About Professional Goals for a Human Resource Specialist

Professional goals for human resource specialists depend largely on your organization's culture, objectives, and short- and long-term plans. HR specialists in recruiting, training, payroll, benefits and other disciplines will want to hone their skills, investigate and implement HR trends, and promote strategic planning. Your professional goals as a human resource specialist should benefit your career, but also should have the best interests of your employer and employees in mind.

Professional Certification

Professional certification is available for most all human resource disciplines and is available through associations, business schools and some colleges. Even if you currently have professional certification, consider taking your career and knowledge to the next level or in a different direction. Certification beyond what you currently hold may lead to advancement and a higher salary.

Self-Learning

Self-learning is another professional goal that all human resource specialists should make a part of their everyday routine. Laws, trends, techniques, policies and program ideas change almost daily, and it is every professional's best interest to keep up with the times and learn new skills. Online human resource sites such as HR Morning and HR-Guide offer daily doses of wisdom, news and practical information for HR specialists.

Professional Activities

Being involved in professional business activities can advance your career goals, add to your resources and enhance your knowledge base. Local organizations such as local business associations and your local chapter of the chamber of commerce will allow you to network with other professionals and gain insight to local business trends. Becoming a member of regional or national human resource organizations such as the National Human Resources Association or the Society for Human Resource Management can allow you to network and learn skills on a broader scale.

Make Positive Changes

Human resources is a necessary department, but professionals endeavor to go beyond necessity and add value by partnering with operational managers to make positive changes. Evaluating training, recruitment and hiring practices, updating employee handbooks, benefits, and working conditions can have a positive impact on worker morale, employee retention and productivity. This partnering of HR with operations is called "strategic human resources planning", and involves improving the operation in all possible ways to create a harmonious worker- and business-centric atmosphere that benefits employees and the company.

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About the Author

Matt McKay began his writing career in 1999, writing training programs and articles for a national corporation. His work has appeared in various online publications and materials for private companies. McKay has experience in entrepreneurship, corporate training, human resources, technology and the music business.