Question 3

In 1000 word, Explain the kind of work a graduate on the Bachelor of human resource management is
able to do.

First and foremost the field of human resource management is a growing field with the bureau of labour
statistics projecting 9% job growth rate through 2030.the median pay for human resource managers is
$116820 per year. The human resource management field requires a balance of skills like data analysis,
budgeting and soft skills like communication and conflict resolution. Its also a high collaborative field
with human resource mangers working closely with employees

The following are the kind of work a graduate on the Bachelor of human resource management is able to
do

 They can work as human resource assistants; Human resource assistants, are a vital part of the
HR team. They provide administrative support to the HR department, and they may also be
involved in the recruitment process, as well as in onboarding and training new employees. They
may also handle things like record keeping, employee files, and benefits administration.
Essentially, they support the Human resource team in ensuring that the organization's human
resources are managed efficiently and effectively.
 Human resource data analyst; A human resource data analyst is responsible for collecting,
analyzing, and interpreting data relating to the organization's human resources. This data can
include things like employee demographics(Employee demographics refer to the characteristics
of the workforce, such as age, gender, race, and ethnicity. This information can be used to
identify patterns, such as whether certain groups are underrepresented or overrepresented in
the organization. It can also be used to assess whether the organization is meeting its diversity
and inclusion goals), performance, and turnover. The HR data analyst uses this information to
identify trends and make recommendations to the HR team on how to improve processes,
procedures, and outcomes. Essentially, they help the HR team to make data-driven decisions
that will benefit the organization.
 Compensation specialists; these are professionals who are responsible for developing and
implementing the organization's compensation(refers to the monetary and non-monetary
rewards that employees receive for their work. This includes things like base pay, bonuses,
commissions, benefits, and recognition programs. Compensation is an important part of the
employee experience, and it plays a role in attracting and retaining talent) and benefits
programs. They analyze data and market trends to develop competitive salary and benefit
structures that meet the organization's goals and legal requirements. They may also be involved
in the negotiation of employee contracts and the administration of payroll. Essentially, they help
to ensure that employees are paid fairly and in accordance with the organization's policies.
 Training and development specialists; Training and development specialists are HR professionals
who design, develop, and deliver training programs for employees. They may work with
employees at all levels of the organization, from new recruits to senior management. Their goal
is to help employees improve their skills and knowledge, so they can perform their jobs more
effectively and contribute to the organization's success.
 Employee relations specialist; An employee relations specialist is an HR professional who focuses
on maintaining positive relationships between the organization and its employees. They may
 handle issues such as workplace conflicts, employee complaints, and performance management.
They also work to foster a positive and productive work environment, and may help to create
policies and procedures that support this goal. The employee relations specialist may also
provide support and resources to employees who are experiencing personal or professional
challenges.
 Human resource generalists; also known as HR general practitioners, are HR professionals who
have a broad knowledge of all aspects of HR. They may work in a variety of areas, such as
recruitment, compensation, benefits, training, and employee relations. Because they have a
broad understanding of the HR field, they may serve as a resource for other HR professionals,
and they may also help to coordinate the work of HR specialists. HR generalists are often the first
point of contact for employees with HR-related questions or concerns.
 Diversity and inclusion specialist; A diversity and inclusion specialist is an HR professional who
focuses on creating and maintaining a diverse and inclusive workplace. They may work to ensure
that the organization’s policies, procedures, and practices are fair and equitable for all
employees, regardless of their background or identity. They may also provide training and
education on diversity and inclusion, and help to create a workplace culture that is welcoming
and respectful of all employees. They may also be involved in recruiting and hiring efforts, to
ensure that a diverse pool of candidates is considered for open positions.
 Talent acquisition specialist; A talent acquisition specialist, also known as a recruiter, is an HR
professional who is responsible for finding and hiring the best talent for the organization. They
may work with hiring managers to understand the skills and qualifications needed for open
positions, and then use a variety of methods, such as job postings, social media, and networking,
to identify and attract potential candidates. They may also screen applicants, conduct interviews,
and make hiring recommendations. Their goal is to find and hire the most qualified candidates,
while also providing a positive experience for job seekers.
 Human resource information systems analyst; A human resource information systems (HRIS)
analyst is an HR professional who works with HR technology. They may design, configure, and
maintain HR systems, such as payroll, benefits, and time tracking systems. They may also work to
integrate HR systems with other business systems, such as finance and accounting systems. In
addition to technical skills, HRIS analysts also need to have strong business knowledge, as they
must understand the HR processes that the systems support. They may also work with HR teams
to ensure that the systems are used effectively.
 Compensation manager; A compensation manager is an HR professional who is responsible for
developing, implementing, and administering the organization's compensation programs. This
includes things like salary structures, incentive plans, and performance-based pay. They may also
be responsible for conducting market research and analysis to ensure that the organization's
compensation programs are competitive and compliant with legal and regulatory requirements.
A compensation manager may also work with HR teams to ensure that the organization's
compensation policies are communicated and understood by employees.
 Human resource business partner; is an HR professional who works closely with the
organization's business leaders to align HR strategies and initiatives with the organization's
business goals. They may provide guidance on issues such as workforce planning, talent
development, and employee engagement. They may also collaborate with other HR
professionals to develop and implement HR policies and programs that support the
 organization's strategic objectives. The HR business manager typically reports to the HR director
or VP of HR.

In conclusion the following above are the kind of work a graduate on the Bachelor of human resource
management is able to do