Human Resource Management is important because it helps organizations make sure employees are able to add value through their work. At Delta Air Lines, HR focuses on training and development, especially in customer service and safety, so employees have the skills needed to do their jobs well. MetLife puts more attention on keeping employees engaged by offering strong benefits and career development programs, which matches its goal of providing stability and security. PCL Construction highlights workforce planning and safety by investing in employee health, safe practices, and ongoing training to stay competitive in the construction industry. These examples show how HR practices connect to company goals while also supporting the workforce.
Image 1: Delta Employee Celebration
When I think about the kind of manager I want to be, I see myself as both an employee advocate and someone who drives positive change. This means listening to what employees need and care about, while also encouraging new practices that strengthen the organization’s culture and performance. I believe that when employees feel supported and motivated, they will be more productive and the company will succeed as a whole.
One of the hardest parts of being a manager will probably be balancing company goals with the different needs of employees. Managers have to make sure workers are trained, guided, and motivated, while also adjusting to changes in the workplace such as new technology, cultural differences, or global challenges. Finding this balance will take empathy, adaptability, and an understanding of HR practices.
Overall, I see HR as more than just an administrative task. It is a key part of how organizations grow and how people are able to succeed in their careers.