what kind of job will it be?

When it comes to work transfer, training as a personnel manager is on top of that. Despite the (technological) development in the academic field, HRM alumni do not have to worry about now and in the future, emphasizes Michel Starreveld, lecturer / researcher at Fontys Hogeschool HRM and Psychology.

What jobs are currently popular among HR students?
“Many candidates land in the recruitment sector. Because everyone is looking for suitable staff in this tense labor market, recruiters wished. In that role, you actively target candidates, for example via social media, and you choose to find the best match with an organization.

In the position of recruiter, students often end up with recruitment and selection agencies, in fact labor market brokers. This industry is becoming more and more lucrative, precisely because of the combination of strong demand and scarce supply. In addition, large organizations such as Ahold or the government employ their own recruiters. “

Which jobs will disappear and which will arise?
“I do not really believe that HR jobs will disappear and be replaced by new ones. You see a shift in perspective. Within HR, there is more and more attention to aspects such as job satisfaction and job coaching. Among other things, because good staff is becoming scarce, companies are paying more attention to employee well-being. They no longer look primarily functionally-executive, but also social or inner needs. This changes the nature of the HR profession. “

How does your curriculum relate to this?
“At HRM, we already focused on aspects such as vitality and job satisfaction, more than on co-education courses. Nevertheless, our curriculum will be completely renewed from September. There will be (even) more attention to psychology, the needs of the working person and the background of job satisfaction. Specifically, you would like company training for robustness and flexibility, so that employees can get better. Our students should soon be able to introduce more such ‘soft’ values ​​into an organization.

In addition, the new curriculum provides space for technological development in the HR field. More and more games or other digital selection tools are being used for recruitment and selection, allowing one to measure, for example, how long a candidate remains concentrated. Or an applicant’s response to a questionnaire goes through an algorithm that filters out traits. This development is going strong. It is good to introduce our students to this already. ”

What can students expect from salary development?
“Almost all HR graduates already have a job before leaving the program. I do not have their starting salary ready, but if you are in demand, there is also something in return. I’m not worried about this. “

What are the worries for the future?
“No, you look at our sector. In both economic downturn and growth, the HR professional plays an important supportive role in a company. As with the already mentioned scarcity in the labor market that will continue in the coming years as a result of an aging population.

Nor do I see the increasing use of technologies as a pitfall. In any case, the HR employee remains responsible for monitoring the human dimension. In any case, our profession is always concerned with human emotions and well-being. No software or robot has yet been invented for the empathic aspect of really trying to understand each other as human beings. ” [Frank van den Nieuwenhuijzen]

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