Careers in
Human Resource Management
HUMAN
RESOURCE MANAGEMENT (HRM)
EDUCATIONAL REQUIREMENTS
SCHOOLS OFFERING PROGRAMS IN HR
EMPLOYEE RELATIONS CHALLENGES
THE CHOICE BETWEEN HR GENERALIST OR
SPECIALIST
The Generalist
The Specialist
· Employment and Recruiting
· Training and Development
· Compensation and Benefits
· Employee and Labor Relations
· Health, Safety and Security
TRANSITIONING TO A CAREER IN HUMAN
RESOURCES
FINDING YOUR FIRST HR POSITION
SALARIES FOR HR PROFESSIONALS
CERTIFICATION DEMONSRATES COMPETENCE
AND COMMITMENT
THE SOCIETY FOR HUMAN RESOURCE
MANAGEMENT (SHRM)
HUMAN RESOURCE MANAGEMENT (HRM)
Human Resource Management (HRM) is a term used to describe
the set of tasks aimed at effectively managing an organization’s employees or human
resources. HRM professionals
oversee the business of managing people in an organization including
compensation, benefits, career development, training, hiring, and other functions. HR practitioners structure retention
programs to recruit and retain the best employees by making the company an
employer of choice.
HR is a key component of an organization’s management
team. Though the human resources
department is known for conducting interviews and explaining company benefits,
the profession has a much larger role in business today. Human Resource professionals have evolved
from the behind-the-scenes administrative role of the 20th century
to active involvement in shaping corporate policy. Senior management recognizes the significant contributions of HR
to their organizations’ bottom line and overall success.
EDUCATIONAL REQUIREMENTS
Educational requirements for a career in human resources
vary. Undergraduates should pursue a
balanced curriculum that includes the behavioral sciences, economics, general
business, business and labor law, accounting and statistics. Courses that
develop oral and written communication skills are equally essential. Additional
course work to meet the greater technical demands of specialties within human
resources, like compensation and benefits, is recommended for those with an
interest in that area.
Just as general management careers can be greatly enhanced
with graduate degrees, so can those in the field of human resource management.
Master's degrees in human resource management, industrial relations,
organizational development, organizational behavior, and business
administration are a vital part of preparation of today's human resource
professionals in an increasingly complex marketplace.
Continuing education is essential to all professions, and
human resource management is no exception. To meet the ongoing educational
needs of human resource professionals, seminars and certification programs provide
many worthwhile opportunities to enhance understanding of the latest
developments in the field.
SCHOOLS OFFERING PROGRAMS IN HR
Schools offering programs in HR can be found online at http://www.petersons.com. The printed Peterson's Guide to Colleges
& Universities is also available in most libraries and bookstores. For
additional lists of graduate HR programs, visit www.gradschools.com. The Bureau of National Affairs (BNA) also
publishes a list of HR programs in its HR Library series. This information is
available in print, CD-ROM or on the internet
The SHRM Foundation has published a Directory of Graduate
Programs in Human Resource Management. To view a sample of the directory,
browse to http://www.shrm.org/foundation/directory . To purchase a copy of the
directory, please visit the SHRMStore at http://shrmstore.shrm.org/shrm/. Please
note: SHRM does not rank, accredit, or recommend specific
university programs.
EMPLOYEE RELATIONS CHALLENGES
Employee relations challenges confront human resource
professionals and they must be capable of handling situations that arise in the
workplace. If you choose this profession, patience and flexibility will be
necessary as you interact with people of widely differing levels of
intelligence, education and ability. You also will be involved in
administrative work demanding close attention to detail and well-developed
communication skills. In setting policies and practices, you will be the ‘voice
of management' to the employees. You
will also be called upon to act as an advocate for employees to management, to
ensure their interests are represented. As a supporter of both the business
side and the people side, diplomacy is a must. Good judgment, good listening
skills and tact are essential.
THE CHOICE BETWEEN HR GENERALIST OR
SPECIALIST
The choice between HR Generalist and HR Specialist often
depends upon the nature and size of the organization.
The Generalist
HR Generalists have a broad spectrum of responsibilities
including staffing the organization, training and developing employees at all
levels, managing a diverse work force, maintaining a fair and equitable
compensation program, developing personnel policies and procedures, planning
ways to meet the human resource needs of the future, and ensuring that internal
policies and programs conform to all laws that affect the workplace.
Entry-level generalist positions are often titled human resource/personnel
assistant or specialist and support the work of the whole department.
The Specialist
Larger organizations require specialists with technical
knowledge and skill in specific areas of human resource management.
Five major areas of specialization are described here.
Entry-level positions often fall within these specialties. Opportunities in
these areas are more likely to be found in larger organizations.
·
Employment and Recruiting
The typical entry-level positions are
called interviewer or college recruiter. The work includes recruiting
personnel, interviewing applicants, administering pre-employment tests, and
processing transfers, promotions, and termination.
·
Training and Development
The typical entry-level position may be a training or orientation specialist.
The work consists of conducting training sessions, administering on-the-job
training programs, and maintaining necessary records of employee participation
in all training and development programs. Such training responsibilities may
involve specific fields such as sales techniques or safety programs. Career
planning and counseling are becoming increasingly important activities in this
field, as are responsibilities for human resource planning and organization
development.
·
Compensation and Benefits
Entry level positions are typically salary administrators, compensation
analysts, and benefits administrators. Responsibilities in compensation include
analyzing job duties, writing job descriptions, performing job evaluations, and
conducting and analyzing compensation surveys. Benefits professionals may
develop detailed data analyses of benefits programs, administer benefits plans
and monitor benefits costs. They may
be responsible for oversight of vendors or partners to whom these functions
have been outsourced.
·
Employee and Labor Relations
Entry-level positions include labor relations specialist, plant personnel
assistant, or employee relations specialist. In union environments, these
positions involve interpreting union contracts, helping to negotiate collective
bargaining agreements, resolving grievances and advising supervisors on union
contract interpretation. In non-union environments, employee relations
specialists perform a variety of generalist duties and may also deal with
employee grievances.
·
Health, Safety and Security
Safety specialists' responsibilities include developing and administering
health and safety programs, conducting safety inspections, maintaining accident
records, and preparing government reports. Security specialists are responsible
for maintaining a secure work facility to protect the organization's
confidential information, property, and the well-being of all employees. Employee
assistance program counselors and medical program administrators also work
within this function.
Other specialists' responsibilities don't fall neatly into
one functional area. Human resource information systems specialists manage the
computerized flow of information and reports about employees, their benefits
and programs. Some specialists manage programs for an international workforce
while others concentrate on meeting the organization's needs for workers in the
future.
Transitioning to a career in Human Resources from another
field can be difficult, but it is not impossible. If you have a different academic background from that described,
or you have been employed in some other profession, a readily transferable
related academic background and related professional experience will help. Experience in general management and an
understanding of business processes are vitally important.
When there are not sufficient numbers of qualified human
resource professionals with the preferred experience, employers occasionally
hire other professionals who have experience related to their specific
requirements and who are willing to undertake additional education or training.
Those interested in HR as a profession can take college courses, attend
seminars, or take self-study courses as a beginning. In such circumstances,
professional counselors might find opportunities in employer-sponsored employee
assistance programs; teachers may be hired by training departments; or
accounting, math, and statistics majors could find employment in compensation
and employee benefits. Above-average communications skills are always essential
for human resource management professionals.
Finding your first HR position requires skill and
knowledge. Books on job hunting and
placement studies agree that 60%-70% of all jobs are found through personal
contacts or networking. Because human
resources can be a tough field to enter, developing a network of HR contacts
can be critical to locating your first position.
While SHRM does not offer formal placement assistance, it
does offer the opportunity to meet and build relationships with the HR
professionals who represent potential employers. Many SHRM Chapters have career
services, such as placement services or newsletters that advertise open
positions. Many student members have obtained entry-level jobs and internships,
never advertised to the public, through the connections they made as active
members of SHRM chapters.
The Internet offers many forms of assistance for the job
seeker. There are sites that advertise openings, as well as sites that post
resumes. Current HR job listings on the SHRM website are located at http://www.shrm.org/jobs.
Some large companies such as IBM Corporation, and Accenture
recruit recent HR graduates for their training programs. However the vast
majority of organizations do not recruit on college campuses for HR openings.
Many entry-level HR positions advertised in the paper ask for one to two years
experience. Since HR professionals handle confidential information, and must be
comfortable interacting with employees at all levels, companies often seek
people who are mature and experienced professionals.
Creativity and persistence can help you to break into this
field. Some people take internships, part-time jobs, or temporary positions in
HR to get the needed experience and to get acquainted with a company they like.
These work arrangements sometimes lead to full-time positions, and definitely
help people to gain experience. Other individuals start out in different
positions such as office manager, administrative or HR assistant, or line
manager. They gain experience in the
company and later move into an HR role. Still others start out at small
organizations without an HR department. As the organization grows, the company
will eventually need to start an HR department and an opportunity will arise.
To learn more about the job market in your community, talk to local HR
professionals and ask them for their advice on the best ways to get started in
an HR career.
Salaries for HR professionals differ and are dependent upon
many factors such as an organization's size, economic activity, geographic
location, and profitability. In addition, the demand for human resource
management professionals is always directly related to the strength of the
economy.
According to a 2001 salary survey conducted by the National Association
of Colleges and Employers, graduates holding bachelor’s degrees in human
resources received starting offers averaging $31,963 a year. An advanced degree might add another $5,000
or more to that starting salary. Generalists with at least three years of
experience average salaries in the high forties.
Median annual earnings of human resources managers were
$81,300 in 2001. The middle 50 percent
earned between $68,800 and $96,000. The
lowest 10 percent earned less than $57,700 and the highest 10 percent earned
more than $117,600. Most professionals
in this field also are eligible for employee benefit programs — indirect
compensation that in many firms is worth at least an extra 35 percent of
salary.
(2001 HRM: Human Resource Management Compensation Survey
Report, William M. Mercer Inc.)
The Human Resource Certification Institute, or HRCI as the
Certification Institute is more commonly known, is the human resource
credentialing body founded by the Society for Human Resource Management (SHRM).
HRCI exists to promote the establishment of standards for the profession and to
recognize human resource professionals who have met, through demonstrated
professional experience and the passing of a comprehensive written examination,
the Institute's requirements for mastering the codified HR body of knowledge.
Beyond experience and education, certification signifies
that an individual has mastered the HR body of knowledge. Certification not
only provides national recognition of one’s commitment to the field of human
resources, but it also exhibits their initiative to potential employers.
For students or recent graduates, passing the exam is the
first step toward becoming fully certified. Within five years of graduation,
students must acquire two years of exempt-level HR experience. Individuals will
then be designated a certified Professional in Human Resources or PHR. Once an individual has obtained the
necessary requirements, the designation of PHR (Professional in Human
Resources) or SPHR (Senior Professional in Human Resources) is awarded by HRCI.
To learn more about certification, visit http://www.hrci.org.
is the world’s largest association devoted to human resource
management. Representing more than
170,000 professional and 9,000 student members. The Society serves the needs of
HR professionals by providing the most essential and comprehensive set of
resources available. As an influential
voice, SHRM is committed to advancing the human resource profession to ensure
that HR is an essential and effective partner in developing and executing
organizational strategy. Founded in
1948, SHRM currently has more than 500 affiliated chapters within the United
States and members in more than 120 countries.
SHRM provides its members with education and information
services, conferences and seminars, government and media representation, online
services and publications that prepare human resource professionals for their
roles as leaders and decision makers within their organizations. The Society is
a founding member of the North American Human Resource Management Association
and a founding member and Secretariat of the World Federation of Personnel
Management Associations (WFPMA) which links human resource associations around
the globe.
SHRM publishes HRMagazine and HR News each
month, plus newsletters and other printed materials that serve the ongoing
information needs of the profession. Through its Information Center, SHRM
supplements its publishing efforts with additional resources available to
members.
SHRM offers two main membership categories. Professional
membership is designed to meet the needs of people currently working in the
HR field, while student membership is offered to individuals just
exploring human resources and preparing to enter the profession. If you plan to
use the membership to assist you in your work as an HR professional, we
recommend that you join as a regular member to gain full access to all services
and benefits. Browse to http://www.shrm.org/join for details on
member benefits and joining as a professional member. For more information on student membership, please visit http://www.shrm.org/students.
SHRM Student Programs
1800 Duke Street
Alexandria, Virginia 22314 USA
1-800-283-SHRM
703-548-3440
SHRMStudent@shrm.org
http://www.shrm.org/students
