnership development are all well-suited for the client’s needs and is therefore the most quality option for long-term satisfaction and economic gain. TABLE OF CONTENTS 1. Introduction………………………………………………………………….......... 3 2. Human Resources Management…………………………………………………... 3 3. Hotel General Manager……………………………………………………………. 5 4. Recommended Career……………………………………………………………… 7 References Nelson, Kathy & Bowen, John. (2000). The Effect of Employee Uniforms on Employee Satisfaction, Cornell Hotel and Restaurant Administration Quarterly, 41(2), pp.86-96. Ngai, E. & Wat, F. (2006). Human Resource Information Systems: A Review and Empirical Analysis, Personnel Review, 35(3), pp.297-315. Payscale.com. (2011). Salary for Industry: Hotel and Hospitality Management. Retrieved October 5, 2011 at http://www.payscale.com/research/US/Industry=Hotel_and_Hospitality_Management/salary Payscale.com. (2011). Salary for Human Resources Manager Jobs. Retrieved October 4, 2011 at http://www.payscale.com/research/US/Job=Human_Resources_(HR)_Manager/Salary Sandoff, Mette. (2005). Customization and Standardization in Hotels – A Paradox or Not?, International Journal of Contemporary Hospitality Management, 17(6/7), pp.529-536. Read More