Introduction
The formulation of an HRM career strategy should incorporate the following tenets: avoid perceiving a university state as the pinnacle of your goals and refrain from procrastinating any endeavours until business contacts with employers or vacations (Santos, 2020). Currently, my goal is to advance my career; thus, I work hard to cultivate relationships and networks with experts in a variety of industries so that I can put their knowledge and talents to use, which is critical in deciding my ideal future state. This type of strategic thinking about various HRM components must be motivated by a desire to attend industry events and learn from industry leaders and peers who have already begun their HR careers.
Similarly, my goal will be to establish positive relationships with human resource managers, allowing me to significantly expand my knowledge and competence in the industry’s regular positions. The educational visit proved to be a valuable experience for me because it gave me a thorough understanding of labour relations and humanitarian concerns. Furthermore, it allowed me to widen my professional network by developing personal relationships with market leaders, who frequently gave me my first job due to convenient timing.
2. Event Attendance
In order to make considerable progress toward my professional goals, I have actively engaged in a variety of career fairs and professional events during the previous two months. Last year, from February 15 to 16th, 2024, I attended a big event, the annual HR conference, which was held in Toronto and based in Canada. In addition, I attended the Montreal International Talent Acquisition Forum, which took place from February 3, 2024, until the following day.
As a result, these fused forces are portrayed on the picnic agenda, where I discuss the most pressing HRM concerns and technological breakthroughs that have lately changed the HRM scene in Canada. According to De Vos & Van der Heijden (2017), the presence of distinguished guests, often industry leaders, is an essential component of business conventions; therefore, their expertise and experience serve as a source of energizing keynote addresses on a variety of topics, including leveraging innovator talent, fostering a culture of diversity and inclusion, and the ever-changing nature of HR technology as the most pressing concerns for organizational structures.
It is worth noting that these types of exchanges provided us with insight into how the audience was intrigued by the caller’s firsthand expertise and profound awareness, inspiring our unit to be more proactive and uniquely handle life’s issues. Personal development experiences in our professional sector, such as facing recurring problems, often provide us with sufficient sources of essential intelligence, resulting in a sense of self-empowerment.
3. Networking Experience
Recognizing the function’s importance within HRM, as well as an innate desire to investigate it, motivated me to study the issue further through academic research and practical networking experience. The concept first appeared with the release of scientific studies and recommendations by Bagdadli (2019), who claimed that well-constructed networks deliver outcome-oriented information. Inspired by the same philosophy, I made every effort to show compassion to colleagues and cultivate positive relationships with them.
The growth of my collegial relationships will compel and facilitate my connections with people working in diverse organizations and disciplines for various purposes. Indeed, these cross-cutting interpersonal relationships act as a protection, analogous to an army with identical, symmetrical beliefs and perspectives. As a result, I have realized that networking affects me in two ways. It gives me a respected network and allows me to seek advice from excellent mentors who have helped me realize my life’s mission and given me confidence that I am on the right track in my HRM career.
4. Industries and Organizations of Interest
4.1 Industries of Interest for Potential Future Employment
In pursuit of my goal of becoming a certified HRM specialist, I purposefully chose an area that challenges me to use all of my skills while also encouraging the development of my creativity. While career alternatives may include both unconventional and traditional paths, I am particularly interested in disciplines that offer dynamic and forward-thinking work environments, as well as those that promote societal or individual well-being. Education and biological sciences are areas in which I can have a significant influence.
My strong admiration for the Life Sciences stems from its unwavering dedication to constantly developing increasingly complex technologies that, in the end, benefit people’s well-being and satisfaction. The technological sector is a dynamic and competitive industry in which physicians primarily work with pharmaceuticals, biotechnologies, and medical equipment. The development of novel medications and cures requires a highly engaged and educated staff.
As a Human Resource Management (HRM) specialist, I am delighted to assist with recruitment efforts by developing and implementing unique approaches that prioritize selecting top-tier candidates while taking into account the market’s strong competitiveness. My mission is to foster collaboration across diverse teams working to incorporate cutting-edge scientific findings into the field of medicine by ensuring alignment between organizational strategy and talent acquisition activities.
Furthermore, the Education Department is critical to me since it is responsible for igniting the torch of knowledge in future generations. Education is more than a career as it is a transformative instrument and force that propels people and communities to new heights. Education, in particular, serves as a driving force for economic and social advancement. However, in the realm of education, I anticipate completing a number of activities that will undoubtedly allow me to assist by giving the faculty a proper platform. My goal is to create a high-quality learning environment in which they may better comprehend the many parts of their teaching responsibilities.
Furthermore, I strongly support measures that encourage the use of highly educated instructors in classrooms and the construction of a continuous educational delivery system. Fundamentally, I am a strong supporter of the education and life sciences sectors because they have the potential to create a better future for our society. Through the improvement of my knowledge and abilities in the field of human resource management (HRM), I aspire to have a substantial impact on guiding a firm toward tremendous success by increasing the entire well-being of its employees, particularly those on the periphery.
4.2 Potential Employers from the Identified Industries
In terms of actual life sciences, my ideal positions would be at Pfizer and Biovail’s Canadian divisions, respectively. Both enterprises help me achieve my professional objectives and goals. Pfizer Canada Inc., a well-known international pharmaceutical company, employs a significant number of scientists and specialists who are committed to producing cutting-edge medicines. Pfizer’s goal of changing the healthcare industry by developing breakthrough cures and treatments is clearly congruent with my ambitions for a career in healthcare.
The company’s offer to collaborate with notable pharmaceutical practitioners on fresh projects is a great opportunity that has piqued my interest. Furthermore, I can relate to a Pfizer corporate policy that prioritizes constant innovation and improvement—precisely the type of environment I seek in a workplace. Similarly, Biovail stands out as an exciting firm for recent graduates seeking work in the Life Sciences as it focuses on specialized pharmaceutical research and acquiring, developing, and selling novel medications in niche markets.
Biovail’s emphasis on specialized markets illustrates its strategic thinking regarding the successful resolution of unsolved medical challenges and the availability of medicines to patients worldwide (Donohue, 2019). Being a vital member of the Biovail team, whose mission is to find breakthrough therapies that will significantly improve patients’ health experiences, would be a dream come true for me, given my interest in healthcare. Furthermore, Biovail’s capacity to respond swiftly and foster an entrepreneurial spirit is an advantage of working in a dynamic, inclusive environment that promotes innovation. My membership with Biovail will not only help develop life-saving health treatments but will also contribute to the team’s efforts to promote world harmony.
In the education sector, two institutional employers who specialize in this industry are valuable, TDSB and McGill University, as intellectual institutions that provide multiple opportunities for individual growth and discernment. The Toronto District School Board, Toronto’s giant public school board, educates roughly 225,000 students in kindergarten through grade 12. The board is made up of educators who work with pupils from various backgrounds.
Becoming a TDSB employee will give me an incredible opportunity to have a significant positive impact on the city’s educational system (Paauwe, 2018). Furthermore, I will obtain an immediate appraisal of the pupils’ progress as a result of community acknowledgement and gratitude. Furthermore, the TDSB’s goals—ensuring diversity, supporting high academic standards, and ensuring fair education—are consistent with my own as an HRM professional who is dedicated to creating a diverse workplace and enhancing educator productivity.
McGill University, a prestigious academic institution, will present me with a challenging and consistent work environment that will foster my professional development and personal maturation. This university is well-known for its demanding academic standards and innovative research methodologies; hence, HRM professionals looking to make significant empirical contributions to the field of higher education may consider enrolling at this prestigious institution.
Collaborating with eminent professors and personnel while also being a part of a forward-thinking institution committed to new teaching and learning initiatives and knowledge promotion for the benefit of global citizens is a refreshing and fulfilling endeavour. Enrolling at McGill would provide me with not only the benefits of a world-class teaching and research institution but also the opportunity to participate in a vibrant and diverse environment that strives for excellence in research and education.
5. Describe Four Potential HRM Jobs for Potential Future Employment, Including the NOC Job Descriptions
5.1. Talent Acquisition Specialist (NOC 1221)
I envision myself as a Talent Acquisition Specialist, where I will use my passion for human resources management to help the business grow and promote education. This function is responsible for a range of tasks, including creating a list of allowed job applicants, coordinating and evaluating employment interviews, verifying JSON and motivation letters, and monitoring the process from beginning to end. As a result, the effective execution of these measures will help the company’s overall performance by fostering a high-performing staff that embodies all of the organization’s values and goals. (See Appendix 1)
5.2. Compensation and Benefits Analyst (NOC 1222)
As a salary and Benefits Analyst, one of my key responsibilities would be to create and administer “best in class” salary and benefits packages that attract and retain the top people for our firm. One of my key roles is to demonstrate my expertise by participating in activities such as pay surveys, policy formation and advocacy, and public outreach related to the administration of labour laws governing compensation, benefits, and employment. I actively work to create an environment that improves employees’ capacity to work efficiently, allowing me to contribute significantly to the firm’s overall success. (See Appendix 2)
5.3. Employee Relations Specialist (NOC 1231)
As the human relations specialist, I will hold the staff in high esteem as they work to maintain a good attitude while navigating the rugged landscape of the life sciences industry. The responsibilities include developing and implementing employee engagement strategies, resolving work-related issues that employees may raise and determining their specific desires, which can be met by providing them with expert guidance on work-related policies and procedures. I will create an inclusive and happy workplace in which everyone is welcome and their contributions acknowledged. As a result, I enthusiastically anticipate contributing to the creation of an organization in which employees are both productive and satisfied as their level of pleasure rises. (See Appendix 3)
5.4. Learning and Development Specialist (NOC 1411)
The role of Learning and Development Specialist, and I am responsible for my training philosophy, which aims to improve staff members’ competencies and expertise. The position comprises identifying training needs, creating a lesson plan that follows accepted training procedures, and delivering training workshops. The assessment of the training curriculum should also take into account the learners’ actual application of what they learned in the seminars. The envisioned workplace will prioritize providing all required facilities to employees. They will enjoy the experience and continue to grow professionally and academically. (See Appendix 4)
6. Summary of Events Attended
6.1. Canadian HR Conference
The conference, held in Toronto from February 15 to 16th, 2024, brought together HR employers from a wide range of businesses and was Canada’s top gathering of HR managers. This drive sparked a series of intelligent discussions about current HR issues and problems. Celebrities argued the most well-known human sciences topics in unexpected situations, such as the future of work, how to integrate AI into HR, and how to achieve workplace diversity. Swart et al. (2019) said that the interactive sessions were not only fascinating but also highly enlightening about the growth of the HR manager’s position over time and the various strategies that can be employed to adapt to these changes.
Furthermore, the Canadian HR Conference provided an informal networking opportunity for participants to connect with other industry experts and peers. In contrast, participating in dialogue sessions and seeking insights from colleagues on their distinct and intriguing points of view increased my understanding and facilitated the expansion of my areas of interest. The assembly, in particular, provided a friendly environment for exchanging ideas and doing research, allowing HRM professionals to form friendly bonds with one another while also building a stronger sense of national unity.
The Canadian HR Conference has assisted my professional development in the field of human resource management by reducing heuristic barriers to my perspective. The engaging discussions and networking activities I participated in during the sessions helped me gain new knowledge, which improved my capacity for strategic thinking, honed my networking skills, and provided me with actionable strategies to help me become a more successful HR professional. Aside from this program, the information I gained at this event is just one of many that has extended my horizons and inspired me to advocate for better human resource management in society. (See Appendix 5)
6.2. Montreal International Talent Acquisition Forum
On February 2, 2024, HRM professionals gathered at the Montreal International Talent Acquisition Forum to seek out new strategies for talent acquisition and retention. Because the activity involved a debate, people are not surprised by the number of innovations and best practices that can be applied in the talent acquisition process. This is due to the fact that the keynote speakers are thought leaders and industry experts whose opinions are sought after by everyone.
Efficient speakers at the event delivered a mix of intriguing and thought-provoking presentations on a wide range of topics. All of their goals were to promote the most effective talent acquisition for firms by streamlining the recruiting process and instilling a sense of organizational belonging in employees. The conference also covered employer branding as a strategic tool for capitalizing on the job market, techniques for conducting and improving the search process, and the use of social media, which is an essential component of modern recruitment.
The primary goal of these interactive phases was to provide insights and solutions to participants who expressed common concerns through the mobile application about the most effective ways to manage talent and recruiting processes, thereby increasing the organization’s pool of desirable candidates (Santos, 2020). My attendance at the Forum had a tremendous impact on my life and career as I received direct experience participating in group conversations with my classmates and expressing my own opinions.
Furthermore, these workshops helped me understand why other firms use modern recruiting tactics, as people share information based on their personal experiences. This program exposed me to M’World’s HRM Leadership Program, where I gained significant experience and knowledge that I want to apply to my HRM career aspirations. Gaining insight from the event’s practical ideas and complex realities would help me better understand the difficulties of talent acquisition and enable me to contribute to recruitment at my chosen business. The Forum provided a wealth of motivation and creative inspiration for companies looking for new and innovative approaches to human resource management, sparking a desire to join their ranks. (See Appendix 6)
7. Rationale
I chose the CPHR convention and MTOCFE as my key conferences because they offer substantial coverage of issues directly related to my career goals and aspirations in human resource management. The Canadian HR Conference provides valuable insights into a wide range of HRM issues due to its comprehensive coverage of current developments. In contrast, the Montreal forum was utterly dedicated to talent acquisition and examined in depth novel approaches and models, as well as some of the industry’s most productive ways.
In pursuit of this educational purpose, I actively engaged in these networking events with the intention of increasing my knowledge, gaining practical insights, and keeping up with industry trends. Having had the opportunity to attend both events, I saw that human resource management is a broad issue that covers both long-term trends and specific components like talent acquisition. Furthermore, the opportunity to hear from notable guest experts and industry executives was highly beneficial, as it provided an entirely different perspective on the subject and influenced my decision to major in human resource management.
As a result, these specific organizations might provide a relatively safe place in which to address issues that are on my mind. Through active participation in events organized by various human resource management (HRM) groups, I not only developed professional ties with executives and professionals from leading top-tier firms but also met new people. Undoubtedly, the most helpful component of my experience has been the building of my professional profile, which has allowed me to expand my work-related network and make critical connections within the HR world.
Furthermore, our mentors provided us with insights into a variety of areas, including those outside of our immediate area of expertise. I was eventually given connections, knowledge, and the courage to enter the HR industry. The desire of those leaders to establish things by using their technological expertise and professionalism shifted my perspective; as a result, I became even more eager to achieve great things since the future appeared to be more unpredictable.
8. References
Bagdadli, S., & Gianecchini, M. (2019). Organizational career management practices and objective career success: A systematic review and framework. Human Resource Management Review, 29(3), 353-370.
De Vos, A., & Van der Heijden, B. I. (2017). Current thinking on contemporary careers: the critical roles of sustainable HRM and sustainability of careers. Current opinion in environmental sustainability, 28, 41-50.
Donohue, R., & Tham, T. L. (2019). Career management in the 21st Century. In Contemporary HRM issues in the 21st Century (pp. 51-68). Emerald Publishing Limited.
Paauwe, J., & Boon, C. (2018). Strategic HRM: A critical review. Human resource management, 49-73.
Swart, J., Turner, N., Van Rossenberg, Y., & Kinnie, N. (2019). Who does what in enabling ambidexterity? Individual actions and HRM practices. The International Journal of Human Resource Management, 30(4), 508-535.
Santos, G. G., Ferreira, A. P., & Pinho, J. C. (2020). Career attitudes and employability: analysis of mediation via career strategies. Employee Relations: The International Journal, 42(2), 417-436.
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