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PERSONNEL/HR MANAGEMENT(Source: Bureau of Labor
Statistics) |
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About Human Resources Management
Personnel and labor relations specialists are the link
between management and employees. They formulate policy,
and organize and conduct programs relating to all phases
of personnel activity, such as recruitment, training, development,
promotion, compensation, benefits, labor relations, and
occupational safety. Occupations within the field include:
employee relations officer, job analyst, benefits manager,
affirmative action officer, compensation manager, labor relations
manager, retirement officer, recruiter, human resource representative.
In a small organization, a human resources generalist may
handle all aspects of human resources work, and thus require
a broad range of knowledge. The responsibilities of human
resources generalists can vary widely, depending on their
employer's needs. In a large corporation, the top human resources
executive usually develops and coordinates personnel programs and
policies. The field of HR encompasses many areas of specialties
including recruiting and placement, EEO practices, compensation
and benefits, employee welfare, training and development, labor
relations, mediation and reconciliation, international human resources
management, and information technologies in human resources management.
More information about all these areas can be found at:
http://bls.gov/oco
Most prospective human resources specialists should take courses
in compensation, recruitment, training and development, and
performance appraisal, as well as courses in principles of management,
organizational structure, and industrial psychology. Other relevant
courses include business administration, public administration, psychology,
sociology, political science, economics, and statistics.
Courses in labor law, collective bargaining, labor economics, labor
history, and industrial psychology also provide a valuable background
for the prospective labor relations specialist. As in many other fields,
knowledge of computers and information systems also is useful.
Occupation Highlights:
- Entry-level jobs are filled by college graduates who
have majored in a wide range of fields.
- An advanced degree is increasingly important for some jobs.
Many labor relations jobs require graduate study in
industrial or labor relations.
- A combination of courses in the social sciences,
business, and behavioral sciences is useful.
- Some jobs may require a more technical or specialized
background in engineering, science, finance, or law,
for example.
- For many specialized jobs, previous experience is an
asset; for more advanced positions, including those of managers,
arbitrators, and mediators, it is essential.
- Keen competition for jobs is expected due to the
abundant supply of qualified college graduates and
experienced workers.
Earnings (Source: Occupational Outlook Handbook)
Median annual earnings of human resources managers were $64,710
in 2002. The middle 50 percent earned between $47,420 and $88,100.
The lowest 10 percent earned less than $36,280, and the highest 10
percent earned more than $114,300. Median annual earnings in the industries
employing the largest numbers of human resources managers in 2002 were:
| Management of companies and enterprises |
$77,690 |
| Local government |
65,590 |
| General medical and surgical hospitals |
61,720 |
| Depository credit intermediation |
60,030 |
Earnings (Source: Occupational Outlook Handbook)
Median annual earnings of training and development specialists
were $42,800 in 2002. The middle 50 percent earned between $32,050
and $56,890. The lowest 10 percent earned less than $24,760, and
the highest 10 percent earned more than $72,530. Median annual
earnings in the industries employing the largest numbers of training
and development specialists in 2002 were
| Management of companies and enterprises |
$49,660 |
| Insurance carriers |
45,830 |
| Local government |
43,740 |
| State government |
40,960 |
| Federal Government |
37,560 |
Median annual earnings of compensation, benefits, and job
analysis specialists were $45,100 in 2002. The middle 50 percent
earned between $35,000 and $57,230. The lowest 10 percent earned
less than $28,160, and the highest 10 percent earned more than
$72,250. Median annual earnings in 2002 were $48,870 in local
government, the industry employing the largest numbers of these
specialists.
According to a 2003 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 $35,400 a year.
The average salary for human resources managers employed by the Federal Government was $66,886 in 2003; for employee relations specialists, $63,345; for labor relations specialists, $72,915; and for employee development specialists, $68,735.
Additional Resources:
Society for Human Resource Management
1800 Duke St.
Alexandria, VA 22314
www.shrm.org
American Society for Training and Development
1640 King St., Box 1443
Alexandria, VA 22313
www.astd.org
International Foundation of Employee Benefit Plans
18700 W. Bluemound Rd., P.O. Box 69
Brookfield, WI 53008-0069
www.ifebp.org
Industrial Relations Research Association
121 Labor and Industrial Relations
University of Illinois, 504 E. Armory
Champaign, IL 61820
www.irra.uiuc.edu
Occupational Outlook Handbook
http://bls.gov/oco
Citation:
Bureau of Labor Statistics, U.S. Department of Labor,
Occupational Outlook Handbook, 2004-05 Edition,
Human Resources, Training, and on the Internet at
http://www.bls.gov/oco/ocos021.htm
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