If you want a financially and personally rewarding career, you won’t go wrong with getting into the field of human resource management.

Many of the HR fields and positions have high earning potential. From human resources strategists and consultants to change management specialists and compensation directors, professionals in this industry receive lucrative compensation packages in nearly all parts of the world.

Working in human resources is personally fulfilling as well. In this profession, you can help your fellow employees unlock their potential and be their best selves in the workplace.

This is because you’ll have a hand in resolving conflicts, training and promoting personnel, and creating a positive working environment. 

HR management professionals also have stable careers and experience diverse and exciting jobs at the same time. This means you can take on a variety of roles and responsibilities in this field.

When you take the suitable top-rated HR courses and work on upskilling and reskilling, there will be plenty of room to achieve career advancement.

The Cornerstones of HR Management

Learning about the main areas of human resource management can give you a clearer picture of what you’ll do and what you can specialize in as an HR professional.

Below are five functional areas of HR management you will work and be immersed in and can eventually choose from to specialize in:

  1. Recruitment, Selection, and Onboarding

HR personnel are often the most visible company representatives and first point persons that people outside of an organization meet and communicate with.

This is because the HR department has the important job of recruiting new employees for a company.

HR specialists manage and go through the rigorous process of finding and selecting the ideal candidates to fill vacant positions.

These steps begin with creating engaging job ads, filtering the applications, choosing the most qualified applicants and getting in touch with them, administering exams and interviews, and recommending candidates who best fit the role and company culture.

If you’re in HR, you’ll also be onboarding newly hired employees. You’ll play a key role in helping them adjust to the social and performance aspects of their new job as smoothly and quickly as possible.

This process is also crucial for minimizing employee turnovers and helping the organization retain top talent.

  1. Compensation and Benefits

A great compensation and benefits package helps an organization attract and retain talent.

Because of this, the HR team also has the important role of deciding how much an employee has to be paid and if they have to be given an hourly wage or a weekly, bi-monthly, or monthly salary.

As an HR specialist, you’ll have to research the current competitive wage for a position and ascertain if the organization can afford to offer that amount.

If the management cannot provide this compensation, you will have to recommend a benefits package that the potential new employee will find attractive.

This benefits package can include:

  • Health insurance
  • Retirement account
  • Performance bonuses
  • Annual, sick, and vacation leaves
  • Annual raises
  • Commissions, if applicable

The HR team also provides the payroll department with the information they need to pay employees the correct amount if they have unused vacation days and any due bonuses. Both sections also have to keep each other updated regarding the leaves all workers take.  

  1. Performance Management

Performance management software helping employees become their best selves professionally and personally at work, enabling them to contribute more to the organization.

This process enables employees to receive feedback regarding their performance so that they’ll know what to improve to be better at their job.

In most organizations, the human resources personnel and management work together to conduct an annual performance management activity that involves planning, monitoring, evaluating, and rewarding individual employee performance.

The result of this process paves the way for the classification of employees as high or low performers and those with high or low potential.

Employees who are constantly performing well can unlock more of their potential and improve their productivity, efficiency, and engagement.

On the other hand, employees who consistently underperform may not be a good fit for their job or the company and may have to be let go.

When done correctly, performance management will introduce positive changes in an organization.

  1. Training and Development

Training and development is an area of human resources that aims to improve group and individual performance in the workplace by increasing and honing the skills and knowledge of the employees. It is a vital part of an organization’s talent management strategy.

The primary aim of training and development is to align group and individual objectives and performance with the organization’s overall vision and goals.

HR specialists and management will have to work together to identify skills gaps among individuals and groups through different strategies, such as performance appraisals and one-to-one interviews.

They will then collaborate to create suitable training programs to fill these gaps and help employees succeed in their jobs.

Additionally, the HR team will monitor how many employees are in each program, their performance post-training, all relevant feedback, and the outcome to see if there is a need to add more training or tweak the plan.

  1. Succession planning

Succession planning is a business strategy and contingency plan put in place in case key employees leave the company.

This strategy ensures an organization continues to run smoothly and efficiently when  key personnel resign or retire. When implemented properly, leadership roles can be passed down to another employee or group of employees, thereby maintaining the smooth operation of the business.

Succession planning is also a good way to ensure that an organization is fully prepared to advance and promote all employees, not just those who hold executive and management positions.

A good learning and development program is an essential foundation for succession planning. This is because it involves training and cross-training employees to help them understand the business more, broaden their knowledge, develop new skills and polish current ones.

Succession planning is also usually based on performance evaluations.  

Succession plans can be long-term, which can pave the way for future changes or emergencies when unexpected issues arise.

When done correctly, succession planning results in the creation of a talent pipeline. Organizations will have a pool of qualified, ready candidates to fill positions quickly and without going through the lengthy and costly process of talent acquisition.

Familiarizing yourself with these areas and acquiring the skills you need to handle them is an excellent way to build your career in human resources management.

You can gain the necessary knowledge and skills by taking the right HR courses offered by reputable training providers.


Jerrin Samuel is the Executive Director at Regional Educational Institute (REI) in Abu Dhabi. Since 1995, REI has been at the forefront of education by delivering quality corporate training courses in the UAE, helping many businesses and organizations achieve greater productivity and higher customer satisfaction levels.