HUMAN RESOURCES SPECIALISTS AND MANAGERS California Occupational Guide Number 135 Interest Area 11 1996
TRENDS
The United States is experiencing a service revolution. According to the Bureau of Labor Statistics (BLS), by the year 2005 service providing industries will account for almost 80 percent of our nation's jobs.
These service industries, which include government, banking, retail, transportation and health care, sell services rather than specific goods. To provide these services, industries rely upon their employees as a valuable resource. This increased need for capable and productive employees has affected the field of personnel, now more commonly referred to as human resources.
THE JOB
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.
ADDITIONAL SOURCES OF INFORMATION
Society for Human Resource Management 606 North Washington Street Alexandria, VA 22314 (703) 548-3440
RELATED OCCUPATIONAL GUIDES
Employment Interviewers No. 38
OCCUPATIONAL CODE REFERENCES
DOT (Dictionary of Occupational Titles, 4th ed., Rev. 1)
Manager, Personnel 166.117-018 Manager, Benefits 166.167-018 Manager, Compensation 166.167-022 Manager, Education and Training 166.167-026 Manager, Labor Relations 166.167-034
OES (Occupational Employment Statistics) System
Personnel, Training and Labor Relations Managers 130050 Personnel, Training and Labor Relations Specialists 215000
Source: State of California, Employment Development Department,
Labor Market Information Division, Information Services Group,
(916) 262-2162.
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