Salary of a human resource: A Closer Look at 9 Human Resources Salaries
A Closer Look at 9 Human Resources Salaries
The first thing you’ll notice about researching human resources (HR) jobs is that there are a lot of them. Titles like specialist, generalist and assistant pair with seemingly every focus area from timekeeping to labor relations. If you’re new to the world of HR, you’ll likely have a hard time sorting out which HR positions net the highest salaries, which are specializations and which are entry-level jobs.
Money isn’t everything, of course, but human resource salaries and earning potentials are still an important piece of the puzzle for anyone considering a career in this field. We’ve compiled this list of common HR job titles to help you better handle on the earning potential, level of education needed and the type of work these roles are typically responsible for.
9 Common HR job titles and salaries
Ready to get a better feel for different types of HR roles and the potentially life-trajectory-changing salaries that come with them? Read on to get started!
1.
HR assistant
Often the starting point for many in this field, the role of an HR assistant typically centers on supporting the human resources department by completing clerical tasks. They’re responsible for recording and compiling employee data, such as absences, disciplinary actions, supervisor reports and termination information, according to the Department of Labor (DOL).1 They keep records updated and organized and retrieve information for managers when it’s needed.
2019 Median annual salary: $41,4301
Job outlook: The Bureau of Labor Statistics (BLS) projects a one-percent growth rate for HR assistant positions from 2019 through 2029. This is a slower rate of growth than the average occupation. These jobs are certainly out there but may not have as many opportunities and availabilities as others in HR.
Education needed: HR assistants typically need some college training or an Associate’s degree, according to the DOL.
1 For some employers, related job experience might be acceptable in place of education.
2. Payroll and timekeeping clerk
Payroll and timekeeping clerks handle data related to employee time and payment, according to the DOL.1 Tasks may vary depending on the company they work for, but these professionals are generally the ones who review timesheets, enter commissions and wages, prepare paychecks and enter new employee information as needed.
2019 Median annual salary: $46,1801
Job outlook: Employment of payroll and timekeeping clerks is projected to slightly decline from 2019–2029, according to the DOL. While that employment growth rate is slower than the national average for all jobs, HR is still projected to be adding around 15,800 new payroll and timekeeping clerk jobs between 2018–2028.1
Education needed: A high school diploma or equivalent can be enough for some payroll and timekeeping clerks.
The DOL reports 39 percent of respondents for this occupation as holding a high school diploma, with the rest having some college training or an Associate’s degree.1
3. HR specialist
The HR specialist job title encompasses many of the primary HR positions, such as recruiter and HR generalist, according to the BLS.2 Typically, these professionals recruit, screen, interview and place employees, while also handling tasks related to employee relations and orientation.
Human resources specialists might also administer benefits, process payroll and field problems. HR specialists also tend to have a strategic focus for their companies, planning and hiring to fit current and future needs. In short, these specialists are the skilled HR professionals who handle a large portion of the execution of day-to-day initiatives.
2019 Median annual salary: $61,9202
Job outlook: From 2019 to 2029, employment of HR specialists is projected to grow at a rate of seven percent, according to the BLS.
2 One notable change in the job market for these roles is that many HR specialist positions are now being outsourced to specialized agency-style providers, like talent recruitment firms or benefits administration providers.
Education needed: HR specialists typically need a Bachelor’s degree in Business or Human Resources, according to the BLS.
4. Training and development specialist
Have you ever watched a training video in your first week of a new job? If so, you have an idea of at least some of what training and development specialists do. They’re the folks responsible for the design, planning and administration of training programs intended to develop employee skills and competencies.
This includes deciding what information employees need to know to train in, creating training documents, presenting information to employees, updating existing training materials and evaluating the need for new options. This is an important role for organizations to fully integrate and develop their employees to their maximum potentials.
2019 Median annual salary: $61,2102
Job outlook: Employment of training and development specialists is projected to grow nine percent from 2019 to 2029, according to the BLS. Many industries require continuous education and training of employees to keep up with changing regulations, trends and best practices. This helps spur demand for training and development HR specialists.
The growing use of media and technology in many companies is also creating more demand for training and development specialists who can train their employees in the new systems.
Education needed: Training and development specialists typically need a Bachelor’s degree, according to the BLS.2 Many positions may also require work experience in areas such as training and development or similar occupations, such as human resources specialists or teachers.
While not typically required, candidates looking for an extra edge could also pursue certification in training and development from organizations like the Association for Talent Development or International Society for Performance Improvement.
Additionally, broader HR certification from the Society for Human Resource Management (SHRM®) can be an asset.
5. Compensation/benefits specialist
This HR specialty centers around what brings employees back day after day: their paychecks and the benefits that come with them! Companies need compensation, benefits and job analysis specialists to build and manage compensation and benefits programs. These professionals use data and cost analysis to evaluate benefits plan options, determine salary ranges for different roles and keep the company in compliance with state and federal regulations.
Depending on the organization, this role may break down into subspecialties. Compensation specialists assess and work with the organization’s pay structure. Benefits specialists administer the organization’s benefits programs (e.g., retirement plans, leave policies, wellness programs and insurance policies). Job analysis specialists, also known as position classifiers, evaluate positions by writing or assigning job descriptions and deciding salary scales.
2019 Median annual salary: $64,5602
Job outlook: The job outlook for these professionals looks bright. According to the BLS, their employment is projected to grow eight percent from 2019 to 2029.2
Companies need these professionals to determine the right compensation and benefits offerings for their employees and to ensure their compensation packages abide by regulations. They also depend on compensation and benefits specialists to offer competitive compensation packages to attract and retain qualified employees—a factor that is especially important in sectors where talent is in high demand.
Education needed: A Bachelor’s degree is the most common threshold for this job, according to the BLS. Some work experience in compensation analysis and general HR is also often required.
6. Labor relations specialist
Labor relations specialists advise an organization’s management on contracts, worker grievances and disciplinary procedures, according to the BLS.
2 This may involve orchestrating meetings between management and labor unions, meeting with union representatives directly, investigating grievances and training management in labor relations. Additionally, these specialists may also draft formal language as part of the collective bargaining process and use their deep knowledge of collective bargaining agreements to ensure both labor and management comply with contractual agreements.
2019 Median annual salary: $69,0202
Job outlook: Employment of labor relations specialists is projected to decline seven percent from 2019 to 2029, according to the BLS.2 Part of this decline in employment demand is because union membership has been declining.2
In industries where unions still have a large presence, there should be more opportunities. Candidates with a Bachelor’s degree, related work experience and professional certificates are likely to have have the best job prospects.
Education needed: Labor relations specialists typically need a Bachelor’s degree with some coursework in labor or employment relations, according to the BLS.2 Previous experience in HR may also be a requirement.
7. HR manager
Human resources managers oversee, plan and direct the administrative functions of an organization, according to the BLS. This can involve guiding the recruitment and onboarding of new staff, strategic planning with executives and sometimes overseeing HR teams and programs, such as compensation, employee retention and employee relations.
Overall, human resources managers are responsible for maximizing the value of the organization’s employees. Larger companies might hire specific managers for each department in HR as well, such as payroll managers or recruiting managers.
2019 Median annual salary: $116,7202
Job outlook: Employment of human resources managers is projected to grow six percent from 2019 to 2029, according to the BLS.
2 This is a slightly faster rate of growth than the average for all occupations.2 As new companies form and organizations expand, they will need more human resources managers to oversee their programs.
Education needed: HR managers need at least Bachelor’s degree and several years of related work experience. These jobs are certainly competitive, and candidates with a Master’s degree will likely have the best prospects.
8. Training and development manager
Training and development managers oversee the company’s efforts to create and coordinate programs that enhance employee knowledge and skills, according to the BLS.2 This might include assessing training needs, strategizing on larger company goals, managing training budgets and monitoring endeavors for effectiveness.
This position involves some teaching since managers teach training methods to specialists who then instruct the organization’s employees. In smaller companies, training and development managers may also instruct employees directly.
2019 Median annual salary: $113,3502
Job outlook: Employment for training and development managers is projected to grow seven percent from 2019 to 2029, according to the BLS.2 The BLS states that this growth rate is faster than the national average for all occupations—4 percent.2 In part, this is because technology is enabling new learning possibilities for employees.
The rising importance of social media, digital tools and technological solutions in companies across all industries also creates plenty of demand for training.
Education needed: Training and development managers need a Bachelor’s degree for many positions, but some jobs may require a Master’s degree, according to the BLS.2 Related work experience is also crucial for training and development managers. Some employers may prefer this experience to be in their specific industry.
9. Compensation and benefits manager
Compensation and benefits managers set their organization’s pay and benefits, determine competitive wage rates and choose and manage outside partners, such as insurance brokers and investment managers, according to the BLS.
2
Depending on the size of the company, these professionals might manage teams of HR specialists who work on different compensation and benefits programs. They also keep tabs on federal and state regulations to ensure their company complies. Compensation and benefits managers also meet with senior staff to present analyses and make recommendations on compensation and benefits policies, programs and plans.
2019 Median annual salary: $122,2702
Job outlook: From 2019 to 2029, employment of compensation and benefits managers is projected to grow by three percent, according to the BLS.2 Trying to reduce costs is a continual goal for companies, and hiring a compensation and benefits manager is key to keeping the company ideally positioned in the market.
Education needed: As you might expect, most compensation and benefits managers need a Bachelor’s degree. Managers also need related work experience and often specialize in either compensation or benefits, depending on the types of experience they have.
Getting a start as a compensation, benefits and job analysis specialist is a great way to gain the needed experience for management.
Find the HR career that fits your future
Now that you have a better idea of what human resources salaries are out there, you are better equipped to chart an ambitious HR career path. It’s no surprise that the higher-paying management positions require some time and experience in HR, but if you have a plan for the positions you want to work toward, you can make informed choices from the beginning. This could mean pursuing education that has your primary interests built in. For example, an HR program that emphasizes organizational leadership right from the start.
Human resources from top to bottom is all about people. If you understand how central people are to a company’s success, HR might be the ideal career for you. Check out “6 Facts About the Rasmussen University Human Resources and Organizational Leadership Programs” to learn what makes the HR programs at Rasmussen University stand out.
SHRM is a registered trademark of the Society for Human Resource Management, Inc.
1Bureau of Labor Statistics, U.S. Department of Labor, Occupational Employment Statistics, [accessed February, 2021 www.bls.gov/oes/. Salary data represents national, averaged earnings for the occupations listed and includes workers at all levels of education and experience. This data does not represent starting salaries, and employment conditions in your area may vary.
2Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, [accessed Februrary, 2021] www.bls.gov/ooh/. Salary data represents national, averaged earnings for the occupations listed and includes workers at all levels of education and experience. This data does not represent starting salaries, and employment conditions in your area may vary.
EDITOR’S NOTE: This article was originally published in 2018. It has since been updated to include information relevant to 2021.
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Plan, direct, or coordinate human resources activities and staff of an organization. Excludes managers who primarily focus on compensation and benefits (11-3111) and training and development (11-3131). National estimates for Human Resources Managers National estimates for Human Resources Managers:Employment estimate and mean wage estimates for Human Resources Managers:
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About May 2021 National, State, Metropolitan, and Nonmetropolitan Area Occupational Employment and Wage Estimates These estimates are calculated with data collected from employers in all industry sectors, all metropolitan and nonmetropolitan areas, and all states and the District of Columbia.
The percentile wage estimate is the value of a wage below which a certain percent of workers fall.
(1) Estimates for detailed occupations do not sum to the totals because the totals include occupations not shown separately. Estimates do not include self-employed workers. (2) Annual wages have been calculated by multiplying the hourly mean wage by a “year-round, full-time” hours figure of 2,080 hours;
(3) The relative standard error (RSE) is a measure of the reliability of a survey statistic. The smaller the relative standard error, the more precise the estimate. (5) This wage is equal to or greater than $100.00 per hour or $208,000 per year. (9) The location quotient is the ratio of the area concentration of occupational employment to the national average concentration.
Other OEWS estimates and related information: May 2021 National Occupational Employment and Wage Estimates May 2021 State Occupational Employment and Wage Estimates May 2021 Metropolitan and Nonmetropolitan Area Occupational Employment and Wage Estimates May 2021 National Industry-Specific Occupational Employment and Wage Estimates May 2021 Occupation Profiles Technical Notes
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The Complete Guide to Human Resources Salary
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How much money can you make in human resources? What’s the average salary in HR? This in-depth guide will answer these common questions and teach you real ways to increase your HR salary.
Why Your Human Resources Salary Is So Important
Technically speaking, any salary is important. But in HR, understanding what salaries are available is important because human resources is a fairly broad term. There are dozens, if not hundreds, of different job titles in the HR department.
For those of you interested in pursuing a career in HR, this is definitely good news. There’s no shortage of HR jobs, and there’s plenty of money to be made in this department.
The key to a successful HR career is understanding the different paths you can take. Some HR positions have limited growth potential, while others can lead to executive-level roles in a company.
There’s obviously a big difference between a $15 per hour job and a six-figure HR career—most people want to achieve the latter.
The fact that human resources covers so many different areas means that you’ll have tons of opportunities for high-paying jobs throughout your career. You just need to know where to look.
For some of you, you’ll be able to stick with the same organization and increase your salary internally. Others might need to switch companies or industries once or twice to get the highest-paying jobs.
Let’s say you’re still in school or just considering a career change. You might start out as an intern or working an entry-level HR job. But you could quickly advance to a mid-level position if you follow the right path. From there, a six-figure salary and high-level HR role aren’t that far out of reach.
Quick Tips to Increase Your Human Resources Salary Today
Getting a pay raise or salary increase in your current HR role doesn’t have to be a long and grueling task. There are actually some things you can do right now to increase your HR salary.
Tip #1 — Set Realistic Expectations
The first thing you need to do is quickly educate yourself on different HR salaries.
This will give you a baseline to gauge your pay and see how much room for growth exists within your existing position.
According to Glassdoor, the average salary for human resources in the United States is $64,349 per year. This will obviously vary based on things like job title, location, company size, and years of experience.
For example, the average base salary for an entry-level HR position with less than one year of experience is $47,581 per year.
The average human resources salary in the US jumps to $79,175 per year with at least ten years of experience and $90,222 with 15+ years of experience. Some of the top-paying HR salaries with 10-15 years of experience get up to $133,000 to $159,000 and higher.
Let’s take a closer look at some of the average HR salaries by role. All of this data is based on the latest research from Indeed.com.
- HR Representative — $36,796 per year
- HR Assistant — $38,955 per year
- Staffing Specialist — $45,356 per year
- Staffing Coordinator — $47,367 per year
- Benefits Administrator — $47,993 per year
- Recruiter — $48,661 per year
- HR Specialist — $49,766 per year
- HR Administrator — $53,029 per year
- HR Associate — $57,330 per year
- HR Generalist — $57,599 per year
- HR Supervisor — $64,599 per year
- HR Manager — $68,533 per year
- HRIS Analyst — $74,093 per year
- HR Director — $91,039 per year
- Chief Human Resources Officer — $94,362 per year
- Vice President of Human Resources — $129,313 per year
Some of these positions come with additional compensation like cash bonuses and profit sharing.
For example, HR directors get an average annual cash bonus of $10,000 on top of their base salary. VPs of HR get around $25,000 per year in profit sharing as well, on average.
Educating yourself is the best way to maintain realistic expectations as you’re seeking higher-paying jobs in human resources. Otherwise, you’ll have no idea if you’re being underpaid or overpaid.
Tip #2 — Ask For More Money and More Responsibilities
One of the fastest and easiest ways to increase your human resources salary is by simply asking for more money. This trick works during the hiring process as you’re negotiating your initial salary, and it also works once you’re already employed.
According to a recent study, a whopping 77% of people who asked for more money received a raise. 39% of those people received the amount that they asked for.
In short, the odds are on your side if you ask for more money. But there’s definitely a time, place, and a way to go about this that will increase your chances of success.
One of the best ways to increase your salary is by asking for more responsibilities as well. It shows initiative and tells your superiors that you’re willing to work.
This short-term trick will pay off even more long term, as these added responsibilities add to your value as an employee. Even if you don’t stick with the same company forever, you can use those new skills to increase your salary in an HR position elsewhere.
Here are some other quick tips and best practices to consider as you’re asking for a raise:
- Explain why you deserve the raise (not why you need the money)
- Talk about your future and growth within the company
- Demonstrate how you’ve already added value to the HR department
- Summarize your best accomplishments
- Share your goals
- Ask for honest feedback
- Don’t ask for a raise too frequently (or too soon after getting hired)
- Be prepared for objections
- Don’t get emotional
Following this advance can increase your HR salary today, without changing positions or getting a promotion.
So give it a try.
Tip #3 — Master HR Software
Things like manual data entry, hard-copy file organization, and other paper-pushing tasks are slowly becoming obsolete in the world of HR. Organizations have gone digital, and the role of HR professionals is changing.
For example, many HR teams are spending less time on the phone and responding to emails from employees about tax forms or pay stubs. The vast majority of this information can be accessed using online employee self-service portals.
There are even HR tools out there using artificial intelligence to recruit new employees.
To stay relevant, you must learn to play nice with technology. HR employees who can learn how to use the best HR software will be assets to businesses for the long haul.
Look at a tool like BambooHR. This is an excellent example that shows how technology is changing the way HR teams operate.
The software has solutions for applicant tracking, hiring, onboarding, time tracking, payroll, PTO, performance management, and so much more.
It even works as a digital employee database for safe recordkeeping, reporting, and analytics.
HR software hasn’t quite replaced HR employees, and it probably never will. Real humans still need to interact with the software to get the most out of it.
If you can learn how to use different HR tools, especially beyond basic functions, you’ll have a much easier time landing high-paying HR jobs and getting a raise.
You can start today by signing up for demos, watching training videos, and reading knowledge base tutorials to help you master different HR tools.
Tip #4 — Consider Your Employee Benefits
Lots of HR professionals make the mistake of just looking at their base pay. But taking a step back and looking at your employee benefits can really help you compare different HR salaries.
For example, let’s say you’re looking at two job offers in human resources from two different companies.
One job pays $75,000 per year, and the other pays $85,000 per year.
At a quick glance, it seems like the second option is the obvious choice. But the lower base salary position might actually be better when you consider your benefits.
Examples of potential benefits to evaluate include:
- Cash bonuses
- Profit-sharing
- 401(k) matching
- Health, vision, and dental insurance
- Remote work opportunities and flexible working hours
- Paid skills development
- Subsidized food
- Vacation time and PTO
- Gym memberships and other employee club discounts
- Education reimbursement
- Paid training and certification cost coverage
Using the example offers mentioned earlier, these types of employee benefits can easily add up to more than $10,000 per year. So a higher base salary isn’t always better.
Tip #5 — Check What Other Companies Are Paying
Another fast and easy way to increase your HR salary is by looking at other jobs. This requires minimal effort on your part, and you can see dozens of different job offers within an hour or so.
Just browse through different job boards or run a quick Google search for the HR position you’re seeking.
It costs lots of money to train employees. Replacing them is even more expensive. So if you’ve been somewhere for a while, your employer probably won’t want to lose you.
If you see that similar jobs are paying more elsewhere, you can use that as leverage to negotiate your current salary. Alternatively, you can just apply to those other jobs—assuming you’re comfortable leaving your current company.
Long-Term Strategies For Higher Human Resources Salaries
Beyond the quick tips mentioned above, there are a few long-term approaches to making more money in human resources. These take a bit more time and effort to see the payoff.
Strategy #1 — Get an HR Certification
HR certifications show current and prospective employers that you’re serious about a career in human resources. They’re great for those of you who want to pursue a specialized job within the general field of HR.
To obtain a certification, you’ll typically need to take preparation courses and pass an exam. There are application fees and exam fees to consider as well.
Most HR certifications have prerequisites, such as a minimum level of education or minimum years of experience in an HR role.
Some of the best HR certifications and credentials from HRCI (HR Certification Institute) include:
- Associate Professional in Human Resources (aPHR)
- Associate Professional in Human Resources—International (aPHRi)
- Professional in Human Resources (PHR)
- Professional in Human Resources—California (PHRca)
- Professional in Human Resources—International (PHRi)
- Senior Professional in Human Resources (SPHR)
- Senior Professional in Human Resources—International (SPHRi)
- Global Professional in Human Resources (GPHR)
HRCI has been providing HR credentialing for 45+ years. Obtaining a certification here can really help advance your HR career and increase your salary.
Strategy #2 — Get Your Master’s Degree
Additional schooling is another way to get paid more in human resources. While this isn’t a requirement, it’s definitely suggested if you want to make yourself stand out compared to other candidates—especially for high-level HR positions.
Consider getting a Master’s Degree in one of the following areas:
- Business Administration
- Human Resources
- Finance
- Economics
- Marketing
For those of you seeking a mid-level HR position, this probably won’t be necessary. But if you want to become an HR Director, Vice President of Human Resources, or a Chief Human Resources Officer, this degree will really help separate you from the crowd.
Getting your Master’s online is a great option. This way, you don’t have to quit your current HR job to make this happen.
Strategy #3 — Consider Switching Your Industry or Location
As previously mentioned, there are lots of factors to consider when it comes to human resources salaries. If you’re comfortable changing industries and locations, it can really open the doors to new and higher-paying opportunities in HR.
Online tools like Glassdoor make it easy to browse for HR jobs by industry and location.
For example, the average HR salary in the banking and financial services industry is $105,971 in San Diego, California. The average salary for this same industry in St. Louis, Missouri drops to $80,137.
Let’s look at another example using the exact same cities but different industries.
In San Diego, the average HR salary for HR jobs in education is $61,379. The salary is nearly identical for the education industry in St. Louis, at $62,134. When you compare HR jobs in these two cities within the manufacturing industry, the average salary is within $300, at just under $64,000 per year for both.
As you can see, the salary can change drastically or remain the same based on industry or location. But if you do some digging, you can sometimes find a significant pay increase for the same job.
Obviously, moving across the country or changing industries isn’t for everyone. So lots of thought must go into making a decision like this.
Next Steps
Take some time to evaluate your earning potential. This will be based on things like your experience, education, credentials, industry, location, and more.
Next, consider the demand for your career path. If your existing role involves fielding phone calls from employees about their paychecks, chances are the demand will decrease as companies adopt HR software.
Consider looking for ways to improve the existing HR operations of your current organization. Pitching a suggestion like this can really help your cause when it comes time for a raise.
For example, you might suggest applicant tracking software to help your company find top-level talent and streamline the onboarding process. Or maybe pitch something like training software to help lower the costs of employee training, reduce workplace incidents, and help with employee retention.
How Much Do HR Managers Make?
Home » Human Resources » Salary
Median Annual Salary
The annual median salary for an HR manager with a bachelor’s degree is $121,220, according to the U.S. Bureau of Labor Statistics (BLS).
Human Resources Managers
National data
Median Salary: $126,230
Projected job growth: 9.2%
10th Percentile: $75,000
25th Percentile: $95,310
75th Percentile: $163,360
90th Percentile: N/A
Projected job growth: 9.2%
State data
Source: U.S. Bureau of Labor Statistics (BLS) 2021 median salary; projected job growth through 2030. Actual salaries vary depending on location, level of education, years of experience, work environment, and other factors. Salaries may differ even more for those who are self-employed or work part time.
In this Article
- Range of HR Salaries
- Factors that Influence Salaries
- Job Outlook
- HR Salary Comparison
A Range of Salaries
The role and responsibilities of a human resources manager vary greatly by employer. For example, larger organizations may have more HR professionals working in specialized areas, while smaller organizations have fewer managers who handle multiple areas as the need arises. These factors, along with geographic location, education, and experience affect what HR managers earn.
The BLS reports that HR managers in the top 10% of earners make $163,360, while those in the lowest 10% earn $75,000.
Salaries by Metro Area
Many of the highest-paying metro areas for HR managers in the U.S. are on the coasts. Here are the top 10, according to BLS data.
| Metro Area | Median Annual Salary |
|---|---|
| San Jose-Sunnyvale-Santa Clara, CA | $173,120 |
| New York-Newark-Jersey City, NY-NJ-PA | $164,560 |
| San Francisco-Oakland-Hayward, CA | $163,320 |
| Bridgeport-Stamford-Norwalk, CT | $161,520 |
| Ithaca, NY | $161,520 |
| Washington-Arlington-Alexandria, DC-VA-MD-WV | $160,640 |
| Boston-Cambridge-Nashua, MA-NH | $159,490 |
| Seattle-Tacoma-Bellevue, WA | $151,690 |
| Greeley, CO | $151,110 |
| Denver-Aurora-Lakewood, CO | $150,890 |
More Factors that Influence Salary
There are other factors that can influence the salary of an HR manager. Here are some to consider when you think about how much you’d like to earn in this role.
Education
While you can land a job with an associate degree in human resource management, an HR manager typically has a bachelor’s degree in human resources, business administration, or a related field. The knowledge, skills, and critical thinking experience you gain from your education are essential for a managerial role, which involves planning, managing, and decision making.
Rue Dooley, SHRM-SCP, the HR knowledge advisor for the Society for Human Resource Management (SHRM), says a growing number of HR professionals have master’s degrees, so you may want to consider earning a graduate degree after you’re grounded in your career and know which direction you want to take it. “The more formal education a student can get, the better,” says Dooley.
Experience
An HR manager typically needs two to three years of experience before they’re qualified to manage others. Entry-level positions such as HR specialist are likely to offer lower salaries because you don’t have practical experience yet. But with some experience, you can increase your opportunities and earning potential.
Entry-level positions such as HR specialist are likely to offer lower salaries because you don’t have on-the-job experience yet. But you can increase your opportunities and earning potential with experience from your first roles.
Certification
Professional certifications can also increase your earning power. A certification demonstrates to others that you’ve mastered specific knowledge and skills beyond what you learned in your degree program.
The SHRM Senior Certified Professional (SHRM-SCP), granted by the Society for Human Resource Management, is one such credential for HR Managers.
Workplace
Human resources managers work in all types of industries, large and small organizations, and public and private enterprises.
According to the BLS, these are the median annual salaries for some of the top workplaces for HR managers.
| Industry | Salary |
|---|---|
| Professional, Scientific, and Technical Services | $138,030 |
| Management of Companies and Enterprises | $133,860 |
| Manufacturing | $119,880 |
| Government | $105,830 |
| Healthcare and Social Assistance | $101,990 |
Specialty
While many HR managers are generalists who manage a department, you may have the opportunity to manage one or more specialties, such as recruiting and hiring, in a larger organization if you have the right experience.
Specializing in a particular industry can also make you more valuable to prospective employers. For example, working as an HR manager in healthcare can allow you to develop expertise specific to that field and the challenges of working with employees in that industry.
Job Outlook
Jobs for HR managers are expected to grow by 9% through 2030, according to the BLS. That’s about as fast as the projected growth for all occupations.
The BLS reports that professional, scientific, and technical services employ the most HR managers.
If you’re wondering about the opportunities in your geographic area, consider the size of your state population. As you might expect, states with higher populations have the most jobs for HR managers, while states with lower populations employ fewer managers.
States with the Most HR Managers
| State | Employment |
|---|---|
| California | 22,420 |
| Illinois | 11,200 |
| Texas | 11,140 |
| New York | 10,800 |
| Florida | 7,160 |
States with the Fewest HR Managers
| State | Employment |
|---|---|
| Rhode Island | 360 |
| Vermont | 310 |
| South Dakota | 270 |
| North Dakota | 200 |
| Wyoming | 150 |
HR Manager Salaries Compared to Similar Roles
If you’re passionate about human resources but curious about your earning potential in comparison to similar roles, here’s a look at BLS salaries for HR managers and occupations that require similar education and experience.
Human Resources Manager Salary (September 2022) – Zippia
Updated August 22, 2022
$80,442yearly
To create our salary estimates, Zippia starts with data published in publicly available sources such as the U.S. Bureau of Labor Statistics (BLS), Foreign Labor Certification Data Center (FLC) Show More
$38.67 hourly
Entry level Salary
$56,000
yearly
$56,000
10 %
$80,442
Median
$113,000
90 %
How much does a Human Resources Manager make?
Human resources managers make $80,442 per year on average, or $38.67 per hour, in the United States. Human resources managers on the lower end of that spectrum, the bottom 10% to be exact, make roughly $56,000 a year, while the top 10% makes $113,000.
Location impacts how much a human resources manager can expect to make. Human resources managers make the most in Washington, New York, California, New Jersey, and Connecticut.
Highest Paying State
Washington
Highest Paying City
Sacramento, CA
Highest Paying Company
Bain & Company
What Am I Worth?
Highest Paying State
Washington
Highest Paying City
Sacramento, CA
Highest Paying Company
Bain & Company
What Am I Worth?
Highest Paying States For Human Resources Managers
The darker areas on the map show where human resources managers earn the highest salaries across all 50 states.
- State View
- County View
Average Salary:
Human Resources Manager average salary by State
| Rank | State | Avg. Salary | Hourly Rate | Job Count |
|---|---|---|---|---|
| 1 | Washington | $95,730 | $46.02 | 558 |
| 2 | New York | $90,216 | $43.37 | 1,001 |
| 3 | Nevada | $82,410 | $39. |
156 |
| 4 | California | $89,937 | $43.24 | 2,318 |
| 5 | Connecticut | $85,399 | $41.06 | 233 |
| 6 | Delaware | $79,738 | $38.34 | 106 |
| 7 | Rhode Island | $82,700 | $39.76 | 79 |
| 8 | Pennsylvania | $80,474 | $38.69 | 755 |
| 9 | Massachusetts | $82,675 | $39.75 | 680 |
| 10 | Minnesota | $80,271 | $38.59 | 447 |
| 11 | Ohio | $78,869 | $37.92 | 658 |
| 12 | New Jersey | $89,402 | $42.98 | 462 |
| 13 | Vermont | $77,872 | $37.44 | 64 |
| 14 | New Hampshire | $77,826 | $37.42 | 130 |
| 15 | District of Columbia | $79,765 | $38.35 | 198 |
| 16 | West Virginia | $79,539 | $38. |
78 |
| 17 | Michigan | $78,070 | $37.53 | 484 |
| 18 | Oregon | $77,871 | $37.44 | 323 |
| 19 | Illinois | $77,628 | $37.32 | 897 |
| 20 | Arizona | $75,591 | $36.34 | 456 |
| 21 | Virginia | $78,899 | $37.93 | 625 |
| 22 | Wisconsin | $75,769 | $36.43 | 366 |
| 23 | Indiana | $77,510 | $37.26 | 337 |
| 24 | Kentucky | $74,652 | $35.89 | 228 |
| 25 | Kansas | $72,382 | $34.80 | 212 |
| 26 | South Dakota | $75,229 | $36.17 | 62 |
| 27 | Alaska | $74,132 | $35.64 | 63 |
| 28 | North Dakota | $73,269 | $35.23 | 60 |
| 29 | Maryland | $78,607 | $37. |
388 |
| 30 | Texas | $73,748 | $35.46 | 1,225 |
| 31 | Tennessee | $69,042 | $33.19 | 383 |
| 32 | Wyoming | $67,782 | $32.59 | 48 |
| 33 | Hawaii | $65,519 | $31.50 | 73 |
| 34 | New Mexico | $73,757 | $35.46 | 99 |
| 35 | Idaho | $72,566 | $34.89 | 95 |
| 36 | Utah | $70,129 | $33.72 | 198 |
| 37 | Colorado | $70,480 | $33.88 | 394 |
| 38 | Montana | $66,503 | $31.97 | 87 |
| 39 | North Carolina | $67,518 | $32.46 | 639 |
| 40 | Georgia | $67,738 | $32.57 | 703 |
| 41 | Missouri | $69,872 | $33.59 | 339 |
| 42 | Nebraska | $65,282 | $31. |
147 |
| 43 | Arkansas | $67,738 | $32.57 | 143 |
| 44 | Iowa | $67,984 | $32.68 | 200 |
| 45 | Maine | $66,601 | $32.02 | 80 |
| 46 | Alabama | $66,637 | $32.04 | 191 |
| 47 | South Carolina | $61,045 | $29.35 | 271 |
| 48 | Mississippi | $60,583 | $29.13 | 125 |
| 49 | Oklahoma | $63,254 | $30.41 | 160 |
| 50 | Florida | $59,508 | $28.61 | 823 |
| 51 | Louisiana | $58,735 | $28.24 | 161 |
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Top Human Resources Manager Jobs Near You
Highest Paying Cities For Human Resources Managers
| Rank | City | Avg. |
Hourly Rate |
|---|---|---|---|
| 1 | Sacramento, CA | $99,996 | $48.08 |
| 2 | Redmond, WA | $96,270 | $46.28 |
| 3 | New York, NY | $90,405 | $43.46 |
| 4 | Edison, NJ | $89,409 | $42.99 |
| 5 | Boston, MA | $82,686 | $39.75 |
| 6 | Las Vegas, NV | $81,274 | $39.07 |
| 7 | Philadelphia, PA | $80,770 | $38.83 |
| 8 | Saint Paul, MN | $80,425 | $38.67 |
| 9 | Arlington, VA | $80,174 | $38.55 |
| 10 | Washington, DC | $79,761 | $38.35 |
| 11 | Cleveland, OH | $79,473 | $38.21 |
| 12 | Baltimore, MD | $78,776 | $37.87 |
| 13 | Detroit, MI | $78,181 | $37.59 |
| 14 | Chicago, IL | $77,883 | $37. |
| 15 | Portland, OR | $77,483 | $37.25 |
Here Are The Five Most In Demand Cities Right Now:
- Sacramento, CA
- Redmond, WA
- New York, NY
- Edison, NJ
- Boston, MA
Human Resources Manager Salary Details
Average Human Resources Manager Salary Graph, Trends, and Summary
What is a Human Resources Manager’s Salary?
| Percentile | Annual Salary | Monthly Salary | Hourly Rate |
|---|---|---|---|
| 90th Percentile | $113,000 | $9,417 | $54 |
| 75th Percentile | $96,000 | $8,000 | $46 |
| Average | $80,442 | $6,704 | $39 |
| 25th Percentile | $67,000 | $5,583 | $32 |
| 10th Percentile | $56,000 | $4,667 | $27 |
Average Salary By Related Titles
| Job Title | Annual Salary | Monthly Salary | Hourly Rate | Job Openings |
|---|---|---|---|---|
| Director Of Human Resources | $100,601 | $8,383 | $48. |
46,924 |
| Human Resources Vice President | $169,647 | $14,137 | $81.56 | 74,729 |
| Human Resource Advisor | $78,852 | $6,571 | $37.91 | 84,607 |
| Human Resources Business Partner | $86,363 | $7,197 | $41.52 | 103,520 |
| Human Resources Supervisor | $64,757 | $5,396 | $31.13 | 46,523 |
| Human Resources Consultant | $71,882 | $5,990 | $34.56 | 52,761 |
Here are the five companies hiring the most now:
- Accenture Jobs (199)
- Microsoft Jobs (155)
- AT&T Jobs (185)
- General Electric Jobs (167)
- Macy’s Jobs (261)
Which Companies Pay Human Resources Managers The Most?
The highest paying companies for human resources managers are Bain & Company and McKinsey & Company Inc according to our most recent salary estimates. In addition, companies like Boston Consulting Group and Meta report highly competitive wages for human resources managers.
How Much Do Human Resources Managers Make In Different Industries?
Here are some examples of how much a human resources manager salaries can based on different industries:
-
The technology industry pays human resources managers an average salary of $92,205
-
The finance industry pay $91,622
-
The lowest paying industry for human resources managers is the hospitality industry. Human resources managers in this industry earn an average salary of $75,996
Highest Paying Industries For Human Resources Managers
| Rank | Industry | Average Salary | Hourly Rate |
|---|---|---|---|
| 1 | Technology | $92,205 | $44.33 |
| 2 | Finance | $91,622 | $44.05 |
| 3 | Manufacturing | $86,567 | $41. |
| 4 | Retail | $84,182 | $40.47 |
| 5 | Professional | $83,379 | $40.09 |
| 6 | Health Care | $77,093 | $37.06 |
| 7 | Hospitality | $75,996 | $36.54 |
High Paying Human Resources Manager Jobs
Human Resources Manager Salary Trends
Average Human Resources Manager Salary Over Time
Compare salaries for individual cities or states with the national average.
Recently Added Human Resources Manager Salaries
Human Resources Manager Salaries FAQs
What state pays Human Resources Managers the most?
Washington pays Human Resources Managers the most in the United States, with an average salary of $95,730 per year, or $46.02 per hour.
How do I know if I’m being paid fairly as a Human Resources Manager?
You know if you are being paid fairly as a Human Resources Manager if your pay is close to the average pay for the state you live in. For example, if you live in New York you should be paid close to $90,216 per year.
What type of Human Resources Manager gets paid the most?
Human Resources Vice President gets paid the most. Human Resources Vice President made a median salary of $169,647. The best-paid 10 percent make $206,000, while the lowest-paid 10 percent make $139,000.
What is a good starting salary for a Human Resources Manager?
A good starting salary for a human resources manager is $52,000 in the United States. That puts you in the 10th percentile of annual income for a human resources manager in the U.S., which is about what you would expect if you were new to the field. The average salary for human resources managers is $79,016, but that normally requires some level of experience to achieve. Furthermore, a good starting salary for a human resources manager can vary by state.
Do human resources managers make good money?
Yes, human resources managers make good money. The median salary for a human resources manager is over $100,000.
However, several variables contribute to the salary of a human resources manager. These variables include company size, location, and experience.
How much does a human resource manager make a year?
Human resources managers make $115,000 a year, on average. There is a wide range of what a human resources manager can make, but you can expect to make between $68,000 and $200,000 in a year in this role.
Where do HR managers make the most money?
Human resources (HR) managers make the most money at large companies in the northeast region of the United States. New Jersey, Rhode Island, and New York are the states that typically pay HR managers the most.
Have more questions? See all answers to common executive management questions.
Search For Human Resources Manager Jobs
Updated August 22, 2022
Human Resources Salary in Kentucky – KY
Degree CompletedHigh School Diploma/GEDSome CollegeAssociate DegreeBachelor’s DegreeMaster’s DegreeDoctorate Degree
Desired DegreeDiploma/CertificateAssociate DegreeBachelor’s DegreeMaster’s DegreeDoctorate
Program of InterestAll Business ProgramsAccountingBusiness AdministrationCommunicationsFinanceHospitality ManagementHotel & Restaurant ManagementHuman ResourcesInternational BusinessManagementManagement Information SystemsMarketingOrganizational LeadershipProject ManagementSports Management
Sponsored Content
As of August 2019, Kentucky has posted an unemployment rate of just 4. 4 percent and a strong civilian workforce of 2.068 million, both of which represent a healthy economic environment that’s ripe for opportunities in the human resources field.
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Featured Program: B.S. in Business Administration – Human Resources Management and M.S. in Human Resource Management. M.B.A. in Human Resource Management also available.
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HR management professionals here enjoy salaries that often top six figures, while HR specialist and assistant positions are marked by competitive salaries and strong growth projections.
So, whether you’re a recent high school grad, a career changer looking to break into the HR field, or an established human resources professionals with aspirations of ascending the career ladder, there’s a job for you in Kentucky.
Human Resources Management Salaries in Kentucky
Human resources management professionals are the highest earners among HR pros in Kentucky, and for good reason. These managerial, supervisory, and executive-level positions demand those with the highest levels of expertise and skills, which is most often achieved through graduate-level education and extensive experience.
The highest earners in the state among HR management professionals are training and development managers, who earn a median salary of $100,540. The top 10% among these professionals earn an average salary of $152,1300. Compensation and benefits managers and HR managers also earn impressive median salaries, at $93,340 and $88,090, respectively.
The following tables provide a closer look into what these professionals earn in Kentucky’s largest metro areas of Louisville and Lexington:
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Louisville
Louisville’s HR management professionals enjoy salaries that often top the state average. For example, HR managers here earn a median salary of $103,480, which is much higher than the state average of $88,090.
Occupation
Employment
Hourly 25th percentile wage
Hourly median wage
Hourly 75th percentile wage
Hourly 90th percentile wage
Annual 25th percentile wage
Annual median wage
Annual 75th percentile wage
Annual 90th percentile wage
Compensation and Benefits Managers
30
33.73
45.72
58.77
67.74
70150
95110
122240
140900
Human Resources Managers
590
37.49
49.75
61.55
77.04
77970
103480
128030
160250
Training and Development Managers
160
35.27
51.39
61.35
73.57
73360
106900
127610
153020
Lexington
Lexington’s HR management professionals, while earning less than their counterparts in the Louisville metro area, still enjoy competitive salaries. For example, training and development managers here earn a median salary of $89,990 and a top (90th percentile) salary of $145,430.
Occupation
Employment
Hourly 25th percentile wage
Hourly median wage
Hourly 75th percentile wage
Hourly 90th percentile wage
Annual 25th percentile wage
Annual median wage
Annual 75th percentile wage
Annual 90th percentile wage
Human Resources Managers
190
33.80
43.34
53.26
74.95
70300
90150
110770
155890
Training and Development Managers
40
32.59
43.26
56.34
69.92
67790
89990
117180
145430
Human Resources Specialist and Assistant Salaries in Kentucky
Strong job growth projections are the hallmark of human resources specialists and assistants in Kentucky. For example, the number of training and development managers here is projected to increase by 12. 3 percent between 2016 and 2026 – that’s higher than the national projected growth rate of 11.5 percent for these HR professionals.
In general, human resources specialists and assistants in Kentucky enjoy median salaries that hover in the $50,000s. For example, labor relations specialists earn a median salary of $57,870, while compensation, benefits, and job analysis specialists earn a median salary of $52,520.
A closer look at what HR specialists and assistants earn at all levels in Kentucky’s largest metro areas of Louisville and Lexington is available through the following tables:
Louisville
The largest number of human resources specialists in Kentucky – 2,560 – is located in the Louisville metro area. These professionals earn a median salary of $55,520, which is slightly higher than the state median of $54,570 for these professionals.
Occupation
Employment
Hourly 25th percentile wage
Hourly median wage
Hourly 75th percentile wage
Hourly 90th percentile wage
Annual 25th percentile wage
Annual median wage
Annual 75th percentile wage
Annual 90th percentile wage
Human Resources Specialists
2560
20. 73
26.69
33.92
39.69
43120
55520
70560
82560
Labor Relations Specialists
750
16.08
26.62
39.72
47.43
33450
55360
82620
98660
Compensation, Benefits, and Job Analysis Specialists
290
20.96
24.10
30.11
38.86
43590
50140
62630
80820
Training and Development Specialists
1420
18.97
24.56
32.45
41.88
39470
51080
67490
87100
Human Resources Assistants, Except Payroll and Timekeeping
460
16.59
19.93
23.19
25.86
34500
41460
48240
53790
Lexington
The highest earners among HR specialists and assistants in the Lexington metro area are labor relations specialists, who earn a median salary of $75,540, which is much higher than the state average of $57,870 for these professionals.
Occupation
Employment
Hourly 25th percentile wage
Hourly median wage
Hourly 75th percentile wage
Hourly 90th percentile wage
Annual 25th percentile wage
Annual median wage
Annual 75th percentile wage
Annual 90th percentile wage
Human Resources Specialists
970
18.65
25.41
31.03
40.02
38800
52860
64540
83240
Labor Relations Specialists
80
17.23
26.73
36.32
40.31
35840
55590
75540
83850
Compensation, Benefits, and Job Analysis Specialists
60
19.73
25.21
30.57
35.80
41030
52440
63580
74450
Training and Development Specialists
380
21.07
25.53
31.58
40.74
43820
53110
65690
84740
Human Resources Assistants, Except Payroll and Timekeeping
110
16.79
19. 90
22.76
24.78
34930
41400
47350
51550
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Sponsored Content
Examples of HR positions were taken from a survey of job listings in the state at the time of this writing and are shown for illustrative purposes only. These examples do not represent job offers or positions that are currently available.
Salary and employment data compiled by the United States Department of Labor’s Bureau of Labor Statistics in May of 2018 for human resources managers, specialists, and assistants – https://www.bls.gov/oes/current/oes_ky.htm#11-9111. The BLS salary data shown here represents median – 90th percentile salary ranges for the state and its MSAs (Metropolitan Statistical Areas) and includes workers at all levels of education and experience. This data does not represent starting salaries.
Job growth projections sourced from the Kentucky Center for Statistics and published in the U. S. Department of Labor-funded Long Term Occupational Projections (2016-2026) database – https://projectionscentral.com/Projections/LongTerm. Employment conditions in your area may vary.
All salary and job growth data accessed in September 2019.
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COUNTRIES |
Every employed person on the world should know this website. It is translated into 35 languages. The average salary for Human Resources / Russia is 2,398,817 RUB per year. The most typical income is 1,611,226 RUB . All data based on salary surveys 76 . The wages of men and women are different. Men receive an average salary of 2,655,539 RUB . Women receive a salary of 2,261,684 RUB . In terms of educational attainment, the highest salaries are received by people with a doctoral degree with a salary of 4,081,772 RUB . Second highest level of education – Master’s degree with salary 2,786,824 RUB . Different experience also affects earnings. People with 20+ years of experience receive a salary of 6,856,662 RUB .
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Job Opportunities, Salaries & Responsibilities • BUOM
Posted by the Indeed Editorial Team
March 17, 2021
A career in Human Resources (HR) can be an opportunity to support your colleagues and earn competitive salaries. You may enjoy working in Human Resources if you enjoy working with people and have experience in administration. There are many job options in Human Resources, so you will probably be able to find the right position for you in this field. In this article, we’ll take a look at what a job in HR involves and learn about details such as job prospects and how to start a career in HR.
What are the prospects for human resources?
According to the Bureau of Labor and Statistics (BLS), they expect the number of human resource employment opportunities to grow by 6% from 2019 to 2029. Because HR jobs exist within companies, the growth of the industry depends on how companies with HR departments grow and operate individually. Jobs in the human resources sector can also increase due to the creation of new companies that need human resources specialists. The BLS estimates that there are around 13,300 HR job openings each year, meaning there is plenty to choose from in this field.
Average salary of staff
Jobs in the human resources department usually provide competitive wages and offer stable employment. Some companies may also provide benefits to their HR professionals such as paid time off, health insurance, and 401(k) compliance.
Here are some job titles in the Human Resources department and their average national salary. For the most up-to-date salary information from Indeed, click on the Salary link.
-
Coordinator of the personnel department: 40,715 dollars per year
-
HED employee: 41,882 dollars per year
-
HR specialist: 47 405 dollars a year
-
Recruiter: 48 714 dollars per year: 48 714 dollars per year
-
General Human Resources Specialist: $58,082/year
-
Human Resources Manager: $70,564/year
-
Human Resources Manager: $73,587/year
-
Hiring manager: 76,467 dollars per year
-
Head of personnel department: 98 107 dollars a year
-
Business partner of the personnel department: 103 782 dollars a year
HARDS PRODUMS
HR professionals focus on supporting their colleagues and managing the administrative operations of the company. Much of the work in HR involves recruiting, hiring, and training new employees to make them feel ready to take on new roles. HR professionals may also meet with other managers to discuss procedures and develop changes that can improve performance in the workplace. Some HR professionals may also oversee employee benefit programs and take part in day-to-day work planning.
Working in Human Resources requires certain skills that will help you perform the operations required for this job. For example, most Human Resources positions require candidates with employee experience and onboarding experience to help with the recruitment and training process for new hires. You may also want to become familiar with HR information software that helps HR professionals organize activities such as scheduling and payroll. HR professionals also need soft skills such as leadership and communication so they can communicate effectively with the employees they manage.
If you are interested in a career in the field of personnel management, you can study the following skills:
-
Productivity Management
-
Management project
-
Planning
-
Interlisfricial Switch
Teamwork
-
Organizing
-
Making decisions
-
Customer Service
How to Become an HR Specialist
Here’s How You Can Continue Your Career in HR:
1.
Get a Bachelor’s Degree
Go to college or university and complete a bachelor’s degree program. Many aspiring HR professionals choose to specialize in HR, but you can also specialize in other related areas such as business management or information technology. When earning a bachelor’s degree, you may find it beneficial to take classes in subjects that can help you in your work in the field of personnel management, such as conflict management or business administration. Here are some other areas of study that you could specialize in if you want to work in Human Resources:
Decide if you want to enroll in a continuing education program such as a master’s degree. While you can apply for several HR positions with a bachelor’s degree, some advanced or specialized positions may require candidates to take a master’s degree. Some common master’s degree programs that HR professionals seek include a master’s degree in human resources or a master’s degree in business administration. Here are a few HR jobs you can apply for after completing your master’s degree:
-
HR manager
-
Head of personnel department
-
Labor Relations
-
Compensation and benefits manager
- 917 3.
Apply for entry-level positions in Human Resources. Once you have completed your academic requirements, you can start applying for jobs at companies with HR departments. You can find HR jobs in several places, such as companies, hospitals, and local governments. With professional experience right out of school, you can jump-start your HR career and prepare for any higher positions you might want to apply for in the future.
4. Get Certified
Apply for certification as a human resources professional. Certification is not required for most HR positions, but may be required for certain companies or specialized HR positions. Earning a certificate can enhance your career by highlighting your expertise and professional experience in the field.
It also highlights your passion for the industry as you spend extra time and effort to find and apply for certification. For most certifications, candidates must apply and then pass a certification exam. Here are some certifications you can apply for as a Human Resources Specialist:
-
Institute of Human Resources Management
-
APHR: Associated personnel in personnel
-
PHR: Professional Resources
-
SPHR
-
9000 9000
-
CCP: Certified Compensation Specialist
-
GRP: Global Compensation Specialist
-
ACCP: Advanced Certified Compensation Specialist
-
CECP: Certified Executive Compensation Specialist.
-
CSCP: certified sales compensation specialist
-
CBP: Certified specialist in benefits
-
-
Employees Remuneration Fund
-
CEBS: Certified specialist for employees for employees0010
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Qualified personnel as an enterprise resource
Skill management is a function of an organization designed to increase the productivity of employees in order to achieve the employer’s strategic goals. Human resource management is primarily concerned with the management of people in organizations, focusing on policies and systems of relationships. Departments and divisions in organizations responsible for human resources typically conduct a range of activities, including employee payroll, recruitment, training and development, performance appraisals and awards.
Human resource management also includes industrial relations, that is, the balancing act between organizational practices and demands arising from collective bargaining and from government laws.
Human resource management is a product of the human relations movement in the early 20th century. This phenomenon is due to the fact that researchers have begun to document ways to assess the value of a business through strategic workforce management. The function of the initial dominance of work transactions, such as payroll and administration benefits, but due to globalization, company consolidation, technological advances and further research, human resource management in 2015 focuses on strategic initiatives such as mergers and acquisitions, talent management, planning succession, industrial and labor relations, and diversity.
In new companies, trained professionals can perform human resource management functions. In large companies, there is a functional group dedicated to the discipline of working with employees. This group specializes in various tasks related to human resource management. Human resource management specialists and functional management take part in setting strategic business goals. To prepare practitioners for the profession: companies create institutions of higher education, professional associations, and job training programs. Academia and practice organizations are also looking to move further into the field of human resource management, as evidenced by several specific scientific publications. In the field of human resource management, there is also a lot of research that is popular in the field of industrial / organizational psychology management, a large number of scientific articles are published, appearing in a number of popular scientific journals.
In the current global work environment, most companies are focused on reducing employee turnover and retaining the talent and knowledge that their workforce possesses. The process of hiring new workers not only entails high costs, but also increases the risk of new workers lacking sufficient competencies and failing to fully replace their predecessors. The Human Resources Department strives to offer benefits that will benefit the employee, thereby reducing the risk of loss of corporate knowledge.
Story.
Previous theoretical developments.
Human resource management became a specific area in the early 20th century, under the influence of Frederick Taylor (1856–1915). Taylor explored what he called “scientific management”, his theory later became known as “Taylorism”, seeking to improve the economic efficiency of manufacturing jobs.
The birth and evolution of the discipline.
By that time, it was enough to make a business case for theoretical developments for strategic personnel management, changes in the business landscape (a la Andrew Carnegie, John Rockefeller) and public policy (a la Sidney and Beatrice Webb, Franklin D. Roosevelt and the New Deal) transformed the employer-employee relationship, and the discipline was framed as “industrial and labor relations.” In 1913, one of the oldest and most famous professional staffing associations was the Chartered Institute of Personnel and Development. It was founded in England by the “Social Workers” Association, then changed its name a decade later to the “Industrial Workers’ Welfare Institute”, and for the next ten years to the “Institute of Labor Administration” before settling on its current name. Also, in the United States, the world’s first institution of higher education, human resource management: “Research School of Industrial and Labor Relations”, was formed at Cornell University in 1945 year. In 1948, the university became the largest human resource management professional association and was founded as the American Society for Personnel Administration.
In the Soviet Union, meanwhile, the selection of personnel is carried out through the “personnel department” equivalent in the Bolshevik Party – the Orgburo, these structures have demonstrated the effectiveness and influence of the policy and practice of using human resources, and Stalin himself recognized the importance of the human resource.
In the second half of the 20th century, union membership declined significantly, while personnel management continued to expand its influence within the organization. The phrase “industrial and labor relations” has come into use to refer to special issues regarding collective representation, and many companies have begun to implement human resource management practices in earnest. Many modern human resource management practices can be traced to the needs of companies in 1950s existing to develop and retain enterprise talents.
At the end of the 20th century, advances in transportation and communications greatly facilitate labor mobility and collaboration. Corporations began to view employees as assets rather than as cogs in a machine. “Human Resource Management” hence became the dominant term for the American Society for Personnel Administration, the society even changing its name to “The Society for Human Resource Management” at 1998 year. “Human Capital Management” is sometimes used as a synonym for “Human Resource Management”, although human capital generally refers to a narrower human resource perspective; i. e., the knowledge and ability of an individual to contribute to the organization. Similarly, other terms are sometimes used to describe the field: “organizational management”, “workforce management”, “talent management”, “personnel management”, or simply “people management”.
Functions for business.
Dave Ulrich has listed the functions of human resource management as:. alignment of human resources and business strategy, organization reengineering processes, listening and answering questions from employees, managing transformation and change.
At the macro level, human resource management is responsible for control, organizational leadership and culture. Human resource management also enforces geographically diverse employment and labor laws and often oversees health and safety. In circumstances where employees are willing and legally empowered to pursue a collective bargaining agreement, typically, human resource management will also serve as the company’s primary liaison with employee representatives (usually a labor union). Consequently, human resources management, usually through representatives, engages in clashes with government agencies (for example, in the United States, the US Department of Labor and the National Labor Relations Council) in order to further determine their priorities.
Human resource management needs to be considered more specifically, they have four main functions: personnel, training and development, motivation and maintenance. Human Resources is the recruitment and selection of potential employees through interviews, applications, networks, etc., training and development is the next step in the continuous process of learning and developing competent and adapted employees. Motivation is the key to keeping employees highly productive. This feature may include employee benefits, performance evaluations, and rewards. The last maintenance function involves maintaining employee commitment and loyalty to the organization.
The discipline may also be involved in mobility management. Human resource management is generally seen as a support for business functions, helping to minimize costs and mitigate risks.
Career in personnel management.
There are half a million HR practices in the United States and millions more around the world. The chief human resource officer or director of human resources is the highest-ranking director of the executive branch in most companies and generally reports directly to the chief executive officer and works directly with the board of directors.
Within a company, human resource positions typically fall into one of two categories: generalist and specialist. HR generalists support employees directly with their questions, complaints, and work on a number of projects within the organization. They can handle all aspects of the work of human resources, and thus, such personnel require a wide range of knowledge. The responsibilities of a HR generalist are universal and can vary widely, depending on the needs of the employer. Specialists, on the contrary, work in a specific function of human resource management. Some practitioners build their entire career right away as either a generalist or specialist, while others will gain work experience and choose their path later. The Human Resources position ranks as one of the top positions in the organization, number 4 on CNN Money in 2006 and number 20 in the same ranking in 2009year, because of pay, personal satisfaction, job security, future growth, and social benefits.
Human resource consulting is a great career where people can work as consultants for companies and perform outsourcing tasks for companies. In 2007, there were 950 human resource management consulting agencies, a market worth US$18.4 billion. The top five in terms of profitability included Mercer, Ernst & Young, Deloitte, Watson Wyatt (now part of Towers Watson), AON (now merged with Hewitt), and PwC consulting consulting. In 2010, Human Resources Consulting was ranked #43 of the best Jobs in America by CNN Money.
Some people have received doctorates in human resources and related fields such as work and management psychology, becoming professors who teach the principles of personnel management in colleges and universities. They are most commonly found in colleges of business in the human resources or management departments.
Literature:
- Bakirova, Guzel Khafazovna. Human resource management: textbook / G. Kh. Bakirova – St. Petersburg: Speech, 2003.
- Starobinsky, Edgar Evgenievich. How to manage personnel: Educational and practical guide / E. E. Starobinsky. – 5th ed., revised. and additional – Moscow: Intel-Synthesis, 1999. – 384 p. – Library of the journal “Personnel Management”.
- Personnel management: textbook / ed. G. I. Mikhailina. – 3rd ed., add. and reworked – Moscow: Dashkov i K, 2009. – 281 p. — Bibliographer.
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Pugachev, Vasily Pavlovich. Organizational personnel management: textbook / V.
P. Pugachev. – Moscow: Aspect Press, 1998. — 279 p. – Personnel Management.
- Egorshin, Alexander Petrovich. Personnel management history of formation: textbook / A.P. Egorshin. – 2nd ed. – Nizhny Novgorod: NIMB, 1999.
- Personnel management: encyclopedia / ed. A. Ya. Kibanova. – Moscow: Infra-M, 2010.
1.1 The concept of human resources. Policy in the field of human resource management in the city of St. Petersburg
Policy in the field of human resource management in the city of St. Petersburg
term paper
To begin with, I would like to consider the definition of “resource”. Resource (from French ressource – auxiliary means) – money, values, stocks, opportunities, sources of funds, income. Resources are everything that can be used by a company to achieve its goals, to meet its own needs and the needs of the subjects of the external environment.
There are many different types of resources: natural, economic, which are divided into organizational, labor, financial and material, as well as information resources and many others.
The difference between human resources and other types of enterprise resources is as follows:
1) a person brings vital meaning to the production process and cannot serve only as a means to achieve the goals of the organization. It has its price and makes certain demands on its environment;
2) a person is only partially realized in production. His existence is not limited to production activities, he finds self-expression in a variety of social contacts;
3) a person has the ability, initiative, will, therefore, is not only a passive object of control, but also a conductor of an independent line of behavior;
4) a person is not only a member of the formal structure of an organization, he can simultaneously be a member of small groups within which people have a significant influence on each other’s behavior;
5) a person cannot be wholly owned by an enterprise. At the disposal of the organization is provided for a fee exclusively its labor force. The employee independently builds his personal policy and decides – to work for him on this
So, the difference between human resources and other types of enterprise resources is that each employee can refuse the conditions offered to him and demand a change in unacceptable, from his point of view, work , retraining in other professions and specialties, may finally quit the enterprise of his own free will. Consequently, human resource management is much more difficult than managing other enterprise resources due to the unpredictability of human behavior and the diversity of his skills.
However, people are the only element that has the ability to create added value. All other types of resources in the enterprise, by their nature, cannot do this until a person, be it a worker of the lowest qualification, a skilled professional or a top manager, does not use his skills and abilities and does not create a product that has value.
Human resources are not only the leading side of the economic and social development of the country as a whole. But also the main wealth of any organization.
So, human resources (humanresources) – this is the able-bodied population, which is the material basis of human potential, which characterizes the degree of development of the physical and spiritual abilities of a person. For men, the working age is 44 years (from 16 to 59 years inclusive), and for women – 39 years (from 16 to 54 years inclusive). Human resource management: a textbook for bachelors / ed. I.A. Maksimtseva. – M.: Yurayt Publishing House, 2012. – 525 p. – Series: Bachelor. Advanced course.
In foreign practice, this concept is interpreted more broadly: “People and their associations constitute the human resources necessary for the rational use of existing natural resources, as well as for the development of new ways to improve or, on the contrary, destroy life support systems.”
The change in the number of human resources directly depends on the birth rate, death rate, emigration and immigration of the population. In recent years, there have been negative trends in the formation of labor resources. The natural population growth is declining due to a decrease in the birth rate and an increase in mortality, unfavorable dynamics in the age and sex structure of the population, irrational migration flows of the population and their placement on the territory of the Russian Federation, and a low standard of living of the population are also visible.
However, there is a trend towards continuous improvement in the quality of human resources. The educational potential has grown, the share of high levels of education in the educational structure. Efficiency in the use of labor, like efficiency in any activity, is ultimately measured by the time it takes to produce a unit of product or unit of service and work in the appropriate quality. From this point, the efficiency of labor application is the minimization of labor costs with a high quality of the end result. Adamchuk V.V. Economics and sociology of labor: Textbook for universities / V. V. Adamchuk, O.V. Romashov, M.E. Sorokin. – M.: UNITI, 2001. – 407 p.
It is known that the main factors of production at the enterprise are: means of labor, objects of labor and personnel.
The main role belongs to the personnel potential at the enterprise. It is the personnel that play the first violin in the production process, it depends on them how efficiently the means of production are used at the enterprise and how successfully the enterprise as a whole operates.
People taking part in the production process are one of the most important types of resources both in an individual enterprise and on a national scale as a whole. They are a source of knowledge, skills and abilities of employees that the enterprise possesses. The results of the enterprise and its competitiveness largely depend on the quality and efficiency of the use of these resources. Endovitsky D.A., Belenova N.N. Comprehensive analysis of the activities of managerial personnel: scientific publication. – M.: KnoRus, 2010. – 280 p.
In the domestic literature, various categories are given that characterize the participation of a person in the process of production and labor. Consider the concepts: “personnel”, “personnel”, “labor force”, “labor resources”, “labor potential”, “human resources” and “human capital”. To do this, let’s turn to table 1.
Table 1 – The main categories characterizing the participation of a person in the production and labor process
|
Definition |
Content of definition |
|
|
Personnel |
The totality of employees of various professional and qualification groups employed at the enterprise in accordance with the staffing table, as well as working owners of the organization who receive wages at the enterprise. |
|
|
Staff |
All personnel of people working at the enterprise, namely: employees on the payroll; persons employed part-time from other enterprises; persons performing work under civil law contracts. |
|
|
Labor Force |
The totality of a person’s physical and mental abilities, which he uses in the process of labor activity for the production of material goods and services. |
|
|
Human resources |
A part of the country’s population that has a combination of physical, mental and spiritual abilities that are used in work and outside the labor process to create material goods and services are not realized. |
|
|
Labor potential |
The maximum value of the possible participation of workers in production, taking into account their psycho-physiological characteristics, the level of professional knowledge and accumulated experience. |
|
|
Human resources |
The accumulated stock of various knowledge, skills, and abilities of a human worker, necessary for solving long-term and fundamentally new tasks. |
|
|
Human Capital |
The realized accumulated abilities of the personnel, with certain possibilities, ensuring the effective functioning of the organization and allowing, ceteris paribus, to ensure its competitiveness. |
As we can see, the terms in the table are arranged in order of increasing coverage of the definitions, as well as their importance. We will focus on the analysis of the category “human resources”.
Human resources set in motion the material elements of production, create a product, value and surplus product in the form of profit.
In modern conditions, the analysis of the state of human resources of the organization is an integral part of the analysis and management system in the organization. Unfortunately, the importance of measures to improve human resource management in our country is not taken seriously enough by personnel services. Until now, many state-owned enterprises and commercial organizations do not even have basic programs for managing these resources, or these systems are applied inefficiently. This explains the high turnover and constant shortage of qualified personnel.
Thus, sufficient provision of enterprises with the necessary human resources, their rational use, and a high level of labor productivity are of great importance for increasing production volumes and improving the efficiency of the production process. This determines the relevance of assessing the state and efficiency of the use of human resources in the enterprise.
human resources – no-regime.com
The three USA as factors influencing human resources
Human Resources ( including Human Resources , Human Resources Management, English Human Resources Management , abbreviation HRM , or Human Resources Management , which has to do with business area ) production work and employees, apart from sets. Human resources is an existing function in all organizations, the main tasks of which are the provision and targeted placement of personnel. In personnel practice, many companies include not only management processes, but also the interaction and emotions of the staff.
Modern HR management aims for sustainable success, taking into account aspects of social and environmental compatibility. For this, knowledge, methods and tools of quality management (TQM, EFQM) and corporate governance are applied. Today, human resource management is expected to contribute to maintaining and adding value in the long term. To do this, the needs of all stakeholders must be taken into account. In order to achieve corporate goals, targeted measures and resource planning in the field of personnel, as well as an appropriate corporate culture, are necessary.
The specific design of individual areas in a particular company is also called personnel policy. Corporate policy defines the behavior and course of action to achieve operational goals. In some cases, such provisions are set out in the corporate mission statement or specified in the work instructions.
While the English term personnel management is a rather limited and instrumental view of human resources , i.e. considers the employee as a tool for the implementation of corporate goals, the term human resource management implies a broader perspective, which also includes aspects of personnel development, i.e. as resources or important company assets.
Contents
- 1 goal
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2 main functions
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2.1 Personnel management
- 2.1.1 Personnel planning
- 2.1.2 Personnel Development (PE)
- 2.1.3 Personal communication
- 2.1.4 Collaboration with a factory or staff council
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2.2 Personnel management
- 2.2.1 Recruitment or personnel marketing
- 2.2.2 Staff accommodation
- 2.2.3 Human resource management
- 2.2.4 Personnel control
- 2.2.5 Personnel organization
- 2.2.6 Commission management
- 2.
2.7 Personnel support
- 2.2.8 Personnel policy
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2.1 Personnel management
- 3 labor law
- 4 areas of research
- 5 See also
- 6 literature
- 7 web links
- 8 individual proofs
goals
This article or the following section is not properly supported by supporting documents (eg, individual evidence). Information without sufficient evidence may soon be removed. Please help Wikipedia by researching information and adding hard evidence.
Economic and social processes are causally related to each other. Eine hohe Mitarbeiterzufriedenheit bewirkt eine höhere Arbeitsproduktivität, kreativere Forschung und Entwicklung, geringere Personal- und Betriebskosten, eine längere Betriebszugehörigkeit, langfristige Bindung hochqualifizierter Mitarbeiter (“Talente”) und vermehrtes Interesse hochwertiger Bewerber, weniger Krankenstand und Fehlzeiten, höhere Leistungen, schnellere Reaktion auf Veränderungen on the market. However, many experts agree that it is difficult to achieve consistent job satisfaction, especially in the absence of varied demands and appreciation.
The goals of human resource management are to ensure efficiency and productivity and therefore jobs, to ensure performance and motivation, to attract and retain the right employees at reasonable prices, to develop and improve the working atmosphere and management culture, and to direct all forces towards the achievement of the goal. corporate goal.
Some human resource requirements are mandatory: compliance with the duty of care as an employer, work safety (fire protection, emission protection, environmental protection), compliance with employee participation conditions.
In terms of HR strategy, specific goals for managers, teams and employees can be deduced from this.
Main functions
Human resource management activities: z. B. Distinguish between workforce planning, coverage of staff requirements, personnel management, personnel development, remuneration structure and personnel management. These tasks are performed by the Human Resources Department. Main functions of human resource management:
Human resources management
Personnel management is the purposeful involvement of employees and managers in solving the problems of the company. This is part of the management of the company. This includes corporate culture, leadership style and management models, leadership and motivation, leadership tools, individual and team leadership, proposal schemes and idea management, salary structure and incentive systems, and leadership range. Leadership psychology or leadership studies are related to personnel management.
Personnel planning
Personnel planning determines and plans future personnel requirements. It is part of corporate planning and takes into account future corporate development and strategy on the one hand, and population development and expected changes in the workforce on the other. It is necessary to distinguish:
- Personnel planning for individual employees: this concerns career planning, career planning, succession planning, workforce planning.
- Collective workforce planning: this includes groups of companies, specialized departments, or the entire company, such as B. Workforce planning, workforce requirements planning, collective workforce planning, and personnel cost planning. Planning for future (strategic) personnel costs is also part of workforce planning.
The purpose of workforce planning is to determine the capacity of the staff needed to ensure the performance of operational functions.
Essentially, workforce planning should answer the following questions: When ( time measurement ), which department ( local measurement ) needs, how many ( quantitative measurement ) employees, with what skills or qualifications ( qualitative measurement ).
Personnel development (PE)
Personnel development includes all measures to maintain and improve the skills of employees. This includes education, training, retraining, training, supervision and coaching. Personnel development contributes to the increase of professional competence, social competence, leadership competence, key qualifications.
A prerequisite is the continuous evaluation of the situation : Personnel evaluation by evaluation centers, 360-degree feedback, etc., and their records in the qualification database. The employee survey is an indispensable tool. In addition to collecting data, survey feedback already includes analysis of results and implementation of improvement actions, without which surveys are meaningless. At the end of the employment relationship, a certificate of employment is issued.
PDA methods are: new employee training, sponsorship and mentor systems, coaching, training and development, further education, job rotation, work expansion, enrichment work, project collaboration and responsibility, team development, temporary management, interns and stays abroad, learning through training, additional and postgraduate education and much more.
Personnel development is a decisive competitive factor.
Personal communication
For internal corporate communication includes information management, knowledge management, intranet, company magazine, bulletin board, staff meeting, corporate wiki, but also the design of meeting breaks (meeting place) and dining room.
External communication includes contacts with HR consultants, employment agencies, recruiters, temporary employment agencies, universities, schools, chambers of crafts and associations.
On the other hand, PR, press and marketing are usually directly related to management or sales.
Collaboration with the plant or staff council
The works council or staff council has employee representatives who are central to the company and are an important partner for management. The staff administration is an important collaborative partner and has overall responsibility for shaping the collaboration.
Human resources management
→ Main article : Human resources management
Human resources management performs administrative and complex information tasks in the field of human resources. Mention should be made here of the creation of personnel information systems, the creation of personnel files, accounting and information tasks, reports for employment agencies or employers’ liability insurance associations, data protection and correspondence.
Recruitment or personnel marketing
Recruitment is often referred to as personal marketing. It includes all measures to provide employees with the necessary for the company. There are recruitment and marketing of personnel:
- Internal recruitment related to internal procurement channels, such as B. internal job posting, staff development, promotions, transfers and overtime.
- External recruitment that relates to external procurement channels, such as B. through the participation of employment agencies, recruiters, advertising, poaching, job exchanges, recruitment fairs, and global sourcing.
Deployment of personnel
Deployment of personnel during the period that begins on the first working day and ends when the contract expires. As the phase of applying for human resources, the phase of access to personnel (see Introduction to the composition of the personnel), the phase of the main application of personnel and the phase of dismissal with dismissal. The latter may result in a warning or termination. But Old Age Pensions, Retirement, Partial Retirement, Early Retirement, Company Closing/Closing, Short Term Job/Free Shift or Expatriate Management can also be here.
Human Resource Management
Human Resource Management (as part of supervisory staff) as control and investigation of events in human resources. Separate problems of personnel control are the reduction of personnel costs, fluctuations and absenteeism, as well as an increase in labor productivity or labor productivity. The control of personnel management is an important part of the personnel management process and follows from the stages of planning, hiring and deploying personnel, but also has a by-product effect.
Personnel control
For personnel controlling both performance-related coordination functions that connect the process of planning, monitoring and control of information submission. As an effective personnel controlling, it is parallel or superimposed on the process of personnel management. As a controlling area, it supports the HR manager in carrying out their tasks. Management Controlling is aimed at managers.
Personnel organization
Personnel organization as the structuring of static, exponential and dynamic relationships in human resource management. It consists of:
- An organizational chart that regulates the tasks of the structure, areas of responsibility and responsibility, and includes organizational charts in the personnel department and job descriptions as supporting aspects.
- Organization of processes with HR processes, e.g. B. Human resources planning, recruitment, placement and personnel control processes (HR processes)
- A project organization with particular challenges in human resource management (human resource management in projects).
Personnel management uses organizational theoretical approaches from organizational sociology and psychology.
Management Commission
Staff remuneration as a function of handling all the company’s monetary services to employees who are directly related to their services. The forms of remuneration used are time wages, piecework wages, wage supplements and participation wages. The level of wages has repeatedly become the subject of disputes between employers and employees. Topics related to remuneration include, for example, B. wages, payroll costs, payroll, wages, sickness benefit, social security,
social security contributions and payroll taxes.
Personnel care
Personnel management as an integrated service function with all facilities, activities and services that also send personnel to the agreed consideration. Examples are social law, social affairs and social measures. Additional employee costs for employers associated with employee social security contributions, Christmas allowances or vacations can sometimes be significant.
Personnel policy
Personnel policy covers both the main decisions concerning the alignment of human resource management and personnel work, and on the other hand, the political process of legal and non-legitimate actors to fulfill their interests.
Labor law
In a system standardized in terms of labor law, for example in Germany, the human resources department has to deal, in particular, with labor law as the totality of all legal norms relating to dependent, dependent work. It is necessary to distinguish:
- Individual Labor Law governing individual relations between workers and employers, e.g. B. Employment Contract Law (in particular BGB, HGB), Occupational Safety and Health Law (protection of mothers, protection of minors, regulation of working hours , Disabled Persons Act).
- Collective Labor Law which governs agreements between employer and works council, and between trade unions and employers’ associations as parties to collective bargaining. b. Collective bargaining (collective wage agreement, framework agreement, collective agreement), right to participate (Betriebsverfassungsgesetz).
Research area
Economist Christian Scholz (2014) identified three influential generations of research in human resource management in German-speaking countries with different historical backgrounds and approaches/orientations. In the meantime, a fourth generation emerged, which cannot yet be fully schematically represented, which initially focused on theoretical discussions in economics. From late 19In the 1990s, she returned to business administration.
- Erich Kosiol / Eberhard Witte (empirical), Franz Hussens (pragmatic), Herbert Hacks (politically oriented), Guido Fischer / Wilhelm Hasenach (normative-ethical), August Marx (economic). Further origins were theoretical and behavioral.
- Hans Jürgen Dramm, Jan S. Krulis-Randa, Wolfgang H. Stahl, Gerhard Reber, Eduard Gogler. During this time, the content was developed, theoretical approaches were presented and empirical research was carried out.
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Karl-Friedrich Ackermann / Christian Scholz / Jurgen Bertel (management), Erich Potthoff / Rolf Wunderer (management and controlling), Dudo von Eckardstein / Wolfgang Weber (development), Joachim Henze / Michel Domsch (information), Rainer Marr / Walter A. Oechsler (planning and administration).
The current state of the field of research.
See also
- Education Department
- DIN 33430
- Ability Diagnostics
- Volunteer Office
- Human Capital
- Management Information System
- HR service provider
- HR Specialist
- Personnel information system
- Professionalization index of personnel management (pix)
literature
- Jürgen Bertel, Fred G. Becker: Human Resources Management. Fundamentals of the concepts of the work of the company’s personnel. 9th edition. Schäffer-Poeschel, Stuttgart 2010, ISBN 978-3-7910-2909-2.
- Rainer Breckermann: Human resources. Text and notebook on human resource management. 5th edition. Schäffer-Poeschel, Stuttgart 2009, ISBN 978-3-7910-2839-2.
- Rolf Bühner: Human Resources. 3. Edition. Oldenburg, Munich/Vienna 2005, ISBN 3-486-57664-X.
- Hans Jürgen Dramm: human resources.
6th edition. Springer, Berlin/Heidelberg 2008, ISBN 978-3-540-77696-3.
- Rainer Marr (Hrsg.): Euro-strategic personnel management (= special journal volume for personnel research ). 2 vols., Rainer Humpp Verlag, Munich [u. A.] 2001, ISBN 3-87988-013-1.
- Walter A. Ochsler: Personnel and work. 9th edition. Oldenburg, Munich 2011, ISBN 978-3-486-59670-0.
- Ruth Rosenberger: human capital experts. Opening of personnel management in the Federal Republic of Germany. Oldenburg, Munich, 2008, ISBN 978-3-486-58620-6.
- Ruth Stock-Homburg: Human Resource Management: Theories – Concepts – Tools. 2nd edition. Gabler, Wiesbaden 2010, ISBN 978-3-8349-1986-1.
- Max Ringlstetter, Stefan Kaiser: Human Resource Management. Munich 2008, ISBN 978-3-486-58415-8.
- Wilhelm Schmeisser, Maike Andresen, Stefan Kaiser: Personal Management , UVK Verlagsgesellschaft mbH/UTB, Munich 2012, ISBN 978-3-8252-3733-2.
- Christian Scholz: Human Resources Fundamentals . 1st edition. Valen, 2011, ISBN 978-3-8006-3597-9.
- Andreas von Schubert: Human Resource Management Entrepreneurial Challenge and Social Responsibility . 1st edition. Waykull, 2013, ISBN 978-3-944499-00-0.
web links
Wiktionary: Human Resources – explanation of meanings, origins of words, synonyms, translations
- DGFP study: megatrends and HR trends 9Ron Friedman: The Best Place to Work: The art and science of creating an extraordinary workplace. TarcherPerigee, reissue 2015.
- ↑ J. Bertel, F. G. Becker, Personalmanagement, 9th edition, Stuttgart, 2010, pp. 211ff.
- ↑ R. Stock-Homburg, Personal management, 2nd edition, Wiesbaden, 2010, pp. 99ff.
- ↑ HJ Drumm: Personalwirtschaft, 6th edition, Berlin/Heidelberg, 2008, pp. 195ff.
-
↑ J. Hentze, A. Kammel: Personalwirtschaftslehre 1, 7th edition, Bern / Stuttgart / Vienna 2001, p.
189Christian Scholz: Human Resources. Information Oriented and Behavioral Foundations (= Wales Handbooks of Economics and Social Sciences ). 6th Edition, Walen, Munich 2014, ISBN 978-3-8006-3680-8, pp. 47ff.
Effective personnel management in a crisis situation: tasks and solutions
Human capital is one from key management resources. All activities of an enterprise directly depend on the qualifications of its employees, how this qualification corresponds to the tasks of the company, whether these tasks are supported by an appropriate motivation system, how certain managerial decisions affect the effectiveness of the work of personnel.
In the context of the economic downturn, most companies focused their efforts on improving financial performance, such as reducing costs, increasing turnover, and increasing profitability. The tasks related to the efficient use of human resources are largely concentrated exclusively in the field of headcount optimization. At the same time, it is important not to forget that improving the efficiency of personnel management in the harsh conditions of a crisis requires attention to all aspects of management. The stability of the company and its ability to compete in the future depend on how the enterprise manages to maintain full-fledged work with the staff and at the same time get the maximum return from the human resource.
It would seem that the use of information systems in the current situation is an excess luxury. But the ability to obtain the information necessary for management quickly, in full and with minimal effort directly depends on whether this information is collected manually or obtained using specialized information solutions.
What tasks in the field of HR management are relevant in the current conditions, and what capabilities of the information system allow solving these tasks quickly and efficiently?
Evaluation of the performance of employees
The use of various financial incentive schemes in the company should primarily be aimed at improving the performance of employees, depending on the tasks they perform and the results that are required of them. It’s good if your company is small and you can personally track the results of each employee. What if the company has an extensive network of branches or subsidiaries. And if it is a large holding company with diverse activities and various pay schemes. How to assess that the increase in bonuses or the training provided has increased the employee’s return? And what exactly have increased? To what extent do these indicators correspond to the company’s goals? Who among employees is more exposed to a decrease in sales efficiency due to a seasonal downturn, and whose results are hardly affected by this downturn?
Almost every company uses various bonus schemes for fulfilling sales targets (revenue, income per unit of products sold – if an employee manages discounts, etc.). Such incentive schemes encourage salespeople to improve sales performance. However, their application involves maintaining a rather laborious accounting of wages. In addition, constant monitoring of the effectiveness of the work of salespeople requires a significant diversion of temporary resources of line managers. In this situation, the use of the capabilities of information systems allows the manager to quickly receive reports on indicators that are significant to him and compare the costs of paying the bonus part with the income received from each employee or unit.
Application and calculation of various motivational schemes
Changes in the market situation require the company to adjust not only goals and plans, but also change the entire system that supports the implementation of these plans. Some companies are forced to change incentive schemes every year in order to secure a competitive advantage in a rapidly changing market. How will changing the motivational scheme affect the results of employees? How will personnel costs, primarily payroll, change in this case? If all indicators for the company are in a single information base and it is possible to compare them not only by employees, but also by periods, the development of a new motivational scheme and modeling of various scenarios becomes much easier. Accordingly, in order to obtain reliable information when calculating a new motivation system, a manager needs to use accounting data, a trading system, as well as personnel service data that accumulate information on the parameters for accruing all payments for each employee.
For medium-sized enterprises, the typical way to conduct these experiments was to use Excel spreadsheets. The volume of data and the size of the resulting tables discourages the manager from any desire to spend time on such work. What should a company do if, under the current conditions, a change in the wage system is a forced necessity? And is it possible to reduce costs or increase the stability of the company while maintaining the ability of employees to receive adequate income?
Again, the use of information systems can greatly facilitate the solution of this problem.
Evaluation of employees and the formation of a “gold reserve”
The human resources potential of the company has always been its competitive advantage. Even in the conditions of optimizing the number of staff, the task of the HR service is to identify and retain those employees who form the basis of human capital. Companies that regularly conduct personnel assessments or certifications always have an employee base in their assets and have the opportunity to choose those who have the most important competencies for the company according to current parameters. Since, due to changes in external conditions, the significance of certain competencies for the company may change, it is important for the manager to be able to create and change the profile of competencies for each position.
How can an information system be useful to a personnel department? Firstly, it is more convenient to maintain a database of all employees of the company with the results of the assessment, to compare these results for the period for one employee, or to compare data for several employees, it is more convenient if this process is automated. Secondly, by creating a competency model in the information system, you can link each competency to the way it is assessed, including according to formal criteria, such as “sales volume”, “number of completed orders” – for sales department employees, “number of completed documents” – for employees of accounting services. And this data can also be obtained from the information system automatically.
Analysis of the dynamics of the movement of personnel
Reports on the staffing of the company’s personnel have always been the main tool for analyzing the company by HR departments. What information can be useful to managers in the changed economic situation? Let’s say a company, working in the usual way, fired several people for inconsistency with job responsibilities. How will this affect other employees in a crisis? Will this not cause an outflow of the most qualified personnel on its own initiative? By regularly analyzing reports on the structure of the personnel and its changes, the head of the HR service will be the first to identify adverse trends and warn the head of the necessary measures.
Using the capabilities of the information system for the tasks of the HR service on the example of “1C: Payroll and HR 8”
How can the tasks listed above be solved in a particular information system “1C: Payroll and HR 8”?
Automated payroll makes it possible to generate analytical reports on the monthly output of each employee separately, as well as the entire unit as a whole.
From the Payroll document, you can not only calculate accruals, but also make an initial assessment of labor costs for the current month, as well as compare data for each employee. So, for example, according to these data, it can be determined that, according to the results of the calculation for January, the salary of seller A is significantly lower than the salary of seller B, and these results were affected by the difference in such an indicator as “revenue”.
For an in-depth analysis of the performance of employees, use the report “Analysis of indicators”. It is a tool for generating various reports on indicators that take into account the specific requirements of the user for analytical information. In addition, the report contains default settings for report options that are frequently used by users. In order to monitor deviations in performance indicators, a line manager can use a self-created report that presents data in a form convenient for him, or change an existing one and then save it.
With this report, it is possible to obtain exact amounts of sales revenue. However, it is more convenient to trace the dynamics of the performance of indicators, to determine the trend of their changes by generating a report not in the form of tables, but in the form of a graph (see figure
According to the graph, we can conclude that in general, for the division, the first five months of the year, the amount of sales revenue on average coincided with the planned figure. Since May, there has been a decline in sales activity associated with the start of summer holidays. However, in September the figures are lower than at the beginning of the year. Based on this data, you can make the necessary decisions, for example, compare sales data with performance appraisal results and understand what caused the decline for a particular employee.
The “Attestation” tool allows, based on the glossary of competencies, to develop a personnel assessment system, select an assessment scale and specify assessment criteria for each competency. The program also supports the ability to work on the assessment system previously created in the organization. For this, additional introduction of new competencies, scales and evaluation criteria is provided.
In the current economic situation, a company cannot make the most of its hidden reserves if there is no timely and objective information on them. In the field of human resource management, such data are personnel performance indicators; analytical reports on the dynamics of changes in payroll and calculated taxes; data on indirect costs, such as recruitment and training of staff; monitoring data of actual deviations in the output of each employee from the planned ones.