O CCUP A TI O N P RO FI LE  

TO: PROFESSOR KOMM

FROM: LARISSA FULLER

SUBJECT: OCCUPATION PROFILE FOR LARISSA FULLER

DATE: 10/20/19

I will be discussing the occupation that I had chosen to research for this writing
assignment and what all this job entails. One of the topics that will be mentioned are why I chose
that specific occupation and the description of that career. Another topic that will be mentioned
hourly and yearly median pay between Ohio, Cincinnati, Kentucky and Indiana Metro Area as
well of the United Sates overall. The trends of the chosen occupation and its projected increase
scale within the next several years will also be discussed. Other topics will include the
knowledge, skills, abilities one may need to have to be successful in this occupation. I will also
mention a tool that could be helpful to one in this job and the education or experience someone
must have to obtain this career.

My Occupation

The occupation that I had chosen to research is a Human Resources Manager, which was
an occupation that I grew interest in after it came up as a suggestion from the Holland Code
Career Test results. According to Careeronestop an HR Manager “Plans, directs, or coordinates
human resources activities and staff of an organization.” Careeronestop states that an HR
Manager could also be known as a “Resources Administrator Director, Employee Relations
Manager, Human Resources VP, Human Resources Operations Manager, or an HR Director.”

The Median Hourly and Yearly Wages

The median hourly wage for an HR managers in Ohio is $52.70 an hour making $109,
630 a year. Human Resource Managers in Cincinnati, Ohio, Kentucky, Indiana Metro Area
median hourly wage is $52.76 making and annual average of $109,740 per year. In the United
States and their median hourly wage is $54.47 a making $113,300 per year.

Trends

In Ohio of 2016, 4,310 people were employed within the HR Management occupation.
That number is projected to increase by 390 openings, which is an 8% rise, by the year of 2026
making it 4,670. In the United States of 2018, 152, 100 positions were filled. The annual
projected openings by 2028 are said to be 14,400, a 7% change, making it 162,900 positions.

What You Need to Know

 An HR Manager often knows a lot about personal and human resources, administration
management, English language, Law and Government, and education and training. According to
careeronestop personal and human resources is the “knowledge of principles and procedures for
personal recruitment, selection, training, compensation, and benefits, labor relations and
negotiation, and personal information.” Administration and management are the “knowledge of
business and management principles involved in strategic planning, resource allocation, HR
modeling, and coordination of people and resources.” The English language is the “knowledge
of… [the] spelling of words, rules of composition, and grammar” The knowledge of Law and
Government is identified as the understanding of “…laws legal codes, court procedures,
precedents, government regulations, executive orders, agency rules, and the democratic political
process.” Education and Training are the “…principles and methods for curriculum… for
individuals and groups.”

Skills

One of the skills that someone must have within this occupation is to be an active
listener, which is the ability to listen to others without interrupting to those who are speaking to
you as well as eye contact and asking good, well thought out questions. An HR Manager also
needs to have the skill of being able to speak with others by conversing or discussing topics. They
also must have the skill to manage personal resources by selecting and managing the best
potential candidates for a job. It is important that they can make judgements and decisions by
considering all the pros and cons of all possibilities and choosing the best option. Lastly, and
Human Resources Manager should have reading comprehension and understand work-related
information and material.

Abilities or Talents

An HR Manager should have the ability in oral comprehension which involves not only
listening but understanding what people are saying to you. Oral expression is the ability that one
should have to communicate effectively with their team members. They should also have written
comprehension to read and understand what is being read. Another ability a Human Resource
Manager should have is deductive reasoning, using simple rules to problem solve or find
solutions. Written expression is used to communicate through writing. Lastly, they should have is
speech clarity and speech recognition which is speaking clearly and recognizing the words that
are being spoken.

Tasks or Activities

One task and activity that and HR manager might do in a day is collaborate or work
together with all departments involved to improve function and communication. They might also
advise employees on legal or regulatory compliance matters. A Human Resource Manager may
suggest an organizational or policy changes within a business. Another activity could be
analyzing data to inform operational decisions and may administer compensation or benefits for
employees

Tools

A tool that I found that could be useful for someone in this occupation is called XpertHR
and it is used to help “… build successful workforces by providing practical tools, authorities
insights and agile HR solutions from the global to the municipal level so your business stays a
step ahead.” XpertHR solutions also “…helps your HR team implement and deliver on strategic

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business goals such as greater efficiency, lower risk exposure, and increased employee
engagement.” The tool works to achieve constancy, motivates, empowers, and help your
employees feel confident about their decision-making abilities, helps new hires become top of the
line employees and potential leaders, reduces the time spent searching for answers, and reduces
possible risks while increasing productivity and engagement with the workplace.

Education and Experience Needed

The education and the experience that is typically required for an HR Management
position is a bachelor’s degree, 5 years or more work experience, and no on-the-job training. The
percentage of workers within this field that has a bachelor’s degree is 37%, above that is about
23% and below that is about 41%. Careeronestop states that “possible certifications may be
helpful in getting you the job” such as a certificate in Office Management or Benefits
management. It also suggests that some states require you to have an occupational license to work
in that career.

Goals

After further research on this occupation, I have found that the one of the goals that I
would like to accomplish is to finish my bachelor’s program. I will fulfill this goal by completing
the remainder of my school career at UCBA. Another goal that I hope to conquer is to find an HR
position to get my foot in the door. This goal will be accomplished by working hard to get myself
recognized and gain the experiences needed to earn that position title. Lastly, I want my third goal
to consist of networking and communicating with my team members to improve my chances of
moving up within the business. Completing this goal will be done by improving my ability to be
outgoing.

When I thought about “What do I want to be when I grow up?” I kept telling myself that I
wanted to be like my mom and do what she does now, a business analyst. However, as I
progressed through this course, it has made me second guess that decision by opening so many
other ideas that might also suit me that I have not even thought to consider, managing. I have
pondered the idea of managing before, but never really believed that it could be something that I
would have the ability to do because I didn’t think I had the personality for that position. But
because of that reason, and the results that I had received from the Holland Career Test, I started
to dig deeper and invest some time in considering the possibility of a management role for my
future which is why when I interviewed Heidi, it gave me confidence.

Interview Reflection

This assignment to interview someone within the HR Management career field, forced me to go
outside of my comfort zone and indulge in the idea of going beyond what I thought I could do.
The more I researched the job description of an HR Manger, the more interested I became
learning more about it, which is why I chose it. I became excited at the idea that if I worked hard
and educated myself on what it takes to get there that I could potentially become a Human
Resources Manager.

One of the questions that I asked Heidi was “How do you deal with unethical situations?”
Her response was “Possibly conduct a one on one meeting with that individual or group and if the
unethical behavior continues to carry on, it could lead to termination.” I believe that unethical
behavior should be documented and reported to prevent that behavior to continue. Negative

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behavior could possibly influence other employees to follow suit, causing a much larger issue in
the end. Therefore, it is important as a Manger to address the situation as soon as it is recognized.

Another question that I had asked her was “How do you structure feedback?” She stated
that “The way that I would address negative feedback would be to respectfully and kindly speak
with your employees separately about what they need to improve on and some tips or steps they
could take to do so.” She then mentioned “The way that I would address positive feedback is to
provide compliments on what they are doing well on and possibly providing those harder
working employees an incentive for going above and beyond management expectations.”
Personally, I feel that it is important to have those one on one, face to face conversations with
your employees. Every employee has something that could improve on, but it also important to
show your employees recognition for their hard work so they feel appreciated.

In relation to employee incentives, a follow up question to that was “Do you reward your
employees as a whole? She then had told me that she does by “…Providing Friday lunch ins,
given that all employees show up ready to work, give results, and are on time.” Employee
incentives keeps your employees motivated and happy to be there. Her end of the week reward
gives her employees something to look forward to and even though it isn’t much, it’s a great way
to show here appreciation for their hard work and dedication.

I then asked her “How do you drive results?” Heidi explains to me “By setting deadlines
for my employees to meet and encourage them to do so by not only providing the incentive, but
by also instilling the idea to my employees that we need to ensure continuous customer
satisfaction one hundred percent of the time.” She then continues and says, “If those deadlines are
not met, and it is a continuous reoccurrence than consequences will be taken place.” It is
important for your employees to clearly understand your expectations of them.

The last question that I had asked her was “What do you like least about HR?” Her
response was “Having the responsibility of letting people go.” I asked her if she would be willing
to give me an example. Heidi recalled a time that she had an employee who had started at the
front of the store where he had to interact with the customers who came in. However, she was
receiving too many complaints from those customers to ignore so she acted by changing his
department. The employee was angry that he was moved and reacted negatively by continuing to
show poor behavior and lacked work ethic, even after numerous conversations. This then resulted
in the employee’s termination completely.

While interviewing Heidi, I realized that she had mentioned a lot of what I have learned
throughout my college career. I would have to say that having this Interview with her was an eye
opener to the advantages and disadvantages of what is expected of not just an HR Manger but all
mangers. This experience has taught me so much about the other opportunities that could be my
calling but was too afraid to venture out of my comfort zone to find out. One of my biggest
takeaways from this knowledge was that no matter what role you take on, management or not, it
is important that you work with your team to build strong relationships and having the ability to
identify your team’s strengths and weaknesses to better understand what can be improved.

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Cover Letter

Larissa Fuller

5202 Aspen Valley Dr.

Liberty Township, OH 45011

M:(513)-545-5917

Fullerlj@mail.uc.edu

October 27, 2019

Dear Professor, Komm,

You need a sharp candidate who has great attention to detail and excellent skills in

communication, adaptability, dependability, and accountability, which I believe to be

essential attributes that would make me ideal for this position. Please look at my attached

resume for a detailed look at my skills and experience.

My previous position as a Front Desk Agent, at Sonesta ES Suits, has allowed me to

obtain and better many of my skills. I have learned different systems within a short period

of time, managed guest billing, routing, and guest issues. This position has taught me

how to become more diligent with my time as well as become more of an “outside-of-

the-box” thinker. I have taught myself how to work under pressure and do it effectively

without becoming overwhelmed. My ability to be open to learning and valuing

constructive criticism has bettered my customer service and communication skills. I have

developed an understanding with how to communicate effectively with team members

and guests whether they are completely satisfied or dissatisfied. I have found that it is

incredibly important to be an effective team player and contribute in ensuring that help is

given when it is needed. I have also found that organization is a key factor in a

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functioning work environment. These are just a few of the many other skills that I have

developed over the years.

I am certain that my resume will give you a greater understanding of my qualifications

for this position. I would greatly appreciate the opportunity to work with and learn from

you and your talented team.

Please contact me if you would like to schedule an interview or have any questions about

my skills or experience. You can reach me at the phone number or email listed above. I

look forward to hearing from you.

Thank you for your valued time,

Larissa Fuller

Sources

https://www.careeronestop.org/toolkit/careers/occupations/occupation-profile.aspx?
keyword=Human%20Resources%20Managers&onetcode=11312100&location=45011

https://www.xperthr.com/?gclid=Cj0KCQjwi7DtBRCLARIsAGCJWBr-sZX-
KYxg1TqwqTtK9fBVPMh0c8dKNOiZPzUxSHZpLsHAtMb-CxgaAleJEALw_wcB

Hiedi Greer