Professional organizations are non profit entities that aim at improving particular professions, the interests of all the professionals involved in that particular profession as well as the interest of the public (Lutharn, 2002). In as much as these organizations act to guard the public as a whole by maintaining and at the same time enforcing standards of ethics and training in professions, they also act as a trade union for all the members in the profession. However, this role is normally denied by the professional associations.
Professional organizations are also involved in developing and monitoring professional educational programs for their member (Lutharn, 2002). In doing this, they update the skills and knowledge of their members who become better employees and more qualified in their careers. After developing and improving the skills of the members, they are likely to conduct a professional certification. This indicates that an individual possesses all the qualifications required in that specific subject area (Graham, 2000). In some cases, being a member of a certain professional organization is equated to certification, though it is not mandatory. Membership of professional organizations can also be a requirement of the law. In this case, obtaining membership in a professional organization forms the primary basis of getting an entry and the setting up to practice in that profession. It is therefore correct to say that some professional organizations acts as licensures that permits individuals to practice in their professions.
An individual interested in studying Human Resource Management would be advised to join a professional organization in order to be a better employee (Graham, 2000). Human resource management lays concern on the recruitment, management and giving direction to all employees who work in an organization. It also deals with all issues relating to people such as hiring, compensation, organization development, performance management, safety, benefits, employee benefits, wellness, motivation, administration, communication and training. In addition to that, Human Resource Management involves the comprehensive and strategic approaches that help in managing people as well as the workplace environment and culture (Armstrong, 2001). Effective Human Resource Management gives employees a chance to contribute productively and effectively to the overall company’s direction in achieving the objectives and goals of the organization.
Having understood the importance of a Human resource professional, it is therefore advisable for anyone pursuing the career to join professional organizations such as Society for Human Resource Management (SHRM), America Society for Training and Development (ASTD), National Human Resources Association, International Society of Certified Benefits Specialists (ISCEBS) among many others. These professional organizations play numerous roles such as training human resource executives, they disseminate important information regarding human resource management, aim at improving the performance of businesses through effective implementation of practices and strategies touching on human resource. They also integrate an individual’s, community and the organization’s interests for the development and management of human resource (Armstrong, 2001). In addition to that, these professional organizations are viewed as voices of the human resource personnel since they represent the interests of all the professionals and students all over the world who are concerned with human resource management.
All in all, professional organizations are very important since they help individuals achieve the best of their careers (Lutharn, 2002). Human resource students and professionals would realize the best of their potentials if they join the professional organizations since they would be certified upon gaining membership (Armstrong, 2001). They would also be subjected to timely training to improve their knowledge and adjust to the changing trends in the market for the accomplishment of the organization’s goals and objectives.
Armstrong, N.A. (2001). A Handbook of Human Resource Management Practice, 8th edition,
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Graham, H. T. (2000). Human Resource Management, 9th edition. Penguin
Lutharn, F. (2002). Organization Behavior, 9th edition. New York, NY.: McGraw Hill.
Nadene, P. (2004). Career Counsellings Models for Diverse population, New York, NY: Amazon Publishers.