A management analyst is a consultant attached to work with a company to improve the overall efficiency and deal with any operational issues. Their role involves solving problems, minimizing growth, creating value and improving the performance of the business. They use the skills they have in the industry to provide advice that project and can work towards ensuring that the firm develops the specialist skill that might be missing.
In most cases, a management analysis would work for a consultancy company or self-employed (Brauer & Wiersema, 2018). The reason for this is that they are required to bring an outsider objective perspective in the business they are attached to for some time. To get a full understanding of the issue in the company, they would have to interview managers, analyze data, and observe procedures. From the analysis, they would be able to give recommendations that the firm might take to ensure that the company gets back to the path of success (Tracey, 2016). Besides, they would keep in touch with the previous clients to ensure that the recommendations produce the required progress.
The daily work of management analyst
An analyst works temporarily, and thus their jobs keep on changing from day to day. Individual projects are always different. However, despite the difference in each of the projects, there are still things that will often remain the same. One of the things that do not change is that the project will start with the gap analysis. At this level, the analyst would be required to interview people within the organization to point out these differences (Brauer & Wiersema, 2018). At times the job might vary a bit depending on whether one is working alone or with a team. However, eventually, the situation ends with the follow up of the client. The follow up ensures that there is both immediate and extended term success of the project.
However, management analysts are not only hired to do meeting and follow-up the work entails solving some of the most challenging problems in the business or firms. Therefore, the critical thinking and problem-solving skills of an analyst would come into question. To make significant changes, there would often need to make careful planning and consideration to ensure that there is the success. The role of the analysis is to create an in-depth analysis so that they can identify the right path forward and work closely with the firm to ensure that the developed plan will achieve the required success.
Human resource managers
The role of human resource managers in an organization is to direct, coordinate the administration of an organization. They always interview, recruit, oversee, and hire new staff and even consult with executives for strategic planning. They play the most critical link between the employees and the management of the firm. The duties of an HR manager include:
One of the important focuses that every company would often have to attract, motivate and keep qualified individuals that match the specifications of their jobs (Cascio, 2015). The role of the human resource is to ensure that they meet these goals in the organization by directing the functions of the HR department. They have to take an active role in overseeing employee relations, administering employee-related activities and regulatory compliance (Tracey, 2016). The focus of human resource managers is to engage the top executives in regards to the organization of talent management and strategic planning. They have to ensure that the human resource carries out their responsibility to ensure that there is a success in the business.
The career involves plenty of critical thinking and flexibility. The skills require learning and research on unfamiliar topics is essential since they will often encounter situations that need to build expertise quickly. One does not only need to know the industry, but they also need to have the ability to learn new concepts and issues that are required in the organization. One would need to have interpersonal and communication skills and must have management skills. However, there are still academic qualifications that an analyst needs to have (Kumar, 2016). The basic entry level for this career is a bachelor’s degree, but in some cases, one might be required to have an MBA. One might need to have skills in management, business, marketing, statistics, economic, and computer science.
Human resources manager
For one to qualify to be an HR manager they need to have a bachelor’s degree. One can thus earn a degree in management, finance, information technology, education or in the field managers. At a higher level, one might need to have a master’s degree in human resources, business administration and labor relations (Tracey, 2016). One might also need some experience related to human resource management.
Red, Yellow light, Greenlight
From the requirements that the career in HR management I can see that there is a green light. I am currently taking a degree in Business. With this degree, I am quite confident that I can be able to focus on a career in HR. Besides, I have excellent skills in communication and critical thinking. The capabilities of critical thinking are quite important since one needs to understand the problem that the organization face within the human resource and recommend the best approaches to deal with these issues. I have learned that one needs to know the skills that are required in an organization. I think I have these skills and thus I can qualify to be an HR manager once I graduate.
For a management analyst, I also feel that there is a green light. I am already taking a bachelor’s degree, and thus ones I graduate will be able to make a career in management analyst. Besides, I have analytical, critical thinking and problem-solving skills. I, therefore, have the assurance that with these skills I can focus on the career and do well in it. Besides, the skills mentioned in the LCI are also within the qualifications that I have. Therefore, I think I can also qualify to be a management analyst.
Brauer, M., & Wiersema, M. (2018). Analyzing analyst research: A review of past coverage and recommendations for future research. Journal of Management, 44(1), 218-248.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Kumar, A., McCann, R., Naughton, J., & Patel, J. M. (2016). Model selection management systems: The next frontier of advanced analytics. ACM SIGMOD Record, 44(4), 17-22.
Tracey, W. R. (2016). The human resources glossary: The complete desk reference for HR executives, managers, and practitioners. CRC Press.