The Human Resources (HR) department serves as a link between management and
employees. Providing specialized services to staff members, the
department’s goal is to foster positive relationships, to increase job
satisfaction, and to make sure all customer or client needs are met.
Specific responsibilities include: administration, recruitment, company
compensation and benefits, training and development, health and safety, and
employee relations.
The Human Resources Director must be knowledgeable of company goals,
relevant federal and state laws and union contracts, and needs to be able
to recognize and evaluate industry trends. In smaller companies, Directors
may be considered Human Resources Generalists who perform all the
specialized personnel duties themselves. In larger companies, the Human
Resources Directors oversee multiple departments that are equipped with a
manager and staff specialists or representatives who head one particular
activity.
Recruitment, also called employment or staffing, is headed by an Employment
Manager. These managers direct the staffing specialists and company
matchmakers who are responsible for attracting qualified employees and
matching them to jobs within the organization. Managers develop applicant
pools, screen, interview, and test applicants. To find promising new
employees, recruiters network with community contacts and frequently travel
to college campuses. Employment Managers are also responsible for
relocation coordination, exit interviews and out placement (career
counseling and job placement) services for employees who are laid off.
A larger organization may have a separate Equal Employment Opportunity
(EEO) or Affirmative Action (AA) department within the company. If so, an
EEO/AA Coordinator makes sure policies and practices are in legal
compliance and investigates and settles alleged grievances.
Compensation and Benefits Managers ensure that benefit programs satisfy the
needs of employees and all applicable governmental regulations.
Compensation Specialists prepare detailed job descriptions and
classification systems and develop fair and competitive pay structures.
Benefits Specialists handle employee insurance, pension and savings plan
administration and frequently serve as liaisons between insurance brokers
and carriers. They must be aware of all related government rules and
regulations, including the Employee Retirement Income Security Act (ERISA),
and fulfill all reporting requirements.
Training and Development Managers and Specialists give employee orientation
and conduct ongoing technical training and personal development classes for
staff members and management. They use varied methods, including
on-the-job training, coaching, classroom training, and interactive video
training.
Health and Safety Specialists or Employee Welfare Managers are responsible
for directing a wide variety of occupational health and safety related
programs. Specialists develop “wellness” programs aimed at keeping
employees healthy and administer the Employee Assistance Plan (EAP). The
EAP provides counseling for employees confronting addiction, emotional,
family, or other personal problems. They also take care of plant facility
services.
In organizations covered by union contracts, Labor Relations Managers and
their staffs serve as contacts between management and represented
employees. They are responsible for union negotiations, union contract
administration, and grievance handling. They need to know current labor
laws, collective bargaining trends, and current economic and wage
information. Dispute resolution is becoming an increasingly important part
of the labor relations staff duties.
Newer occupations in the human resources field include: Human Resources
Systems Analysts who design new payroll and management systems, convert
existing systems, and provide user training and support services; Human
Resources Communications Specialists who are in charge of employee
communications such as publications, special events, video production, and
community relations; International Human Resources Managers who are hired
to direct activities for company locations outside of the United States;
and Cultural Diversity Managers who devise ways to develop employee
sensitivity to individual and ethnic differences.
WORKING CONDITIONS
HR staff members generally work in functional, pleasant offices. HR
workers for large corporations frequently travel within the United States
to recruit. A bonus for those working for international companies is the
opportunity to travel outside the United States.
EMPLOYMENT OUTLOOK
The following information is from the California Projections and Planning
Information report published by the Labor Market Information Division.
Personnel, Training, Labor Relation Managers
Estimated number of workers in 1993 25,300
Estimated number of workers in 2005 34,590
Projected Growth 1993-2005 37%
Estimated openings due to separations by 2005 8,600
Personnel, Training, Labor Relation Specialists
Estimated number of workers in 1993 40,090
Estimated number of workers in 2005 55,400
Projected Growth 1993-2005 38%
Estimated openings due to separations by 2005 11,800
(These figures do not include self-employment nor openings due to turnover.)
Job opportunities will occur as companies place greater emphasis on quality
and productivity and hire HR trainers to meet training and development
needs. Specialists will also be needed to deal with the increasing
complexity of legal requirements, court rulings and new legislation. Those
seeking entry level and generalist HR positions are likely to face
competition because of the large number of qualified college graduates.
WAGES, HOURS, AND FRINGE BENEFITS
Salaries for HR managers and specialists vary widely depending on type of
industry, size of company and location. In California, annual salaries for
Specialists range from about $24,200 to over $39,000. Annual salaries for
HR Managers usually range from $40,000 to $65,000 and could go as high as
$99,000 for Human Resources Directors. Personnel Analysts for the State of
California begin at about $38,000. The average yearly salaries for
Federally employed Labor Relations Specialists is $47,800, Personnel
Managers is $45,300, and Personnel Specialists is $40,100.
ENTRANCE REQUIREMENTS AND TRAINING
Entry-level professional positions in Human Resources normally require a
four year college degree. The preferred degree could vary from business
administration with a human resources specialization to industrial
relations or sociology. Some employers may look for a well-rounded
background and choose liberal arts graduates. Certain jobs may also
require additional background in such fields as engineering, finance,
health or law. Graduate work is becoming increasingly important for
specialists in labor relations.
ADVANCEMENT
Human resources workers usually rotate to different areas within the
department to broaden their background and learn more about other
specialties. HR specialists also have the opportunity to advance to
managerial ranks such as a department supervisor or director. Some HR
Specialists work as consultants or open their own business.
FINDING THE JOB
College students would be well advised to join a student association of a
human resources professional organization to learn more about the field and
network with HR professionals. Such contacts provide job seekers with job
leads. Students should also register with their college placement office
and read classified ads. Job seekers can apply directly to government and
private agencies and register with the Employment Development Department’s
Job Service offices.