|
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 employee retention programs to recruit and retain the best talent by making the company an employer of choice.
HR is a key component of an organization’s management team. While the human resources department has historically been known for conducting interviews and explaining company benefits, the profession has a much larger role in business today. HR professionals have evolved from the behind-the-scenes administrative role of the 20th century to active involvement in shaping corporate strategy and 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 also recommended.
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 and are worth considering.
Continuing education is essential to all professions, and human resource management is no exception. To meet the ongoing educational needs of human resource professionals, conferences, seminars and certification programs provide many worthwhile opportunities to enhance understanding of the latest developments in the field.
SCHOOLS OFFERING PROGRAMS IN HR
For a listing of schools offering programs in HR, visit 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 listing of HR programs in its HR Library series. This information is available in print, CD-ROM or on the internet.
The SHRM Foundation has also compiled directories of both graduate and undergraduate programs in human resource management. To view these directories online, visit http://www.shrm.org/foundation/. Please note: SHRM does not rank, accredit, or recommend specific university programs.
EMPLOYEE RELATIONS CHALLENGES
Employee relations challenges will face Human resource professionals on a regular basis. For those choosing this profession, patience and flexibility will be necessary as you interact with people of widely differing levels of intelligence, education and ability and diverse backgrounds. 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 HR GENERALIST
HR Generalists have a broad spectrum of responsibilities including staffing for the organization, training and developing employees at all levels, managing a diverse work force, maintaining a fair and equitable compensation program, developing HR policies and procedures, planning ways to meet the HR 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 entire department.
THE SPECIALIST
Larger organizations may sometimes require specialists with technical knowledge and skill in specific human resource functions.
Five major areas of specialization are described here. Entry-level positions often fall within these functional specialties. Opportunities in these areas are more likely to be found in larger organizations.
Staffing, Employment and Recruiting
The typical entry-level positions are called interviewer or college recruiter. The work includes recruiting perspective employees, interviewing candidates, administering pre-employment tests, and processing transfers, promotions, and terminations.
Training and Development
The typical entry-level position may be a training or organizational development 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, preparing 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 HR assistant, or employee relations specialist. In union environments, these positions often involve interpreting union contracts, helping to negotiate collective bargaining agreements, resolving employee 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
Entry-level safety specialists' responsibilities may 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 may also work within this function.
Other Functional Specialists
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 a global workforce, while others concentrate on meeting the organization's needs for workers in the future.
TRANSITIONING TO A CAREER IN HUMAN RESOURCES
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 make this transition easier. Experience in general management and an understanding of business processes are vitally important.
When employees have difficulty identifying qualified human resource professionals with the preferred experience, they may occasionally hire other professionals with 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 conferences or 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, as examples. Above-average communications skills are always essential for human resource management professionals.
FINDING YOUR FIRST HR POSITION
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 difficult 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 offer career assistance, 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 (IBM and Accenture, for example) 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 newspaper 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
Salaries for HR Professionals differ and are dependent upon many factors such as an organization’s size, economic activity, geographic location, and level of experience. In addition, the demand for human resource management professionals is always directly related to the strength of the economy.
According to a 2005 salary survey conducted by the National Association of Colleges and Employers, bachelor’s degree candidates majoring in human resources, including labor relations, received starting offers averaging $36,967 a year.
The U.S. Department of Labor’s Bureau of Labor Statistics reports that median annual earnings of human resources assistants in May 2004 were $31,750. The middle 50 percent earned between $25,780 and $38,770. The lowest 10 percent earned less than $21,250 and the highest 10 percent earned more than $45,780.
Median annual earnings of human resources managers, all other were $81,810 in May 2004. The middle 50 percent earned between $62,080 and $106,440. The lowest 10 percent earned less than $48,060, and the highest 10 percent earned more than $136,600. In May 2004, median annual earnings were $92,590, in the management of companies and enterprises industry.
Most professionals in this field are also eligible for employee benefit programs—indirect compensation that in many firms is worth at least an extra 35 percent of salary. Advanced degrees and human resources certification typically add another $5,000 – 10,000 per year to an individual’s base salary. (Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2006-07 Edition.)
CERTIFICATION DEMONSRATES COMPETENCE AND COMMITMENT
The Human Resource Certification Institute, or HRCI as the Certification Institute is more commonly known, is the human resource generalist 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 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) is awarded by HRCI. Additionally, individuals may become certified as SPHR (Senior Professional in Human Resources) and GPHR (Global Professional in Human Resources). To learn more about the various types of human resource certifications, visit http://www.hrci.org.
THE SOCIETY FOR HUMAN RESOURCE MANAGEMENT (SHRM)
The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 210,000 individual members, the Society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. As an influential voice, the Society's mission is also to advance the human resource profession to ensure that HR is recognized as an essential partner in developing and executing organizational strategy. Founded in 1948, SHRM currently has more than 550 affiliated chapters and members in more than 100 countries.
SHRM serves the needs of the human resource management professional by providing the most essential and comprehensive set of resources available. In addition, the Society is committed to advancing the human resource profession and the capabilities of all human resource professionals to ensure that HR is an essential and effective partner in developing and executing organizational strategy.
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. |