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Mastering Human Resource Management

v1.0 Derek Crews

1.6 Careers in HRM

Learning Objectives

  1. Identify the types of positions and career options that are available in the HR profession.

  2. Explain how to best prepare for a career in HRM.

  3. Describe the skillsets and competencies necessary for an individual to perform well in an HR career, in accordance with the SHRM Competency Model.

Positions and Career Options in HR

Human resources is one of the fastest-growing professions, and the demand for highly skilled HR professionals will continue to increase. An organization cannot exist without people, so all organizations have a need for someone (or a team) to manage their human capital. Within HR, there are many different functions, and therefore a wide variety of positions within the field. In fact, there are over 130 different HR job titles! Positions within HR fall into three broad categories: HR generalists, HR specialists, and HR managers.

An HR generalist is a person who handles a wide variety of duties that may range from administrative duties, recordkeeping and reporting, tracking applicants, to a wide variety of other tasks. An HR specialist is a person who has expertise in a specific area of human resources and is usually a more experienced HR professional. If you are new to the HR field, your first position will likely be as an HR generalist. Then, as you gain experience and knowledge, it is typical to eventually advance into a role as an HR specialist. The most experienced HR staff then may move into roles as HR managers or directors. In larger organizations, the most senior HR employee may be a member of the senior executive team, with titles such as VP for human resources, VP for people, or chief human resources officer (CHRO).

According to the Occupational Outlook Handbook of the Bureau of Labor Statistics, HR generalist and specialists positions are growing at 7% a year, with an average salary of $60,520 per year, with 547,800 new positions expected to be created during the ten-year period from 2016 to 2026. HR manager positions are growing at 7% a year, with average salaries of $110,120, and 136,100 positions expected to be created from 2016 to 2026. Figure 1.4 shows how an individual might typically advance through a career in HR.

Figure 1.4 Typical HR Career Path

Table displaying the top human resources job titles for various career stages.

Long Description

HR Assistant/Generalist, 42,620. HR Specialist, $61,920. Compensation and Benefits Manager, $122,270. HR Manager, $129,570.

The following are some of the major specialties that are available as career options in HR:

  1. Recruitment

  2. Talent Development

  3. Compensation

  4. Benefits

  5. Employee and Labor Relations

  6. Human Resources Information Systems (HRIS) Analyst

Preparing for a Career in HRM

Since you are studying HR, there is a good chance that you are wondering: How do I prepare for a career in HR? There are three general paths to an entry-level position in the HR field:

  1. A college degree in HR.

  2. A college degree in a related subject, such as business administration or industrial/organizational psychology, then applying those skills to HR through experience and/or earning appropriate certification.

  3. Working for several years in an operational role at a company, then transitioning to HR.

However, even earning a college degree in HR is often not enough. Potential employers also look for experience, which can be obtained through an internship. Research indicates that professional experience is vital to securing employment after graduation from college, with the most valuable internships lasting at least three months. Business internships are the most useful when the supervisor provides the student with direct feedback and assessment on the intern’s strengths, weaknesses, and advice for professional improvement. Another way to build experience is to seek an HR rotational, which is typically a full-time job lasting two to three years, in which the participant rotates through various aspects of HR within a company.

HR Talk: Cindie Melton

Division HR Director

PACCAR Corporation

PACCAR typically has several hundred internships available annually. Internships are available throughout North America in many different fields, from HR to engineering to dealer development. The opportunities are in all areas of business and we are proud to say that we frequently are able to offer full-time positions to many of our interns. Students who participate in internships gain excellent real-world experience. It provides professional experience that links their academic coursework to the disciplines that they want to pursue. Students can gain a good understanding of our industry and explore the possible long-term career fit. I think it can also give students an edge in the job market. Internship experience makes a college graduate more marketable! It gives the students a chance to learn about their strengths and weaknesses by receiving feedback from their managers, and a safe place to learn and make mistakes in a safe environment. Additionally, the professionals that interns encounter during their intern program provide a wonderful networking opportunity to learn from their future colleagues.

In the HR community, it is important to build relationships through networking. A good starting point is to attend meetings and networking events (or mixers) hosted by the local chapters of professional associations. One organization that you should consider is the Society for Human Resource Management (SHRM). SHRM is the world’s largest HR professional society, representing 300,000 members in more than 165 countries. They are the leading provider of resources, serving the needs of HR professionals and advancing the practice of human resource management, with more than 575 affiliated chapters within the United States and subsidiaries in China, India, and United Arab Emirates. SHRM also has student chapters at many colleges and universities in the U.S. If your university has a student chapter, you should join it, and perhaps consider running for an office. If your university does not have a student chapter, then talk to a faculty member about starting one!

You may also wish to begin planning to earn an HR certification. The value of a certification is that it demonstrates to prospective employers that you have attained a specific level of knowledge and behaviors related to HR. SHRM offers several certifications: the SHRM Certified Professional (SHRM-CP) for early career professionals, and the SHRM Senior Certified Professional (SHRM-SCP) for advanced professionals. The eligibility requirements to sit for an exam are shown in Table 1.4. More than 5,000 employers are seeking SHRM credential holders every month.

Table 1.4 SHRM Certification Eligibility Requirements

EDUCATION

WORK EXPERIENCE
HR-RELATED GRADUATE DEGREE
SHRM-CP In current HR role
SHRM-SCP 3 years in HR role
GRADUATE DEGREE/NON-HR
SHRM-CP 1 year in HR role
SHRM-SCP 4 years in HR role
HR-RELATED BACHELOR'S DEGREE
SHRM-CP 1 year in HR role
SHRM-SCP 4 years in HR role
BACHELOR'S DEGREE/NON-HR
SHRM-CP 2 years in HR role
SHRM-SCP 5 years in HR role
LESS THAN BACHELOR'S DEGREE (HR-RELATED PROGRAM)
SHRM-CP 3 years in HR role
SHRM-SCP 6 years in HR role
LESS THAN BACHELOR'S DEGREE (NON-HR PROGRAM)
SHRM-CP 4 years in HR role
SHRM-SCP 7 years in HR role

Note: Less than a bachelor’s degree includes: working toward a bachelor’s degree, associate’s degree, some college, qualifying HR certificate program, high school diploma, or GED.

Source: Based on SHRM-CP and SHRM-SCP Eligibility Chart. For more information, see: https://www.shrm.org/certification/apply/eligibility-criteria/Pages/default.aspx

Another provider of HR certification is the HR Certification Institute (HRCI). They offer widely respected certifications, with 93% of Fortune 500 companies currently employing HRCI certification holders. The most common HRCI certifications are the Professional in Human Resources (PHR), the Senior Professional in Human Resources (SPHR), and the Global Professional in Human Resources (GPHR). The HRCI eligibility requirements are shown in Table 1.5.

Table 1.5 HRCI Certification Eligibility Requirements

PHR®

EDUCATION WORK EXPERIENCE
Master's Degree or Higher At least 1 year in professional-level HR position
Bachelor's Degree

At least 2 years in professional-level HR position

Less than Bachelor's Degree

At least 4 years in professional-level HR position

SPHR®

EDUCATION WORK EXPERIENCE
Master's Degree or Higher At least 4 years in professional-level HR position
Bachelor's Degree At least 5 years in professional-level HR position
Less than Bachelor's Degree At least 7 years in professional-level HR position

Source: Based on HRCI, "Which Certification Is Right For You." For more information, see: https://www.hrci.org/our-programs/which-certification-is-right-for-you

HR Skillsets and Competencies

As you have seen by now, human resource management is a career with a wide variety of responsibilities. On any given day, an HR professional might engage in tasks that involve meeting with people, reviewing budgets or financial statements, handling legal issues, or a host of other types of activities. An HR career can be very exciting and challenging, as one never knows what the next day will hold. Accordingly, the skillset that HR managers need is varied and complex.

A is a cluster of observable and measurable knowledge, skills, abilities, and other characteristics () needed for effective job performance. Competencies simplify the process of tying examples of performance expectations to organizational or professional missions and goals, which increases the likelihood of a positive impact on organizational outcomes.

Competencies are expressed as either technical or behavioral. A technical competency refers to the knowledge required for effective performance. In other words, they reflect what a person knows about a particular field. A behavioral competency refers to an observable quality or characteristic associated with effective performance and reflects what a person is able to do. In the HR field, an example of a technical competency is knowledge of HR-related laws and regulations, and an example of a behavioral competency is conflict resolution.

The SHRM Competency Model© is designed for all HR professionals as a resource for identifying and defining proficiency in the technical and behavioral aspects of HR. It can help HR students and practitioners create a road map for achieving their professional goals by developing expertise in each competency. SHRM’s Competency Model distinguishes between the technical and behavioral competencies required for four different career levels: early, mid, senior, and executive. As an undergraduate HR textbook, our focus throughout the book will be on the early career competencies.

The SHRM Competency Model©, shown here:  https://www.shrm.org/learningandcareer/career/pages/shrm-competency-model.aspx  and explained further in Table 1.6 consists of nine competencies: HR Expertise (a technical competency), and eight behavioral competencies organized into three clusters:

  1. Leadership (Leadership and Navigation, Ethical Practice).

  2. Interpersonal (Relationship Management, Communication, Global & Cultural Effectiveness).

  3. Business (Business Acumen, Consultation, Critical Evaluation).

Each of the eight behavioral competencies is defined in Table 1.6:

Table 1.6 SHRM Behavioral Competencies

SHRM Behavioral Competencies

Leadership and Navigation The ability to direct and contribute to initiatives and processes within the organization.
Ethical Practice The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.
Relationship Management The ability to manage interactions, to provide service, and to support the organization.
Communication The ability to effectively exchange information with stakeholders.
Global & Cultural Effectiveness The ability to value and consider the perspectives and backgrounds of all parties.
Business Acumen The ability to understand and apply information to contribute to the organization’s strategic plan.
Consultation The ability to provide guidance to organizational stakeholders.
Critical Evaluation The ability to interpret information, to make business decisions and recommendations.

Both SHRM and HRCI have identified bodies of knowledge that outline the competencies and skills that are essential for HR professionals. This textbook is aligned with both of these sets of competencies to ensure that the reader is introduced to each of the primary areas of HR knowledge. The SHRM and HRCI bodies of knowledge are described in Table 1.7.

Table 1.7 SHRM and HRCI Bodies of Knowledge

SHRM BoCKTM

HRBoKTM
The SHRM Body of Competency and Knowledge (SHRM BoCKTM) serves as the foundation for the SHRM Certification Exams and is based on the SHRM Competency Model. HRCI’s HR Body of Knowledge (HRBoKTM) provides a comprehensive overview of the profession and essential HR practices. It can be used as an exam preparation tool for HRCI certification candidates, but HR professionals can also use the HRBoKTM as a reference to ensure their organizations are aligned with the HR competencies necessary to meet the ever-changing HRM profession.
The SHRM BoCKTM further outlines the HR Expertise technical competency into fifteen areas of HR knowledge, grouped into three domains:
  • People (HR Strategic Planning, Talent Acquisition, Employee Engagement & Retention, Learning & Development, Total Rewards).

  • Organization (Structure of the HR Function, Organizational Effectiveness & Development, Workforce Management, Employee & Labor Relations, Technology Management).

  • Workplace (HR in the Global Context, Diversity & Inclusion, Risk Management, Corporate Social Responsibility, U.S. Employment Law & Regulations).

The HRBoKTM is divided into six content areas:
  • Business Management Strategy.

  • Workforce Planning and Employment.

  • Human Resource Development.

  • Compensation and Benefits.

  • Employee Labor Relations.

  • Risk Management.

The SHRM BoCKTM can be accessed at the following link: https://www.shrm.org/certification/about/body-of-competency-and-knowledge The HRBoKTM can be accessed at the following link: https://www.hrci.org/how-to-get-certified/preparation-overview/human-resource-body-of-knowledge

Source (left): Reprinted with permission from the Society for Human Resource Management (SHRM). © 2020. All rights reserved. Source (right): Link used with permission from HRCI

Key Takeaways

  1. Human resources is one of the fastest-growing professions, and the demand for highly skilled HR professionals will continue to increase.

  2. There are three general paths to an entry-level position in the HR field: (1) a college degree in HR; (2) a college degree in a related subject, such as business administration or industrial/organizational psychology, then application of those skills to HR through experience and/or earning appropriate certification; or (3) working for several years in an operational role at a company, then transitioning to HR.

  3. The SHRM Competency Model® is designed for all HR professionals as a resource for identifying and defining proficiency in the technical and behavioral aspects of HR.

  4. HRCI’s HR Body of Knowledge (HRBoKTM) provides a comprehensive overview of the profession and essential HR practices.

What Do You Think?

  1. Would you prefer to be an HR generalist, an HR specialist, or a solo HR practitioner?

  2. What is your personal path for preparing for a career in HRM?

  3. In which of the SHRM behavioral competencies are you already strongest? In which do you need to improve the most?