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For clarity, also referred to as HR Jobs and Human Resources Jobs.
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HR Overview
Attracting the most qualified employees and matching
them to the jobs for which they are best suited is significant for the
success of any organization. However, many enterprises are too large to
permit close contact between top management and employees. Human
resources, training, and labor relations managers and specialists
provide this connection. In the past, these workers have been associated
with performing the administrative function of an organization, such as
handling employee benefits questions or recruiting, interviewing, and
hiring new staff in accordance with policies and requirements that have
been established in conjunction with top management. Today’s human
resources workers manage these tasks and, increasingly, consult top
executives regarding strategic planning. They have moved from
behind-the-scenes staff work to leading the company in suggesting and
changing policies. Senior management is recognizing the significance of
the human resources department to their financial success.
In an effort to enhance morale and productivity, limit job turnover, and
help organizations increase performance and improve business results,
they also help their firms effectively use employee skills, provide
training and development opportunities to improve those skills, and
increase employees’ satisfaction with their jobs and working conditions.
Although some jobs in the human resources field require only limited
contact with people outside the office, dealing with people is an
important part of the job.
In a small organization, a human resources generalist may handle all
aspects of human resources work, and thus require an extensive 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 manages human
resources programs and policies. These policies usually are
implemented by a director or manager of human resources and, in some
cases, a director of industrial relations.
The director of human resources may supervise several departments, each
headed by an experienced manager who most likely specializes in one
human resources activity, such as employment, compensation, benefits,
training and development, or employee relations.
Employment and placement managers supervise the hiring and separation of
employees and supervise various workers, including equal employment
opportunity specialists and recruitment specialists. Employment,
recruitment, and placement specialists recruit and place workers.
Recruiters maintain contacts within the community and may travel
considerably, often to college campuses, to search for promising job
applicants. Recruiters screen, interview, and occasionally test
applicants. They also may check references and extend job offers. These
workers must be thoroughly familiar with the organization and its human
resources policies in order to discuss wages, working conditions, and
promotional opportunities with prospective employees. They also must
keep informed about equal employment opportunity (EEO) and affirmative
action guidelines and laws, such as the Americans with Disabilities Act.
Employer relations representatives, who usually work in government
agencies, maintain working relationships with local employers and
promote the use of public employment programs and services. Similarly,
employment interviewers—whose many job titles include human resources
consultants, human resources development specialists, and human
resources coordinators—help to match employers with qualified
jobseekers.
Compensation, benefits, and job analysis specialists conduct programs
for employers and may specialize in specific areas such as position
classifications or pensions. Job analysts, occasionally called position
classifiers, collect and examine detailed information about job duties
in order to prepare job descriptions. These descriptions explain the
duties, training, and skills that each job requires. Whenever a large
organization introduces a new job or reviews existing jobs, it calls
upon the expert knowledge of the job analyst.
Establishing and maintaining a firm’s pay system is the principal job of
the compensation manager. Assisted by staff specialists, compensation
managers devise ways to ensure fair and equitable pay rates. They may
conduct surveys to see how their firm’s rates compare with others and to
see that the firm’s pay scale complies with changing laws and
regulations. In addition, compensation managers often manage their
firm’s performance evaluation system, and they may design reward systems
such as pay-for-performance plans.
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Source: US Department of Labor, Bureau of Labor Statistics
For More Information go to http://www.bls.gov/oco/
