HUMAN RESOURCE MANAGEMENT & EMPLOYMENT RELATIONS

Transcription

1 USEFUL WEBSITES Human Resources Institute of New Zealand New Zealand Occupational Health and Safety NZ Institute of Safety Management WHAT IS HUMAN RESOURCE MANAGEMENT & EMPLOYMENT RELATIONS (HRM/ER)? As organisations evolve in a dynamic and rapidly changing business environment, the way that they engage and retain the best possible people needs to be agile, transparent and reliable. Human resources professionals are the oil between management and employees, ensuring that staff are productive, safe and developing as valued and skilled workers. Their key focus is on the performance of the organisation through fostering co-operative workplace relationships and implementing effective people management systems. HRM/ER work encompasses planning, recruitment, learning and development, health and safety, commercial law and employer/ employee relations. A key aspect of this work involves change management, as companies are constantly both adapting to and influencing the environment in which they operate. HRM/ER staff increasingly perform a business coaching role with managers, ensuring that they have the best possible workers in place to handle job-specific situations. If you enjoy finding solutions to problems, are interested in diversity and organisational culture and want to have influence with people at all levels of an organisation, then a career in human resources and employment relations could be for you. For the most up-to-date information on Human Resource Management and the Bachelor of Business or Bachelor of International Hospitality Management, please visit our website or For other Future Career Sheets visit: For employability and career support, you can book an appointment through You can also contact the AUT Student Hub team for help and advice: 0800 AUT UNI ( ) studenthub@aut.ac.nz CITY CAMPUS 55 Wellesley Street East, Auckland Central SOUTH CAMPUS 640 Great South Road, Manukau, Auckland Connect with us now: The information contained in this career sheet was correct at time of print, Aug 2018 A FUTURE IN HUMAN RESOURCE MANAGEMENT & EMPLOYMENT RELATIONS

2 USEFUL WEBSITES Human Resources Institute of New Zealand New Zealand Occupational Health and Safety NZ Institute of Safety Management WHAT IS HUMAN RESOURCE MANAGEMENT & EMPLOYMENT RELATIONS (HRM/ER)? As organisations evolve in a dynamic and rapidly changing business environment, the way that they engage and retain the best possible people needs to be agile, transparent and reliable. Human resources professionals are the oil between management and employees, ensuring that staff are productive, safe and developing as valued and skilled workers. Their key focus is on the performance of the organisation through fostering co-operative workplace relationships and implementing effective people management systems. HRM/ER work encompasses planning, recruitment, learning and development, health and safety, commercial law and employer/ employee relations. A key aspect of this work involves change management, as companies are constantly both adapting to and influencing the environment in which they operate. HRM/ER staff increasingly perform a business coaching role with managers, ensuring that they have the best possible workers in place to handle job-specific situations. If you enjoy finding solutions to problems, are interested in diversity and organisational culture and want to have influence with people at all levels of an organisation, then a career in human resources and employment relations could be for you. For the most up-to-date information on Human Resource Management and the Bachelor of Business or Bachelor of International Hospitality Management, please visit our website or For other Future Career Sheets visit: For employability and career support, you can book an appointment through You can also contact the AUT Student Hub team for help and advice: 0800 AUT UNI ( ) studenthub@aut.ac.nz CITY CAMPUS 55 Wellesley Street East, Auckland Central SOUTH CAMPUS 640 Great South Road, Manukau, Auckland Connect with us now: The information contained in this career sheet was correct at time of print, Aug 2018 A FUTURE IN HUMAN RESOURCE MANAGEMENT & EMPLOYMENT RELATIONS

3 Employment relations advisor/manager Focuses on the employment and industrial relations of an HRM department, and potentially works alongside unions. Can work with change management and legislative compliance. OUTLOOK AND TRENDS The integration of information services such as talent analytics and social media into HRM means that practitioners must develop their expertise in evolving technologies. Talent analytics involves crunching data about current and/or prospective employees to ensure the best workforce capacity is achieved, enabling HR to elevate itself from a tactical support function to a business partner on strategy. Facebook, Twitter and LinkedIn (and more) are all used extensively by HR departments when screening and investigating new hires, and many organisations now have a sophisticated social media presence. Organisations are actively exploring new approaches to learning and development as they confront increasing skill shortages. Many employers have concerns about skill shortages and employee capability, and consequently demand more innovative and engaging learning platforms and opportunities for their staff. Organisations that transform their learning and development opportunities are not only able to accelerate skills development, but can also dramatically improve employee engagement and retention. Occupational health and safety is expanding as a result of recent events and changing legalisation, such as the Health and Safety Reform Bill (2014), which targets a 25% reduction in workplace injury and death by WorkSafeNZ is a stand-alone government agency that will lead efforts to achieve this target. All businesses need to have a fully compliant and functioning OHS Management System, which requires employers to have a clear health and safety management plan in place to address workplace risk. Tourism and hospitality is predicted to overtake the rural sector as New Zealand s leading earner of export dollars in The yields resulting from this tourist driven boom are already drawing considerable new investment in hotels and tourism infrastructure. However, the key limiting factor in this continued growth will be the successful recruitment, development and retention of staff all of which require skilled human resource management graduates. HRM roles in hospitality and tourism open doors to international careers, as most of the hotel chains are multinational corporations who activity seek to develop their management talent internationally. Source: PERSONAL QUALITIES Trustworthy, high levels of integrity Able to relate to people from a wide range of backgrounds Approachable and empathetic Resourceful and creative SKILLS AND KNOWLEDGE WORK SETTINGS Every organisation of any size needs to include employees who oversee the human resources, employment relations, health and safety and learning and development of their staff. There are opportunities across private, public and not-for-profit sectors. Most positions are office-based, and practitioners deal with all employees and managers through a variety of mediums including face-to-face and electronic. This may take place across several sites, and indeed internationally. CAREER ROLE EXAMPLES HR advisor/manager Responsible for all human resource activity in an organisation recruitment and selection, performance management, payroll and remuneration, and policy and strategy development. Graduates normally start in an advisor role, and with three or four years experience may progress to a HR manager role, where they may manage a team of advisors. OHS advisor/manager Ownership of the health and safety function for an organisation, possibly leading a team working at a strategic and operational level. May or may not have staff accountability, but responsible for the overall function of workplace safety. Would provide advice to management and staff on all matters relating to workplace and safety and health legislation. Learning and development advisor/manager Provides an effective learning and development service to support business learning and development, and change objectives. Designs, develops and implements appropriate learning and development interventions and solutions. Often required to deal with internal clients and a variety of external providers. A manager normally deals with the strategic end of learning and development, managing suppliers, leading a team and consulting to business leaders. THE AUT ADVANTAGE AUT offers a major in HRM within both the Bachelor of Business and the Bachelor of International Hospitality Management. Both offer a co-operative education (co-op) experience, which enables practical application of learning in an industry environment. Business students get co-op placements in human resource departments such as Warehouse Stationery, Noel Leeming Group and the Waitemata District Health Board. HRM specialist knowledge of: Employment legislation, eg the Employment Relations Act Equal opportunities and diversity Recruitment and selection processes, eg writing job descriptions, and training staff OHS specialist knowledge of: Health and safety legislation Work-related illnesses and injuries, and rehabilitation strategies Accident Compensation Corporation (ACC) procedures Learning and development specialist knowledge of: Learning theories and transfer of training Teaching skills, and the ability to plan programmes Understanding complex information, and presenting it simply and accurately A variety of learning media Starting salaries in this field vary hugely depending on the sector and the exact role requirements. Salary (per year) HR administrator $45,000-$60,000 HR manager $90,000-$130,000 OHS co-ordinator $42,000-$60,000 Learning and development trainer School of Hospitality and Tourism students get co-op placements in organisations such as the Hilton and IHG, as well as stand-alone boutique hotels like the Langham. Multi-site restaurant chains like HIPGROUP and Mexico Group also offer co-op positions in their HR departments. Staff from the following research institutes and groups actively teach on these programmes: New Zealand Work Research Institute Gender and Diversity Research Group Centre for Occupational Health and Safety New Zealand Tourism Research Institute $70,000-$80,000 Sources Hays Salary Guide, 2015, HRINZ Remuneration Report Summary, 2015 Salary range is indicative of the mid 2016 New Zealand job market and should only be used as a guideline. Bachelor of Arts in Psychology and Human Resource My work at Tourism Holdings involves managing the recruitment process and proactively conducting talent searches and applying employment branding strategies. I also work with other Tourism Holdings business units to plan recruitment forecasting, analyse employee performance and engagement and formulate HR methods to improve policies, processes and practices. I am passionate about contemporary and creative HR; it is a rapidly developing business function. I find it challenging to explore and experiment different recruitment methods and very rewarding when it results in successful and quality hire. As a HR professional it is essential to be curious and innovative and it is critical to keep up to date with talent management trends and observe what competitors are doing. Doing case studies and research during my degree widened my perspective of HR, allowing me to see how HR has shifted from its traditional form to become a contemporary and strategic business function. HR is not just about learning theories and putting them in practice, it is important to connect with professionals or mentors who can inspire you. I did that by joining HRINZ as a student member and attended conferences and special interest groups to engage and make connections. HRM can also be studied as a minor within the Bachelor of Arts. EMPLOYER COMMENT FURTHER STUDY OPTIONS SALARY GUIDE HR Co-ordinator, Tourism Holdings Limited Management & Employment Relations General skill requirements Skilled written and verbal communicator Competent at organisation and time management Skilled at networking, teamwork, collaboration Good at problem-solving and decision-making Ability to negotiate and deal with conflict effectively BERTHA KWAN Postgraduate options include postgraduate certificate and diploma, honours, masters and PhD programmes. Recent research topics include employment branding in the apparel industry, the use of gaming in recruitment campaigns, and health and safety in the New Zealand trucking industry. The School of Hospitality and Tourism offers postgraduate study in HR management in both the Master of International Hospitality Management and postgraduate diplomas and certificates. Current HR research undertaken by students include career experiences of Māori in Hotels and managing stress resilience in hospitality organisations. An HR co-ordinator role is often seen as an entry level position for aspiring HR professionals. Therefore HR co-ordinators should have a good working knowledge of employment law so they can work competently within legal frameworks when undertaking the various HR transactional processes. An HR co-ordinator must be well organised, able to embrace enabling technology and systems, interpret information and manage a multitude of subtle variances along with the volume of work. They must also be open to identifying opportunities to improve systems. Bertha is an HR graduate with a couple of years of HR experience and an appetite to learn more and grow her HR career. Having come from working at NZ Police, she had already demonstrated the ability to manage volume and complex HR processes. I was interested in Bertha because she had shown an ability to be innovative and change things when she saw an opportunity. Joe Akari Tourism Holdings HR Manager

4 Employment relations advisor/manager Focuses on the employment and industrial relations of an HRM department, and potentially works alongside unions. Can work with change management and legislative compliance. OUTLOOK AND TRENDS The integration of information services such as talent analytics and social media into HRM means that practitioners must develop their expertise in evolving technologies. Talent analytics involves crunching data about current and/or prospective employees to ensure the best workforce capacity is achieved, enabling HR to elevate itself from a tactical support function to a business partner on strategy. Facebook, Twitter and LinkedIn (and more) are all used extensively by HR departments when screening and investigating new hires, and many organisations now have a sophisticated social media presence. Organisations are actively exploring new approaches to learning and development as they confront increasing skill shortages. Many employers have concerns about skill shortages and employee capability, and consequently demand more innovative and engaging learning platforms and opportunities for their staff. Organisations that transform their learning and development opportunities are not only able to accelerate skills development, but can also dramatically improve employee engagement and retention. Occupational health and safety is expanding as a result of recent events and changing legalisation, such as the Health and Safety Reform Bill (2014), which targets a 25% reduction in workplace injury and death by WorkSafeNZ is a stand-alone government agency that will lead efforts to achieve this target. All businesses need to have a fully compliant and functioning OHS Management System, which requires employers to have a clear health and safety management plan in place to address workplace risk. Tourism and hospitality is predicted to overtake the rural sector as New Zealand s leading earner of export dollars in The yields resulting from this tourist driven boom are already drawing considerable new investment in hotels and tourism infrastructure. However, the key limiting factor in this continued growth will be the successful recruitment, development and retention of staff all of which require skilled human resource management graduates. HRM roles in hospitality and tourism open doors to international careers, as most of the hotel chains are multinational corporations who activity seek to develop their management talent internationally. Source: PERSONAL QUALITIES Trustworthy, high levels of integrity Able to relate to people from a wide range of backgrounds Approachable and empathetic Resourceful and creative SKILLS AND KNOWLEDGE WORK SETTINGS Every organisation of any size needs to include employees who oversee the human resources, employment relations, health and safety and learning and development of their staff. There are opportunities across private, public and not-for-profit sectors. Most positions are office-based, and practitioners deal with all employees and managers through a variety of mediums including face-to-face and electronic. This may take place across several sites, and indeed internationally. CAREER ROLE EXAMPLES HR advisor/manager Responsible for all human resource activity in an organisation recruitment and selection, performance management, payroll and remuneration, and policy and strategy development. Graduates normally start in an advisor role, and with three or four years experience may progress to a HR manager role, where they may manage a team of advisors. OHS advisor/manager Ownership of the health and safety function for an organisation, possibly leading a team working at a strategic and operational level. May or may not have staff accountability, but responsible for the overall function of workplace safety. Would provide advice to management and staff on all matters relating to workplace and safety and health legislation. Learning and development advisor/manager Provides an effective learning and development service to support business learning and development, and change objectives. Designs, develops and implements appropriate learning and development interventions and solutions. Often required to deal with internal clients and a variety of external providers. A manager normally deals with the strategic end of learning and development, managing suppliers, leading a team and consulting to business leaders. THE AUT ADVANTAGE AUT offers a major in HRM within both the Bachelor of Business and the Bachelor of International Hospitality Management. Both offer a co-operative education (co-op) experience, which enables practical application of learning in an industry environment. Business students get co-op placements in human resource departments such as Warehouse Stationery, Noel Leeming Group and the Waitemata District Health Board. HRM specialist knowledge of: Employment legislation, eg the Employment Relations Act Equal opportunities and diversity Recruitment and selection processes, eg writing job descriptions, and training staff OHS specialist knowledge of: Health and safety legislation Work-related illnesses and injuries, and rehabilitation strategies Accident Compensation Corporation (ACC) procedures Learning and development specialist knowledge of: Learning theories and transfer of training Teaching skills, and the ability to plan programmes Understanding complex information, and presenting it simply and accurately A variety of learning media Starting salaries in this field vary hugely depending on the sector and the exact role requirements. Salary (per year) HR administrator $45,000-$60,000 HR manager $90,000-$130,000 OHS co-ordinator $42,000-$60,000 Learning and development trainer School of Hospitality and Tourism students get co-op placements in organisations such as the Hilton and IHG, as well as stand-alone boutique hotels like the Langham. Multi-site restaurant chains like HIPGROUP and Mexico Group also offer co-op positions in their HR departments. Staff from the following research institutes and groups actively teach on these programmes: New Zealand Work Research Institute Gender and Diversity Research Group Centre for Occupational Health and Safety New Zealand Tourism Research Institute $70,000-$80,000 Sources Hays Salary Guide, 2015, HRINZ Remuneration Report Summary, 2015 Salary range is indicative of the mid 2016 New Zealand job market and should only be used as a guideline. Bachelor of Arts in Psychology and Human Resource My work at Tourism Holdings involves managing the recruitment process and proactively conducting talent searches and applying employment branding strategies. I also work with other Tourism Holdings business units to plan recruitment forecasting, analyse employee performance and engagement and formulate HR methods to improve policies, processes and practices. I am passionate about contemporary and creative HR; it is a rapidly developing business function. I find it challenging to explore and experiment different recruitment methods and very rewarding when it results in successful and quality hire. As a HR professional it is essential to be curious and innovative and it is critical to keep up to date with talent management trends and observe what competitors are doing. Doing case studies and research during my degree widened my perspective of HR, allowing me to see how HR has shifted from its traditional form to become a contemporary and strategic business function. HR is not just about learning theories and putting them in practice, it is important to connect with professionals or mentors who can inspire you. I did that by joining HRINZ as a student member and attended conferences and special interest groups to engage and make connections. HRM can also be studied as a minor within the Bachelor of Arts. EMPLOYER COMMENT FURTHER STUDY OPTIONS SALARY GUIDE HR Co-ordinator, Tourism Holdings Limited Management & Employment Relations General skill requirements Skilled written and verbal communicator Competent at organisation and time management Skilled at networking, teamwork, collaboration Good at problem-solving and decision-making Ability to negotiate and deal with conflict effectively BERTHA KWAN Postgraduate options include postgraduate certificate and diploma, honours, masters and PhD programmes. Recent research topics include employment branding in the apparel industry, the use of gaming in recruitment campaigns, and health and safety in the New Zealand trucking industry. The School of Hospitality and Tourism offers postgraduate study in HR management in both the Master of International Hospitality Management and postgraduate diplomas and certificates. Current HR research undertaken by students include career experiences of Māori in Hotels and managing stress resilience in hospitality organisations. An HR co-ordinator role is often seen as an entry level position for aspiring HR professionals. Therefore HR co-ordinators should have a good working knowledge of employment law so they can work competently within legal frameworks when undertaking the various HR transactional processes. An HR co-ordinator must be well organised, able to embrace enabling technology and systems, interpret information and manage a multitude of subtle variances along with the volume of work. They must also be open to identifying opportunities to improve systems. Bertha is an HR graduate with a couple of years of HR experience and an appetite to learn more and grow her HR career. Having come from working at NZ Police, she had already demonstrated the ability to manage volume and complex HR processes. I was interested in Bertha because she had shown an ability to be innovative and change things when she saw an opportunity. Joe Akari Tourism Holdings HR Manager

5 Employment relations advisor/manager Focuses on the employment and industrial relations of an HRM department, and potentially works alongside unions. Can work with change management and legislative compliance. OUTLOOK AND TRENDS The integration of information services such as talent analytics and social media into HRM means that practitioners must develop their expertise in evolving technologies. Talent analytics involves crunching data about current and/or prospective employees to ensure the best workforce capacity is achieved, enabling HR to elevate itself from a tactical support function to a business partner on strategy. Facebook, Twitter and LinkedIn (and more) are all used extensively by HR departments when screening and investigating new hires, and many organisations now have a sophisticated social media presence. Organisations are actively exploring new approaches to learning and development as they confront increasing skill shortages. Many employers have concerns about skill shortages and employee capability, and consequently demand more innovative and engaging learning platforms and opportunities for their staff. Organisations that transform their learning and development opportunities are not only able to accelerate skills development, but can also dramatically improve employee engagement and retention. Occupational health and safety is expanding as a result of recent events and changing legalisation, such as the Health and Safety Reform Bill (2014), which targets a 25% reduction in workplace injury and death by WorkSafeNZ is a stand-alone government agency that will lead efforts to achieve this target. All businesses need to have a fully compliant and functioning OHS Management System, which requires employers to have a clear health and safety management plan in place to address workplace risk. Tourism and hospitality is predicted to overtake the rural sector as New Zealand s leading earner of export dollars in The yields resulting from this tourist driven boom are already drawing considerable new investment in hotels and tourism infrastructure. However, the key limiting factor in this continued growth will be the successful recruitment, development and retention of staff all of which require skilled human resource management graduates. HRM roles in hospitality and tourism open doors to international careers, as most of the hotel chains are multinational corporations who activity seek to develop their management talent internationally. Source: PERSONAL QUALITIES Trustworthy, high levels of integrity Able to relate to people from a wide range of backgrounds Approachable and empathetic Resourceful and creative SKILLS AND KNOWLEDGE WORK SETTINGS Every organisation of any size needs to include employees who oversee the human resources, employment relations, health and safety and learning and development of their staff. There are opportunities across private, public and not-for-profit sectors. Most positions are office-based, and practitioners deal with all employees and managers through a variety of mediums including face-to-face and electronic. This may take place across several sites, and indeed internationally. CAREER ROLE EXAMPLES HR advisor/manager Responsible for all human resource activity in an organisation recruitment and selection, performance management, payroll and remuneration, and policy and strategy development. Graduates normally start in an advisor role, and with three or four years experience may progress to a HR manager role, where they may manage a team of advisors. OHS advisor/manager Ownership of the health and safety function for an organisation, possibly leading a team working at a strategic and operational level. May or may not have staff accountability, but responsible for the overall function of workplace safety. Would provide advice to management and staff on all matters relating to workplace and safety and health legislation. Learning and development advisor/manager Provides an effective learning and development service to support business learning and development, and change objectives. Designs, develops and implements appropriate learning and development interventions and solutions. Often required to deal with internal clients and a variety of external providers. A manager normally deals with the strategic end of learning and development, managing suppliers, leading a team and consulting to business leaders. THE AUT ADVANTAGE AUT offers a major in HRM within both the Bachelor of Business and the Bachelor of International Hospitality Management. Both offer a co-operative education (co-op) experience, which enables practical application of learning in an industry environment. Business students get co-op placements in human resource departments such as Warehouse Stationery, Noel Leeming Group and the Waitemata District Health Board. HRM specialist knowledge of: Employment legislation, eg the Employment Relations Act Equal opportunities and diversity Recruitment and selection processes, eg writing job descriptions, and training staff OHS specialist knowledge of: Health and safety legislation Work-related illnesses and injuries, and rehabilitation strategies Accident Compensation Corporation (ACC) procedures Learning and development specialist knowledge of: Learning theories and transfer of training Teaching skills, and the ability to plan programmes Understanding complex information, and presenting it simply and accurately A variety of learning media Starting salaries in this field vary hugely depending on the sector and the exact role requirements. Salary (per year) HR administrator $45,000-$60,000 HR manager $90,000-$130,000 OHS co-ordinator $42,000-$60,000 Learning and development trainer School of Hospitality and Tourism students get co-op placements in organisations such as the Hilton and IHG, as well as stand-alone boutique hotels like the Langham. Multi-site restaurant chains like HIPGROUP and Mexico Group also offer co-op positions in their HR departments. Staff from the following research institutes and groups actively teach on these programmes: New Zealand Work Research Institute Gender and Diversity Research Group Centre for Occupational Health and Safety New Zealand Tourism Research Institute $70,000-$80,000 Sources Hays Salary Guide, 2015, HRINZ Remuneration Report Summary, 2015 Salary range is indicative of the mid 2016 New Zealand job market and should only be used as a guideline. Bachelor of Arts in Psychology and Human Resource My work at Tourism Holdings involves managing the recruitment process and proactively conducting talent searches and applying employment branding strategies. I also work with other Tourism Holdings business units to plan recruitment forecasting, analyse employee performance and engagement and formulate HR methods to improve policies, processes and practices. I am passionate about contemporary and creative HR; it is a rapidly developing business function. I find it challenging to explore and experiment different recruitment methods and very rewarding when it results in successful and quality hire. As a HR professional it is essential to be curious and innovative and it is critical to keep up to date with talent management trends and observe what competitors are doing. Doing case studies and research during my degree widened my perspective of HR, allowing me to see how HR has shifted from its traditional form to become a contemporary and strategic business function. HR is not just about learning theories and putting them in practice, it is important to connect with professionals or mentors who can inspire you. I did that by joining HRINZ as a student member and attended conferences and special interest groups to engage and make connections. HRM can also be studied as a minor within the Bachelor of Arts. EMPLOYER COMMENT FURTHER STUDY OPTIONS SALARY GUIDE HR Co-ordinator, Tourism Holdings Limited Management & Employment Relations General skill requirements Skilled written and verbal communicator Competent at organisation and time management Skilled at networking, teamwork, collaboration Good at problem-solving and decision-making Ability to negotiate and deal with conflict effectively BERTHA KWAN Postgraduate options include postgraduate certificate and diploma, honours, masters and PhD programmes. Recent research topics include employment branding in the apparel industry, the use of gaming in recruitment campaigns, and health and safety in the New Zealand trucking industry. The School of Hospitality and Tourism offers postgraduate study in HR management in both the Master of International Hospitality Management and postgraduate diplomas and certificates. Current HR research undertaken by students include career experiences of Māori in Hotels and managing stress resilience in hospitality organisations. An HR co-ordinator role is often seen as an entry level position for aspiring HR professionals. Therefore HR co-ordinators should have a good working knowledge of employment law so they can work competently within legal frameworks when undertaking the various HR transactional processes. An HR co-ordinator must be well organised, able to embrace enabling technology and systems, interpret information and manage a multitude of subtle variances along with the volume of work. They must also be open to identifying opportunities to improve systems. Bertha is an HR graduate with a couple of years of HR experience and an appetite to learn more and grow her HR career. Having come from working at NZ Police, she had already demonstrated the ability to manage volume and complex HR processes. I was interested in Bertha because she had shown an ability to be innovative and change things when she saw an opportunity. Joe Akari Tourism Holdings HR Manager

6 USEFUL WEBSITES Human Resources Institute of New Zealand New Zealand Occupational Health and Safety NZ Institute of Safety Management WHAT IS HUMAN RESOURCE MANAGEMENT & EMPLOYMENT RELATIONS (HRM/ER)? As organisations evolve in a dynamic and rapidly changing business environment, the way that they engage and retain the best possible people needs to be agile, transparent and reliable. Human resources professionals are the oil between management and employees, ensuring that staff are productive, safe and developing as valued and skilled workers. Their key focus is on the performance of the organisation through fostering co-operative workplace relationships and implementing effective people management systems. HRM/ER work encompasses planning, recruitment, learning and development, health and safety, commercial law and employer/ employee relations. A key aspect of this work involves change management, as companies are constantly both adapting to and influencing the environment in which they operate. HRM/ER staff increasingly perform a business coaching role with managers, ensuring that they have the best possible workers in place to handle job-specific situations. If you enjoy finding solutions to problems, are interested in diversity and organisational culture and want to have influence with people at all levels of an organisation, then a career in human resources and employment relations could be for you. For the most up-to-date information on Human Resource Management and the Bachelor of Business or Bachelor of International Hospitality Management, please visit our website or For other Future Career Sheets visit: For employability and career support, you can book an appointment through You can also contact the AUT Student Hub team for help and advice: 0800 AUT UNI ( ) studenthub@aut.ac.nz CITY CAMPUS 55 Wellesley Street East, Auckland Central SOUTH CAMPUS 640 Great South Road, Manukau, Auckland Connect with us now: The information contained in this career sheet was correct at time of print, Aug 2018 A FUTURE IN HUMAN RESOURCE MANAGEMENT & EMPLOYMENT RELATIONS