Employment of human resources, training, and labor relations managers and specialists is expected to grow faster than the average for all occupations. College graduates who have earned certification should have the best job opportunities.
Employment change. Overall employment is projected to grow by 17 percent between 2006 and 2016, faster than the average for all occupations. Legislation and court rulings setting standards in various areas—occupational safety and health, equal employment opportunity, wages, health care, pensions, and family leave, among others—will increase demand for human resources, training, and labor relations experts. Rising health care costs should continue to spur demand for specialists to develop creative compensation and benefits packages that firms can offer prospective employees.
Employment of labor relations staff, including arbitrators and mediators, should grow as firms become more involved in labor relations and attempt to resolve potentially costly labor-management disputes out of court. Additional job growth may stem from increasing demand for specialists in international human resources management and human resources information systems.
Job growth could be limited by the widespread use of computerized human resources information systems that make workers more productive. Like other workers, employment of human resources, training, and labor relations managers and specialists, particularly in larger firms, may be adversely affected by corporate downsizing, restructuring, and mergers and acquisitions.
Demand may be particularly strong for certain specialists. For example, employers are expected to devote greater resources to job-specific training programs in response to the increasing complexity of many jobs and technological advances that can leave employees with obsolete skills. Additionally, as highly trained and skilled baby boomers retire, there should be strong demand for training and development specialists to impart needed skills to their replacements. In addition, increasing efforts throughout industry to recruit and retain quality employees should create many jobs for employment, recruitment, and placement specialists.
Among industries, firms involved in management, consulting, and employment services should offer many job opportunities, as businesses increasingly contract out human resources functions or hire human resources specialists on a temporary basis in order to deal with the increasing cost and complexity of training and development programs. Demand for specialists also should increase in outsourcing firms that develop and administer complex employee benefits and compensation packages for other organizations.
Job prospects. College graduates who have earned certification should have the best job opportunities. Graduates with a bachelor's degree in human resources, human resources administration, or industrial and labor relations should be in demand; those with a technical or business background or a well-rounded liberal arts education also should find opportunities. Demand for human resources, training, and labor relations managers and specialists is governed by the staffing needs of the firms for which they work. A rapidly expanding business is likely to hire additional human resources workers—either as permanent employees or consultants—while a business that has experienced a merger or a reduction in its workforce will require fewer of these workers. Also, as human resources management becomes increasingly important to the success of an organization, some small and medium-size businesses that do not have a human resources department may assign employees various human resources duties together with other unrelated responsibilities.
In addition to human resources management and specialist jobs created over the 2006-2016 projection period, many job openings will arise from the need to replace workers who transfer to other occupations, retire, or leave the labor force for other reasons.
Human resources, training, and labor relations managers and specialists held about 868,000 jobs in 2006. The following tabulation shows the distribution of jobs by occupational specialty:
| Training and development specialists |
210,000 |
| Employment, recruitment, and placement specialists |
197,000 |
| Human resources managers |
136,000 |
| Compensation, benefits, and job analysis specialists |
110,000 |
| Human resources, training, and labor relations specialists, all other |
214,000 |
Human resources, training, and labor relations managers and specialists were employed in virtually every industry. About 17,000 managers and specialists were self-employed, working as consultants to public and private employers.
The private sector accounted for nearly 9 out of 10 jobs, including 13 percent in administrative and support services; 10 percent in professional, scientific, and technical services; 9 percent in health care and social assistance; 9 percent in finance and insurance firms; and 7 percent in manufacturing.
Government employed 13 percent of human resources managers and specialists. They handled the recruitment, interviewing, job classification, training, salary administration, benefits, employee relations, and other matters related to the Nation's public employees.
Unfortunately, no related occupation data exists for this profession.
For information about human resource management careers and certification, contact:
- Society for Human Resource Management, 1800 Duke St., Alexandria, VA 22314. Internet: http://www.shrm.org
For information about careers in employee training and development and certification, contact:
- American Society for Training and Development, 1640 King St., Box 1443, Alexandria, VA 22313-2043. Internet: http://www.astd.org
For information about careers and certification in employee compensation and benefits, contact:
- International Foundation of Employee Benefit Plans, 18700 W. Bluemound Rd., P.O. Box 69, Brookfield, WI 53008-0069. Internet: http://www.ifebp.org
- World at Work, 14040 N. Northsight Blvd., Scottsdale, AZ 85260. Internet: http://www.worldatwork.org
Sources: O*Net data version 12.0
Occupational Outlook Handbook
Department of Labor
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