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HRM, Human Resources Management Personal Statement of Purpose for Graduate School Admission, Master's MA, Doctorate PHD.

Graduates work as professional HR managers in the public and private sectors; in professional practices such as law firms; trade unions; employer associations; state and federal government departments; HR management consultancies; industrial relations; negotiation and advocacy; and occupational health and safety. A major in human resources is advantageous for all employees who work as line managers in all industries.

I would be honored to help you gain admission to graduate school in Human Resource Management by drafting a most eloquent statement on your behalf.

Statements of Excellence for Admission to Graduate School in HRM, Human Resources Management

Let a diversity expert help you get admitted to graduate school in HRM!

Diversity and HR professionals share many of the same approaches to solving problems and improving their workplaces. However, experts say they could do a better job aligning their efforts. We will make the most of diversity in your statement, as this will be a key factor in your admission. I have helped dozens of applicants to be accepted to Graduate School in HR or HRM, Human Resources Management. Increasingly, this is becoming a very important concentration for us. Graduate study in HRM can be especially exciting because of the way in which this field focuses on all aspects of people management. Courses cover managing people; employment relations (which provides students with a broad understanding of the nature of international industrial relations); developing teams; selection and recruitment; organizational change; interpersonal communication; conflict resolution; training and development; managing staff in the multinational enterprise; negotiating employment agreements; and leadership.

We Need to Bring White Males into Diversity/Inclusion Programs

I consider myself to be not only a diversity specialist, but also a diversity advocate, despite the fact that I am a white male. When HR professionals discuss diversity and inclusion programs, the key demographic of white men is often excluded or neglected. Some people tend to think of white male business leaders as the antithesis of diversity, when in fact they could be the most important group to ensuring that an organization becomes truly inclusive.

Sample Personal Statement Introduction for the MSC Degree in Human Resource Management, HRM

My first degree is in Chemistry which calls for an analytical and highly disciplined approach to, often complex, problems. I believe these skills are applicable to many disciplines but that they fit particularly well with HR work. Whilst I enjoyed my work as a chemist during that time I developed an interest in assisting others to achieve their career potential and in the ‘bigger picture’ of how an organization can best train, employ and develop its staff. It was for this reason that I sought and found employment in the field of training which I have greatly enjoyed. I am, above all, a ‘people person’ who has natural empathy and who gets on well with others.

I now seek to enter a field where my natural characteristics and acquired skills can be fully employed. I am sure that I have the necessary enthusiasm and passion to benefit from this course and to bring interesting insights to other students from my background. It is my hope eventually, to apply the knowledge gained from the course, together with the skills that I have developed to date and my natural characteristics in assisting smaller companies and their employees to achieve their potential by the application of effective human resource policies. 

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Power Stories of Power Women

Premium Statement Service by Dr. Robert Edinger

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Putting the human back into human resources

The Heroines of Human Resources

Naomi Bloom

Naomi Bloom is the Managing Partner at Bloom & Wallace, studied at Boston University, where she received an MBA in Financial Systems, and has been in HR for 46 years.

And she´s perhaps one of the most well-known figures in HR technology. She´s been called the matriarch of HR tech–and the name is certainly fitting. In her own words, she’s seen it all.

As she goes on to say, she got in on “the absolute ground floor when the big banks and insurance agencies were automating their business processes for the first time,” when she took a job as a programmer trainee at John Hancock in the late 1960s.

Bloom was also completing her MBA from Boston University during the night. “I kept finding myself at the intersection of what the technology of the day could do—which wasn’t much—and what was then called personnel,” recalls Bloom.

It was at this intersection of human resources and technology that Bloom launched her career. She helped build the foundation of a new and growing field. She realized very early on that “everything that matters about a company is the people.” She applied to that a philosophy what she had learned growing up: tikkun olam (a Hebrew phrase for “fix the world”).

Armed with these insights, she set out to improve how companies use their number one resource, their people. Bloom says: “Improving HR is how you fix companies. And technology is how you fix HR.”

So that is what she did. She took a big risk: after working in a systems consulting firm, leading their human resource management (HRM) consulting practices for almost ten years, Bloom branched out on her own.

In 1987, she launched her own consulting firm, Bloom & Wallace. This is where she’s built the only vendor-neutral HRM domain model and HR software architecture “starter kits” to be licensed across the industry. They are considered a primary contributor to many of today's HR best practices.

After a quarter-century running her own firm, Bloom announced on August 5th that she would be winding down her consulting practice. “My proudest accomplishment is that most of the work I’ve done is taken for granted now. There’s a lot of people working today in wonderful HR technology career roles who don’t know that my fingerprints are all over this wonderful industry," she says.

Lisa Brown Morton

Lisa Brown Morton is the Founder & CEO of Nonprofit HR. She studies at Howard University, where she received a BA. She´s been in HR for 25 years.

Brown Morton’s position in HR at a large multinational firm taught her the ins and outs of the international benefits space. However, she soon realized that she would need to cultivate more of a generalist background in order to grow professionally.

After working with two major nonprofit organizations, she decided to form Nonprofit HR. As she says: “It became hugely apparent to me that no one was really serving this market well, or quite frankly, had a genuine interest in the HR needs of nonprofits.”

Her company is the only firm of its kind in the USA. It covers talent acquisition, outsourcing, project-based support, HR education and advocacy (and everything in-between!).

Brown Morton’s HR expertise has proven to be greatly in-demand. Under her direction, Nonprofit HR has grown rapidly. And as the CEO, she’s had to take on new challenges and reformulate her role at the company.

“I’ve moved from having my own portfolio of clients and being very hands-on to running a full-fledged corporation,” says Brown Morton.

Taking on these new challenges has not always been easy for her. “I think one of the things that works against us as women in HR is our unwillingness to be assertive about our roles and the functions that we lead,” she adds.

But Brown Morton certainly has stepped up to the challenges she’s faced as a leader, taking the company from a “managed growth” approach to a more aggressive one. This strategic aspect of HR has been essential.

While she acknowledges that many women are drawn to HR due to the desire to help others, that isn’t the whole package, she says. HR requires empathy—but to be successful, she says, an HR professional must combine that empathy with technical knowledge and business savvy. “We’ve got to stop asking for a seat at the table,” she says. “We simply need to show up ready and informed with data that will drive business decisions. When we do that, folks will wonder why we didn’t show up sooner.”

Her company hosts an annual nonprofit HR conference. It conducts a yearly survey to capture employment trends in the nonprofit world. And in 2012, the company began efforts to launch the Nonprofit Workforce Advocacy Practice, the sole purpose of which is to advocate on behalf of nonprofit organizations to ensure that no federal, state or local legislation is enacted that will impede their work.

As Brown Morton says: “We've provided HR professionals in the sector with professional development and information they can use to drive HR practices and help their organizations fulfill their missions. No one else in the country is doing that like we are: on a consistent, committed basis.”

The Secret to Success

Each of these women has gotten to where they are today through hard work—there’s no denying it.

But when I asked each of them why they believed they were successful, the answer was unanimous: specializing in something you care passionately about, and embarking on a never-ending quest to keep learning were key.

What will you specialize in? And can we help you achieve the goals you desire to achieve? Let us know!