| Important Core Job Duties (in order of importance) For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 100 (%) | Description: Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. |
| Importance: 100 (%) | Description: Represent organization at personnel-related hearings and investigations. |
| Importance: 100 (%) | Description: Conduct exit interviews to identify reasons for employee termination. |
| Importance: 100 (%) | Description: Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. |
| Importance: 100 (%) | Description: Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. |
| Importance: 100 (%) | Description: Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. |
| Importance: 100 (%) | Description: Identify staff vacancies and recruit, interview, and select applicants. |
| Importance: 100 (%) | Description: Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. |
| Importance: 100 (%) | Description: Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices. |
| Importance: 100 (%) | Description: Administer compensation, benefits, and performance management systems, and safety and recreation programs. |
| Importance: 100 (%) | Description: Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. |
| Importance: 95 (%) | Description: Analyze training needs to design employee development, language training, and health and safety programs. |
| Importance: 95 (%) | Description: Oversee the evaluation, classification, and rating of occupations and job positions. |
| Importance: 95 (%) | Description: Prepare and follow budgets for personnel operations. |
| Importance: 95 (%) | Description: Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards. |
| Importance: 95 (%) | Description: Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. |
| Importance: 95 (%) | Description: Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. |
| Importance: 91 (%) | Description: Prepare personnel forecast to project employment needs. |
| Importance: 91 (%) | Description: Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. |
| Importance: 91 (%) | Description: Allocate human resources, ensuring appropriate matches between personnel. |
| Importance: 86 (%) | Description: Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. |
| Importance: 82 (%) | Description: Investigate and report on industrial accidents for insurance carriers. |
| Importance: 68 (%) | Description: Negotiate bargaining agreements and help interpret labor contracts. |
Bachelor Degree Careers and Jobs (jobs after undergraduate degree)
Explore Careers and Jobs Predominantly Filled by Those with a Bachelor's Degree with or without Certificates - All On One Page
Sorted by median annual U.S. salary and including percentage of job holders with Bachelor's Degree.
A bachelor's degree qualifies graduates for a wide range of professional, technical, and management-track careers across nearly every industry. For people who want to compare where a four-year degree can lead before choosing a major or job. Compare careers ranked by salary, review degree-holder and experience percentages, and access preparation resources for each role.
Here is a short Helper Video 
.
This page will take you through 4 steps, relative to an Bachelor's Degree, to (1) Select a career, (2) Find active job listings, (3) Prepare for the career you chose, and (4) Provide web resources specific to the career you chose.
Step 1: Select a Career: You will be presented with a listing of Bachelor's Degree careers. The list may be quite long. There are two ways you might like to use this list:
1) Filter - As you enter a word, you will filter (limit) the list of careers below
2) Browse the list (Don't Filter) - You can simply browse the list of careers. There may be many that you might never have considered. This may help you to discover careers that might be of interest.
Once you have identified a career of interest, simply click on it.
Step 2: Find a Job: After you have selected a career/job title above, you will see a form asking for your location. You will see several radio selection choices to utilize the job search site of your choice.
Step 3: Prepare For a Career: In this section you will gain access to detailed information to help you prepare for the career you selected. Information includes core and supplemental duties, general and specific work activities, knowledge required, essential and transferable skills required, day-in-the-life summaries, knowledge required, software skills required, preparation required, educational requirements, training and work experience required, local salary information, certifications, professional associations, current job listings for the job selected along with multiple similar job titles, and related careers (related to what they do, what they know, and what they're called).
Step 4: Career-Specific Resources (detailed and constantly updated): Continue to scroll down the page and you will find tabs that will provide detailed (updated) links to occupational information specific to the career you selected. This information includes:
Videos: Provides a listing of video links related to this career. A great way to get a quick overview of the occupation.
Resumes: Sources for resume materials and techniques. This can help to get you started.
Job Description: Sources that provide job descriptions, which are vital to resume and interview preparation.
Interviews: Provides links that can help you to prepare for and successfully complete the job interview.
Step by Step: Provides links to resources that can help to organize the career search process.
LinkedIn: One of the best professional social media sites that provides links, opportunities, and networking specifically for careers and career development.
Step 1 of 4: Select a Career
Leading Books About Bachelor's Degree Jobs
What jobs can you get with a Bachelor's Degree? Scroll through the picklist (below). These are careers related to the Bachelor's Degree level, with at least 30% of job holders having a Bachelor's Degree. - 255 specific careers are listed, with matching jobs currently available. Select those careers that may be of interest - you will then get links to matching active job listings, and detailed resources to help you prepare.
You can use this form two ways:
1) Enter a Keyword - As you enter a keyword, you will filter (limit) the listing to those careers that contain the keyword entered
2) Browse the list (Don't enter a keyword) - You can simply browse the list of careers. There may be many that you might never have considered. This may help you to discover jobs that might be of interest.
OR - leave blank and scroll through the choices:
Select a Job Title - Sorted by Annual Salary -(scroll and Select) :
Legend: Career Title Link / (% having Bachelor's Degree) / (Median Annual U.S. Salary)
Step 2 of 4: Find a Job
Job Listings for: Human Resources Managers.
Step 3 of 4: Prepare For a Career
Prepare for the "Human Resources Managers" Career
The details below will provide a pathway to your specific job goal and help you to identify an appropriate career ladder.
Human Resources Managers
Description: Plan, direct, or coordinate human resources activities and staff of an organization.
Please click on a section below to expand and see detailed occupational information related to "Human Resources Managers":
U.S. Total Employment (2023):
161,700U.S. Total Employment (2033 est.):
176,500
Employment Change (2023-2033 est.):
14,800 (9.2%) Average Annual Job Openings (2023-2033 est.):
14,800
Core Duties
Supplemental Duties
| Important Supplemental Job Duties (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 86 (%) | Description: Develop, administer, and evaluate applicant tests. |
| Importance: 77 (%) | Description: Provide terminated employees with outplacement or relocation assistance. |
| Importance: 64 (%) | Description: Contract with vendors to provide employee services, such as food service, transportation, or relocation service. |
Work Activities
| Important General Work Activities (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 95 (%) | Description: Resolving Conflicts and Negotiating with Others: Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
| Importance: 95 (%) | Description: Establishing and Maintaining Interpersonal Relationships: Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| Importance: 95 (%) | Description: Communicating with Supervisors, Peers, or Subordinates: Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Importance: 93 (%) | Description: Making Decisions and Solving Problems: Analyzing information and evaluating results to choose the best solution and solve problems. |
| Importance: 92 (%) | Description: Evaluating Information to Determine Compliance with Standards: Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
| Importance: 89 (%) | Description: Organizing, Planning, and Prioritizing Work: Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Importance: 89 (%) | Description: Developing and Building Teams: Encouraging and building mutual trust, respect, and cooperation among team members. |
| Importance: 86 (%) | Description: Coaching and Developing Others: Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
| Importance: 85 (%) | Description: Providing Consultation and Advice to Others: Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
| Importance: 85 (%) | Description: Staffing Organizational Units: Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
| Importance: 85 (%) | Description: Working with Computers: Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
| Importance: 84 (%) | Description: Getting Information: Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Importance: 83 (%) | Description: Guiding, Directing, and Motivating Subordinates: Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
| Importance: 82 (%) | Description: Training and Teaching Others: Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
| Importance: 80 (%) | Description: Processing Information: Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
| Importance: 80 (%) | Description: Judging the Qualities of Objects, Services, or People: Assessing the value, importance, or quality of things or people. |
| Importance: 80 (%) | Description: Updating and Using Relevant Knowledge: Keeping up-to-date technically and applying new knowledge to your job. |
| Importance: 79 (%) | Description: Analyzing Data or Information: Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
| Importance: 79 (%) | Description: Documenting/Recording Information: Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
| Importance: 79 (%) | Description: Developing Objectives and Strategies: Establishing long-range objectives and specifying the strategies and actions to achieve them. |
| Importance: 78 (%) | Description: Interpreting the Meaning of Information for Others: Translating or explaining what information means and how it can be used. |
| Importance: 78 (%) | Description: Coordinating the Work and Activities of Others: Getting members of a group to work together to accomplish tasks. |
| Importance: 77 (%) | Description: Communicating with People Outside the Organization: Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
| Importance: 75 (%) | Description: Thinking Creatively: Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
| Importance: 72 (%) | Description: Monitoring and Controlling Resources: Monitoring and controlling resources and overseeing the spending of money. |
| Importance: 72 (%) | Description: Identifying Objects, Actions, and Events: Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| Importance: 71 (%) | Description: Scheduling Work and Activities: Scheduling events, programs, and activities, as well as the work of others. |
| Importance: 70 (%) | Description: Performing Administrative Activities: Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
| Importance: 70 (%) | Description: Monitoring Processes, Materials, or Surroundings: Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
| Importance: 69 (%) | Description: Selling or Influencing Others: Convincing others to buy merchandise/goods or to otherwise change their minds or actions. |
| Importance: 68 (%) | Description: Assisting and Caring for Others: Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients. |
| Importance: 61 (%) | Description: Performing for or Working Directly with the Public: Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests. |
Specific Work Activities
| Important Specific Work Activities
How can you begin to build experience and skill doing these? This will help now, to begin preparing for this type of occupation. Specific Work Activities appear below: |
|
| Administer compensation or benefits programs. | |
| Administer standardized physical or psychological tests. | |
| Advise others on career or personal development. | |
| Advise others on legal or regulatory compliance matters. | |
| Analyze data to inform operational decisions or activities. | |
| Analyze data to inform personnel decisions. | |
| Communicate organizational policies and procedures. | |
| Compile operational data. | |
| Conduct employee training programs. | |
| Coordinate special events or programs. | |
| Estimate labor requirements. | |
| Hire personnel. | |
| Interview employees, customers, or others to collect information. | |
| Investigate industrial or transportation accidents. | |
| Liaise between departments or other groups to improve function or communication. | |
| Maintain knowledge of current developments in area of expertise. | |
| Maintain personnel records. | |
| Manage human resources activities. | |
| Negotiate labor disputes. | |
| Negotiate sales or lease agreements for products or services. | |
| Perform human resources activities. | |
| Prepare operational budgets. | |
| Prepare reports related to compliance matters. | |
| Recommend organizational process or policy changes. | |
| Recruit personnel. | |
| Represent the organization in external relations. | |
| Supervise employees. | |
Knowledge Required
| Knowledge Required (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 96 (%) | Description: Personnel and Human Resources: Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
| Importance: 85 (%) | Description: English Language: Knowledge of the structure and content of the English language including the meaning and spelling of words, and rules of composition and grammar. |
| Importance: 82 (%) | Description: Administration and Management: Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
| Importance: 77 (%) | Description: Customer and Personal Service: Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
| Importance: 76 (%) | Description: Education and Training: Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
| Importance: 70 (%) | Description: Law and Government: Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
| Importance: 64 (%) | Description: Psychology: Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders. |
| Importance: 62 (%) | Description: Public Safety and Security: Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions. |
| Importance: 60 (%) | Description: Computers and Electronics: Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
Essential Skills
| Essential Skills (in order of importance)
These are the foundational skills most central to success in this occupation. For the Top 5 most important, how can you begin building experience and confidence using these skills now? |
|
| Importance (%) | Description |
| Importance: 73 (%) | Description: Active Listening: Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
| Importance: 71 (%) | Description: Reading Comprehension: Understanding written sentences and paragraphs in work-related documents. |
| Importance: 71 (%) | Description: Speaking: Talking to others to convey information effectively. |
| Importance: 68 (%) | Description: Writing: Communicating effectively in writing as appropriate for the needs of the audience. |
| Importance: 66 (%) | Description: Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
| Importance: 66 (%) | Description: Active Learning: Understanding the implications of new information for both current and future problem-solving and decision-making. |
| Importance: 66 (%) | Description: Monitoring: Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
| Importance: 62 (%) | Description: Learning Strategies: Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
Transferable Skills
| Transferable Skills (in order of importance)
These are skills that can transfer across occupations and industries. For the Top 5 most important, how can you strengthen these skills now so they support both this career and future career flexibility? |
|
| Importance (%) | Description |
| Importance: 71 (%) | Description: Management of Personnel Resources: Motivating, developing, and directing people as they work, identifying the best people for the job. |
| Importance: 68 (%) | Description: Coordination: Adjusting actions in relation to others' actions. |
| Importance: 66 (%) | Description: Social Perceptiveness: Being aware of others' reactions and understanding why they react as they do. |
| Importance: 66 (%) | Description: Complex Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
| Importance: 66 (%) | Description: Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Importance: 66 (%) | Description: Time Management: Managing one's own time and the time of others. |
| Importance: 64 (%) | Description: Negotiation: Bringing others together and trying to reconcile differences. |
| Importance: 64 (%) | Description: Instructing: Teaching others how to do something. |
| Importance: 64 (%) | Description: Systems Evaluation: Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
| Importance: 62 (%) | Description: Persuasion: Persuading others to change their minds or behavior. |
| Importance: 62 (%) | Description: Service Orientation: Actively looking for ways to help people. |
| Importance: 60 (%) | Description: Systems Analysis: Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
| Importance: 52 (%) | Description: Management of Financial Resources: Determining how money will be spent to get the work done, and accounting for these expenditures. |
Day-in-the-Life Summaries
| Day-in-the-Life Summaries These summaries show the main types of activities you are likely to perform on a regular basis in this occupation. How can you imagine your typical workday — using these examples to see if this type of work fits you? |
| Activity: Advise others on business or operational matters. |
| Activity: Advise others on educational or vocational matters. |
| Activity: Advise others on legal or regulatory matters. |
| Activity: Analyze data to improve operations. |
| Activity: Communicate with others about operational plans or activities. |
| Activity: Compile records, documentation, or other data. |
| Activity: Coordinate activities with clients, agencies, or organizations. |
| Activity: Coordinate group, community, or public activities. |
| Activity: Determine resource needs of projects or operations. |
| Activity: Explain regulations, policies, or procedures. |
| Activity: Interview people to obtain information. |
| Activity: Investigate incidents or accidents. |
| Activity: Maintain current knowledge in area of expertise. |
| Activity: Maintain operational records. |
| Activity: Manage budgets or finances. |
| Activity: Manage human resources activities. |
| Activity: Negotiate contracts or agreements. |
| Activity: Perform human resources activities. |
| Activity: Perform recruiting or hiring activities. |
| Activity: Prepare legal or regulatory documents. |
| Activity: Supervise personnel activities. |
| Activity: Train others on operational or work procedures. |
Software Skills
|
Software Skills These are examples of software tools commonly used in this occupation, organized from most to least important for your career preparation. How can you start learning or practicing the highest-priority tools so that you feel confident using them on the job? |
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| High-Priority Tech Skills | ||||||||||||||||||||||||||||||||||||||||
| Electronic mail software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft Outlook | ||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software: | ||||||||||||||||||||||||||||||||||||||||
| Workday software | ||||||||||||||||||||||||||||||||||||||||
| Office suite software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft Office software | ||||||||||||||||||||||||||||||||||||||||
| Presentation software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft PowerPoint | ||||||||||||||||||||||||||||||||||||||||
| Spreadsheet software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft Excel | ||||||||||||||||||||||||||||||||||||||||
| Widely Used Tech Skills | ||||||||||||||||||||||||||||||||||||||||
| Human resources software: | ||||||||||||||||||||||||||||||||||||||||
| Applicant tracking software Oracle HRIS | ||||||||||||||||||||||||||||||||||||||||
| Emerging Tech Skills | ||||||||||||||||||||||||||||||||||||||||
| Accounting software: | ||||||||||||||||||||||||||||||||||||||||
| Intuit QuickBooks | ||||||||||||||||||||||||||||||||||||||||
| Analytical or scientific software: | ||||||||||||||||||||||||||||||||||||||||
| IBM SPSS Statistics | ||||||||||||||||||||||||||||||||||||||||
| Data base user interface and query software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft Access | ||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software: | ||||||||||||||||||||||||||||||||||||||||
| Oracle PeopleSoft SAP software | ||||||||||||||||||||||||||||||||||||||||
| Process mapping and design software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft Visio | ||||||||||||||||||||||||||||||||||||||||
| Project management software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft Project | ||||||||||||||||||||||||||||||||||||||||
| Time accounting software: | ||||||||||||||||||||||||||||||||||||||||
| Kronos Workforce Timekeeper | ||||||||||||||||||||||||||||||||||||||||
| Web page creation and editing software: | ||||||||||||||||||||||||||||||||||||||||
| Word processing software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft Word | ||||||||||||||||||||||||||||||||||||||||
| General Software Tools | ||||||||||||||||||||||||||||||||||||||||
| Accounting software: | ||||||||||||||||||||||||||||||||||||||||
| AccountantsWorld Payroll Relief New World Systems Logos.NET Sage 50 Accounting | ||||||||||||||||||||||||||||||||||||||||
| Business intelligence and data analysis software: | ||||||||||||||||||||||||||||||||||||||||
| IBM Cognos Impromptu Oracle Business Intelligence Enterprise Edition | ||||||||||||||||||||||||||||||||||||||||
| Charting software: | ||||||||||||||||||||||||||||||||||||||||
| AASoftTech Web Organization Chart | ||||||||||||||||||||||||||||||||||||||||
| Compliance software: | ||||||||||||||||||||||||||||||||||||||||
| Stratitec TimeIPS | ||||||||||||||||||||||||||||||||||||||||
| Computer based training software: | ||||||||||||||||||||||||||||||||||||||||
| Training software | ||||||||||||||||||||||||||||||||||||||||
| Data base reporting software: | ||||||||||||||||||||||||||||||||||||||||
| SAP BusinessObjects Crystal Reports | ||||||||||||||||||||||||||||||||||||||||
| Data base user interface and query software: | ||||||||||||||||||||||||||||||||||||||||
| Automation Centre Personnel Tracker | ||||||||||||||||||||||||||||||||||||||||
| Desktop publishing software: | ||||||||||||||||||||||||||||||||||||||||
| Microsoft Publisher | ||||||||||||||||||||||||||||||||||||||||
| Document management software: | ||||||||||||||||||||||||||||||||||||||||
| Atlas Business Solutions Staff Files Microsoft SharePoint Server PDF readers WinOcular | ||||||||||||||||||||||||||||||||||||||||
| Electronic mail software: | ||||||||||||||||||||||||||||||||||||||||
| IBM Notes | ||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software (scroll table below): | ||||||||||||||||||||||||||||||||||||||||
| ||||||||||||||||||||||||||||||||||||||||
| Financial analysis software: | ||||||||||||||||||||||||||||||||||||||||
| Oracle E-Business Suite Financials | ||||||||||||||||||||||||||||||||||||||||
| Human resources software (scroll table below): | ||||||||||||||||||||||||||||||||||||||||
| ||||||||||||||||||||||||||||||||||||||||
| Internet browser software: | ||||||||||||||||||||||||||||||||||||||||
| Web browser software | ||||||||||||||||||||||||||||||||||||||||
| Multi-media educational software: | ||||||||||||||||||||||||||||||||||||||||
| Nearpod | ||||||||||||||||||||||||||||||||||||||||
| Office suite software: | ||||||||||||||||||||||||||||||||||||||||
| Corel WordPerfect Office Suite | ||||||||||||||||||||||||||||||||||||||||
| Presentation software: | ||||||||||||||||||||||||||||||||||||||||
| Mentimeter | ||||||||||||||||||||||||||||||||||||||||
| Spreadsheet software: | ||||||||||||||||||||||||||||||||||||||||
| IBM Lotus 1-2-3 | ||||||||||||||||||||||||||||||||||||||||
| Time accounting software (scroll table below): | ||||||||||||||||||||||||||||||||||||||||
| ||||||||||||||||||||||||||||||||||||||||
| Video creation and editing software: | ||||||||||||||||||||||||||||||||||||||||
| YouTube | ||||||||||||||||||||||||||||||||||||||||
| Web page creation and editing software: | ||||||||||||||||||||||||||||||||||||||||
| LinkedIn Social media sites | ||||||||||||||||||||||||||||||||||||||||
| Word processing software: | ||||||||||||||||||||||||||||||||||||||||
| Nuvosoft Rwiz |
Preparation Required
| Preparation Required - How much preparation is needed to obtain this type of job? |
| Job Zone Four: Considerable Preparation Needed |
| A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. |
| Most of these occupations require a four-year bachelor's degree, but some do not. |
| Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. |
| Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators. |
Education Required
| Education Required - by frequency of educational attainment This shows you details about the level of education most commonly held by workers in this occupation. How can you begin planning the educational pathway that will prepare you best for this type of work? |
|
| Frequency of Attainment (%) | Level of Education |
| Frequency of Attainment: 81.8 (%) | Level of Education: Bachelor's Degree |
| Frequency of Attainment: 9.1 (%) | Level of Education: Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree but do not meet the requirements of academic degrees carrying the title of Master. |
| Frequency of Attainment: 4.6 (%) | Level of Education: Post-Secondary Certificate - awarded for training completed after high school (for example, in agriculture or natural resources, computer services, personal or culinary services, engineering technologies, healthcare, construction trades, mechanic and repair technologies, or precision production) |
| Frequency of Attainment: 4.6 (%) | Level of Education: Master's Degree |
Training and Experience Required
| Training and Experience Required - by frequency of training and work experience attainment This section shows you how often different types of training and work experience are required for this occupation. How can you start gaining the kinds of experience and training that are most common for this type of work? |
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| Frequency of Attainment (%) | Level of Training and Work Experience |
| Frequency of Attainment: 63.6 (%) | Level of Training and Work Experience: Over 4 years, up to and including 6 years |
| Frequency of Attainment: 13.6 (%) | Level of Training and Work Experience: Over 1 year, up to and including 2 years |
| Frequency of Attainment: 9.1 (%) | Level of Training and Work Experience: Over 6 years, up to and including 8 years |
| Frequency of Attainment: 9.1 (%) | Level of Training and Work Experience: Over 8 years, up to and including 10 years |
| Frequency of Attainment: 4.6 (%) | Level of Training and Work Experience: Over 10 years |
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Step 4 of 4: Career-Specific Resources (detailed and constantly updated)
This section contains detailed resources appropriate to "Human Resources Managers". Explore these resources to start learning more. Links are constantly updated, so bookmark this page.
Videos
Here is a listing of videos related to this career. A great way to get a quick overview of the occupation.
Resumes
Here are resources that allow you to see example resumes for this occupation. It may be helpful to see examples from others who have this type of experience.
Job Description
Here are resources that provide job descriptions, which are vital for resume and interview preparation.
Interviews
There are many great resources that can help guide you through the interview process. These links provide help in preparing and performing an effective interview, specific to this occupation.
Step-by-Step
Here are links to help guide you, step-by-step, to become a(n): Human Resources Managers
LinkedIn®
Here are links to various posts and groups from LinkedIn ® that relate to this occupation. Great way to start building professional contacts in the field that might be most appropriate for you.
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