Career+Paths

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"The interest in HR does not lie only with colleges and businesses in the U.S., but it is growing globally" (Kuchinke, 2003).


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Introduction
 Attracting the most qualified employees and matching them to the jobs for which they are best suited is important for the success of any organization.

However, many enterprises are too large to permit close contact between top management and employees. Human resources and training managers and specialists provide this link. In the past, these workers have been associated with performing the administrative function of an organization, such as handling employee benefits questions or recruiting, interviewing, and hiring new personnel in accordance with policies and requirements that have been established in conjunction with top management.

Today's human resources workers juggle these tasks and, increasingly, consult top executives regarding strategic planning. They have moved from behind-the-scenes staff work to leading the company in suggesting and changing policies.

Senior management is recognizing the importance of the human resources department to their bottom line. In an effort to improve morale and productivity and limit job turnover, human resource specialists also help their firms effectively use employee skills, provide training opportunities to enhance those skills, and boost employee satisfaction with their jobs and working conditions. Although some jobs in the human resources field require only limited contact with people outside the office, dealing with people is an essential part of the job.

Background Information
The purpose of providing Career Path Information and tools is to:
 * Help employees build skills and progress to other TSA jobs or band levels,
 * Assist supervisors in career development coaching of employees, and
 * Provide job information that can serve as a basis for TSA to better recruit, select, coach, develop, train, and reward highly qualified staff.[|souces]

Job Description ( HR manager )
As an HR manager in a large company, you may manage a team of HR team members including: recruiters, coordinators, and benefits specialists. You may be in charge of managing the recruiting efforts for a company or for the development and professional growth of existing employees. To become a human resources manager in an entry level capacity, you will need a bachelors degree in human resources. retrieved from []
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Topic 1-2 etc
Human Resources Managers often possess natural leadership and strong communication skills with strict ethical codes and high standards for their work and professionalism. They must stay current on changes to labor and employment laws effecting the industry they serve.

As an HR Generalist, you are there to balance the companies bottom line with the well being and development of its workforce. From managing payroll and compensation to negotiating with a labor union, the work can vary widely depending upon the size and scope of the company as well as the type of industry you work for.

The role of recruiters may vary depending on the type of positions they are seeking to fill. A recruiter who is seeking entry level roles may attend job fairs at colleges and universities, seeking out recent graduates or students with a particular major to fill open positions. In addition to attending job fairs, recruiters may be tasked with screening applicants, conducting interviews, discussing wages and compensation plans, or testing applicants.

Human Resources Training and Development Managers and Specialists have the role of creating and implementing programs that provide guidance for employees and improve their performance. Training and developing employees properly and thoroughly is important for loyalty, workplace optimism, and productivity, among other things. A Human Resource Coordinator’s job is to help facilitate all of the basic HR operations. From hiring, to keeping track of all of the employee records, the HR Coordinator is the hands-on representative of their HR department. Working directly under the HR Manager or Director, the HR Coordinator plays a critical role in the effectiveness of their company. While they typically don’t manage anyone directly, they’re responsible for much of the work that makes the HR department run smoothly.

<span style="color: #333333; font-family: Arial,sans-serif; font-size: 9pt;">The responsibilities of the HR Benefits Specialists revolve around getting and keeping benefits for employees. Whether it be through writing the policies that put and keep the benefits in place, or negotiating with insurance companies, if it has to do with employee benefits, the HR Benefits Specialist is responsible for handling it. <span style="color: #333333; font-family: Arial,sans-serif; font-size: 9pt;">The position of HR Dispute Resolution Specialist has become more relevant in recent years because of the large number of national, large-scale disputes between employees, consumers, unions, and corporations and government agencies. As the individuals responsible for bringing both parties to a strategic, legally obligating agreement, Dispute Resolution Specialists have had their skills thrust into the spotlight. Due to the liability involved in conflict resolution, it takes a highly experienced and educated individual to do the job. A candidate must be experienced not only in HR, but in the intricate knowledge associated with both legal and interpersonal conflict resolution to operate in such a position.

Career Paths and Entry Salaries
The duties given to entry-level workers will vary depending on whether they have a degree in human resource management, have completed an internship, or have some other type of human resources-related experience. According to Wetfeet.com, the following median salary ranges are typical: • HR generalist: $37,000–86,000 • HR manager: $48,000–137,000 • Benefits administrator: $35,000–52,000 • Benefits analyst: $36,000–90,000 • Compensation analyst: $40,000–100,000 • EEO specialist (affirmative action coordinators): $45,000–90,000 • Labor relations manager: $85,000 (average) • Training manager: $36,000–120,000 • Recruiter: $40,000–100,000 • VP of human resources: $90,000–300,000

Management Career Paths
A management career path is not a straight line. Nor is it the same for everyone. Yet all management career paths have a starting point. All have milestones along the way. This page is the starting point for several management paths. Each path leads managers to what they need to know based on where you are in your career and where your interests lie. On each visit you can go further along the path, retrace steps along the same path, or start down a new path. [|source]

<span style="background-color: #f1f05a; font-family: Verdana,Geneva,sans-serif;"><range type="comment" id="147546">Current Issues
<span style="color: black; font-family: arial,sans-serif; vertical-align: middle;">Salaries for HR professionals differ and are dependent upon many factors such as an organization’s size, economic activity, geographic location and profitability. <span style="color: black; font-family: arial,sans-serif; vertical-align: middle;">SHRM’s Compensation Data Center <span style="color: black; font-family: arial,sans-serif; vertical-align: middle;">The Society for Human Resource Management, in collaboration with Watson Wyatt Data Services, a recognized leader in global compensation surveys, brings you the SHRM HR Compensation Data Center. The Center features information on salaries and salary ranges, bonuses and other cash compensation, and total compensation for approximately 1 <span style="color: black; font-family: arial,sans-serif; vertical-align: middle;">70 common (and not-so-common) HR positions. As part of your SHRM membership, you can access five popular positions for free—HR manager, HR generalist, compensation and benefits manager, employment/recruiting representative and employee benefits administrator.
 * <span class="ms-rteCustom-ArticleheaderCommunities" style="color: #333333; font-family: Arial,Helvetica,sans-serif; font-size: 14px;">Salaries for HR professionals **

<span style="font-family: Verdana,Geneva,sans-serif;">References

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[] retrieved from Career path for human resource professional [Type of work] (2011). , **Retrieved**January, 01, 2011, **:**
 * ===<span style="background-color: #f1f05a; font-family: Verdana,Geneva,sans-serif;">Electronic Sources ===

retrieved from Tara-Nicholle Nelson (Broker). ( 2012). //Your Career// [Type of work], **Retrieved** January ,18, 2012 ,

**Career Levels** (2010). , **Retrieved** January, 08, 2010,

> tips from Harvard's Dr. Timothy Butler > > [] > > []
 * [|http://blogs.payscale.com/content/2007/02/overcome_your_c.html]
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 * ** [|www.shrm.org/compensationdata/] ** for information on accessing up-to-date HR salary information for all 170+ HR positions.

[|http://owl.english.purdue.edu/owl/resource/5]
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media type="custom" key="13807548"
retrieved from Folkestad,**(Producer)**, **&**Kevin Roper QAC animation **(Director)**. (2009). Career Paths **[Motion picture].** Norway personal video

<span style="font-family: Verdana,Geneva,sans-serif;">Contributor<span style="font-family: Verdana,Geneva,sans-serif;">s

 * Bogdan Alexandra || Image ||
 * Crisan Steluta || Image, Introduction, Current Issues, Topic 1-2etc + references ||
 * Cira Andreea || Image ||
 * Danciu George || Text/ Videos/ ||
 * Dinca Alexandra ||  ||
 * Florea Adriana || Text(management career paths) ||
 * Marisan Alexandra || Image ||
 * Rus Maria || text ||
 * Traistar Ecaterina ||  ||