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Human Resources Specialists and Managers

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 
Workforce Services 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.