According to the U.S. Bureau of Labor Statistics (2018), the job outlook for human resource managers, for 2016-2026, is expected to be 9% faster than the average for all occupations. Job opportunities exist as well in the organization management industry as employers continue to use outside firms to assist with some of their human resources functions.
Here are some positions to consider:
- Recruiting and Selection. The recruitment and selection process is one of the most important aspects of running a business. The right employees can take a business to new heights. The wrong ones can hurt. Put together a team that fits with and enhances the business culture, goals, and objectives.
- Performance Management. This includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, an employee, or even the processes to build a product or service.
- Compensation and Benefits. This position focuses on employee compensation and benefits policy-making. While compensation and benefits are tangible, there are intangible rewards such as recognition, work-life, and development.
- Employee/Labor Relations. The basic purpose of an employee relations area within the human resources department is to maintain solid working relationships between the employer and employee. Labor relations typically cover labor history, labor law, union organizing, bargaining, contract administration, and important contemporary topics.
- Talent Training and Development. Training and development programs aim at bettering the job performance of individuals and groups in organizational settings. Training and development can be described as "an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees."
Job applicants with a masters degree or certification in human resource management will have the best job prospects for specialist positions and are also within reach of HR management positions, managing multiple specialist areas.
Dr. Peggy Swigart, Department Chair, Glenn R. Jones College of Business, Human Resources and Leadership