Human Resources (HR) Manager Salary #sba #loans

#business management salary

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Human Resources (HR) Manager Salary

Job Description for Human Resources (HR) Manager

A human resources (HR) manager oversees policies, procedures and compliance relating to employees for their organization. They ensure all human resources activities are in compliance with local, state and federal laws, as well as implement and oversee programs related to employee benefits and initiatives. Insurance programs, flexible work arrangement programs, maternity leave, open enrollment programs, and vacation and sick leave benefits are overseen by the human resources manager as well. These managers make recommendations on potential policy changes to ensure their company offers a competitive package of salary and benefits to employees; they also help implement any approved changes. They also ensure that their workplace is accommodating and free of harassment, handling any complaints in accordance with company policy and any relevant laws. Additionally, human resources managers oversee the work of a team of human resources personnel, offering guidance, training and discipline as needed.

The minimum educational requirement for this position generally includes a bachelor’s degree in a relevant field. Previous experience in human resources is typically needed as well. Human resources managers should also have excellent leadership, multitasking and problem-solving skills. These professionals usually

work in an office environment during regular business hours, although some travel to field sites and other company locations may be required.

Human Resources (HR) Manager Tasks

  • Advise and coach managers on HR policies and programs including employee relations issues.
  • Manage daily departmental operations, business planning and budget development of HR programs.
  • Ensure policies, procedures and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory requirements and laws.
  • Plan, manage and coordinate all human resources initiatives; recruitment, compensation, benefits, training and employee relations of an organization.

Common Career Paths for Human Resources (HR) Manager





MBA in Human Resources Management #online #mba #in #human #resources


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Explore Programs

Human Resources Management – MBA in Management

Preparation for a long and valued career, the Lubin MBA in Human Resources Management offers:

  • The broad management skill set employers seek
  • HR-specific tools
  • Access to the world s leading businesses and corporations
  • Internships
  • Research opportunities
  • Solid professional connections

Whether you are most interested in recruitment, selection, job evaluation, performance assessment, compensation administration, or training and development, you will be guided by an esteemed faculty of professionals who bring decades of real-world experience in the field of HR.

AN EXCITING AND LUCRATIVE CAREER

The Lubin MBA in Human Resources Management offers:

  • Excellent compensation: $104,440 is the median average salary for Human Resource managers ( Source: U.S. Bureau of Labor Statistics )
  • Plentiful opportunities: Employment of human resources managers is projected to grow 9 percent from 2014 to 2024, faster than the average for all occupations. ( Source: Bureau of Labor Statistics )
  • Launch your career with Lubin connections through our network of 72,000 alumni
  • International recognition:

GAIN SPECIALIZED SKILLS AND A PROFESSIONAL EDGE

Curriculum of the Human Resources Management MBA provides students with experience with the best current theory and strategies for HR practices. You ll gain the theory and practice to enable you to analyze, design, and evaluate human resource systems and processes across the full spectrum of human resources management functions:

Knowledge in essential areas of HR:

  • Employment law
  • Negotiation and bargaining
  • Training and development
  • Compensation and assessment
  • Recruitment and staffing
  • International human resources management
  • A variety of functional specialization areas: recruitment, selection, training and development, performance assessment, and compensation administration

Experiential learning opportunities with analysis, design and evaluation of human resources systems: Through the capstone project, students integrate knowledge from other courses to develop management policies. For the research project, under faculty supervision, students prepare a research document that includes problem recognition, valid data, analysis and evaluation of data, and recommendations.

Graduates of the Human Resources Management program receive an MBA in Management with a concentration in Human Resources Management.


County of Ventura – Human Resources #resources, #human


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Human Resources

The goal of the Human Resources Division of the Ventura County Executive Office is to attract, develop and maintain a well qualified and effective workforce. We provide personnel services to County agencies, employees and applicants, including recruitment, employee training and development, benefits administration, health promotion and work/family balance.

Ventura County promotes the values of public service and accountability, and adheres to the civil service principles of employment selection based on qualification and merit. We value a diverse workforce that reflects our community.

Job Interest Card
If you are interested in a job for which Ventura County is not currently recruiting for, you may submit a Job Interest Card by clicking on the job description title that interests you, and click on the green Subscribe button.

Employee Benefits and Programs
We offer an extensive benefits package to our regular employees, including a Flexible Benefits Program, Deferred Compensation and other optional and automatic benefits.

Training and Development
An assortment of training classes for Ventura County employees focused on professional development and skill enhancement.

Award Winning Wellness Program
Our nationally-recognized, award winning worksite health-promotion program is available to all regular County employees and their spouses.

Ventura County is an Equal Opportunity Employer.
Any information on this page or linked to is subject to change without notice.
County of Ventura Human Resources – 800 South Victoria Ave – Ventura, CA 93003

NOTE: As a convenience to our visitors, this page may contain links to external websites that are not managed or controlled by the County of Ventura.


HR and Payroll Software #opera #3,opera #ii,opera,gold,capital,unity,accounting #software,accounts #software,business #software,accounting,accounts,business,pegasus,uk,ireland,small #businesses,finance,financial,modular,integrated,32bit,32-bit,sme,smes,payroll,human #resources,hr,personnel,general,nominal,management


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Opera 3 Payroll & HR

  • Multi-user, with Company and Group password control and menu level access restriction
  • Full integration with Opera 3 Document Management
  • Links to the Nominal Ledger, Cashbook and Costing Financial modules of Opera 3
  • Definable cheque and payslip designs to suit Company stationery requirements
  • Create unlimited Companies with unlimited employees per Company
  • Weekly, fortnightly, four weekly and monthly paid employees can be maintained all in one company
  • Employee profiles for efficient employee record creation
  • Employee payment details and payslip images can be retained for up to 999 pay periods
  • Payslips from past periods can be reprinted at any time
  • Employees can be paid via BACS, reducing the time and costs required to process payments
  • Submit Year-End Returns via the Government Gateway using the Pegasus Online Filing Manager
  • In-Year P45(1), P45(3) and P46 file generation for online submission using the Online Filing Manager
  • Filtered Historical employee record processing to current legislative bandwidths
  • Automated Director’s National Insurance calculations
  • Multiple Pension Scheme management
  • Track report on key field changes for the Payroll year using the Audit Log
  • Backup and Restore facility
  • Fully automated SSP, SMP and SPP (Birth) processing and reporting, with complex legislation built in
  • Automated Attachment Orders processing and reporting
  • Retrospective NI code changes with automatic adjustment value calculation and processing
  • Caters for Holiday pay across year-end

Employee Records

  • Address, bank details and holidays
  • Tax and National Insurance To-Date details
  • Payments and deductions – permanent and temporary values, retained units and rates, zero this period facility
  • Quick calculation – showing net pay, total deductions and NI’able earnings
  • Retained History with payslip image drill down
  • Employee photograph attachment
  • Ability to embed documents, spreadsheets etc, via OLE technology

Reports

  • Departmental reporting
  • Payslip, cheque and BACS list generation
  • P35, P14 and P60 End-of-Year reports
  • P45(1), P45(3) and P46 In-Year reports
  • P11 Deductions Working Sheet
  • P32 employer’s Payment Record, with payment and funding recording and multi-company consolidation
  • This Period and To Date summaries
  • Comprehensive statutory payments, Attachment Orders and pension contribution reports
  • Additional Reporter module available, for the creation of your own reports

Pensions

  • Mixed Pension schemes per company
  • Stakeholder Pensions
  • Fixed amount
  • Percentage of definable figure
  • Group Personal Pension
  • COMP
  • COSR
  • Freestanding AVC
  • Up to three different LEL/UEL criteria
  • Employee diary showing sickness, holidays, maternity and compassionate leave, and training
  • Variable employee working patterns reflected within the diary
  • Accurate days, hours and minutes event recording and analysis
  • Keep records for up to 99 years, including job changes and salary updates
  • Pro-rata holiday entitlement and holiday carry-over

Help

  • Comprehensive, context senstive help

Extended Information Sources

  • Export information to Microsoft products such as Word and Excel
  • Send reports via e-mail
  • Payroll administrator and management reports delivered via e-mail
  • Regularly notify staff of remaining holiday entitlement automatically by e-mail
  • Automatically notify managers of Payroll requirement by e-mail

International criminal lawyer #michael #griffith, #lawyer, #international #criminal #defense #law #firm, #international


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Meet Michael Griffith

Along with his firm, ILDC. he works with the United Nations Alliance of Non-Governmental Organizations (NGOs) on Crime Prevention and Criminal Justice at the United Nations in New York.

He is presently or has been a member of:

  • The Criminal Law Committee of the International Bar Association
  • Nassau County (New York) Criminal Courts Bar Association
  • New York State Association of Criminal Defense Lawyers
  • The Suffolk County (New York) Bar Association
  • The Inter-American Bar Association
  • The International Association of Prosecutors

Notable Cases

William Hayes, the subject of Oliver Stone s movie, Midnight Express
which related an American s experiences in a Turkish jail.

Michael Griffith, Lawyer

International Criminal Defense Attorney

Michael Griffith received his Bachelor of Arts from the University of Virginia and his Bachelor of Laws (LLB) from John Marshall Law School. He was admitted to practice law in the State and Federal Courts in New York in 1973.

He is a partner of the International Legal Defense Counsel with offices in Amagansett, Southampton and New York City. He is an experienced International lawyer who has counseled clients in prisons abroad in over fifty countries in international criminal matters.

Mr. Griffith testified before the United States Senate as an expert witness concerning the promulgation of prisoner transfer treaties between the United States, Mexico and Canada and as the representative for the International Bar Association on this topic at the 1995 United Nations Conference on Crime Prevention and the Treatment of Offenders in Cairo, Egypt. He has also testified as an expert before the House Foreign Relations Committee regarding the treatment of American prisoners abroad. He has previously lectured before the International Bar Association on Legal Problems of Traveling Abroad and on the representation of Americans incarcerated overseas among other topics.

He has appeared as an international television expert commentator on a regular basis for Nancy Grace, CourtTV, and CNN among other networks.


How to Find Affordable Health Care #health #care, #healthcare, #medical #care, #coverage,


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How to Find Affordable Health Care

Many kids in the United States aren’t covered by health insurance, or are covered by plans with high deductibles and limited benefits.

If your kids are among them because you can’t afford adequate coverage or your employer-sponsored plan doesn’t cover everything, don’t despair. Programs are available that provide affordable even free medical care and are designed to meet or supplement a person’s medical insurance needs.

Your kids could be eligible for coverage right now and you might not know it. Here are some options that may be available to your family.

Enroll Your Child in a Public Program

Two public programs work together in every state to provide health coverage for children in low- and middle-income families: Medicaid and Children’s Health Insurance Program (CHIP).

Medicaid is run by states with a mix of state and federal funding. It offers health coverage for those with limited incomes, including children and parents, pregnant women, those with disabilities, and seniors. And kids might be eligible for coverage if they’re U.S. citizens or lawfully admitted immigrants, even if their parents are not.

CHIP is a program funded by the federal government that each state administers. It provides health coverage for American kids under age 19 in working families who qualify based on their parents’ income. CHIP is often helpful for families with incomes too high for Medicaid, but who are still having a hard time affording health insurance.

Each state has different CHIP rules. Some CHIP programs, for example, cover pregnant women as well as parents and related caregivers (such as grandparents raising their grandchildren). Each state has its own name for its CHIP and children’s Medicaid programs, too (for instance, the CHIP program in Delaware is called Delaware Healthy Children Program; in Connecticut, it’s called the Husky Plan).

To learn about your state’s CHIP and Medicaid programs and other services available to your family, visit InsureKidsNow.gov or HealthCare.gov. There, you can apply for CHIP or Medicaid online. You also can call 1-877-KIDS NOW (1-877-543-7669) to find out about the CHIP program in your state.

A child’s eligibility for these government programs is based on household income. Once your child is enrolled, you’ll receive a list of medical providers near you who accept CHIP/Medicaid patients. You can then make appointments with those providers any time your child needs to see a doctor and also be covered in case of an emergency.

Find a Private Insurer

The majority of kids from low- or middle-income families will qualify for free or low-cost health care through Medicaid and/or CHIP. But now, through the Patient Protection and Affordable Care Act, many privately run health insurance companies will offer similar benefits.

You can find out if your family is eligible for a plan by visiting the virtual health insurance marketplace at HealthCare.gov. This government service and its website make it easy to apply for insurance and learn which programs are available in your area. By just filling out one application form, the marketplace allows you to compare and contrast the benefits of each plan, as well as compare out-of-pocket expenses like co-pays and deductibles for care.

Visit a Local Community Health Center

A federally funded community health center is another option for low-cost medical care for your kids. You can take your kids there for checkups, immunizations, treatment when they’re sick, dental care, prescription drugs, and mental health care.

You also can go there for complete care yourself, including when you’re pregnant and for substance abuse care if you need it.

These centers tend to offer medical care on a sliding scale based on your income. Depending on your situation, it could be free. These centers can help you get health insurance and usually will accept that insurance once you are enrolled.

To find one near you, visit the Department of Health Human Services (DHHS) health center page and enter your zip code under “Find a Health Center.” Check the website of the center near you about services, costs, and hours and call ahead for an appointment. Some community clinics are only open on certain days or for limited times.

Rural health centers, which are similar to federally funded community health centers, serve families in rural areas. You can find one in your state by visiting the Centers for Medicare and Medicaid Services website .

Also, visit the National Association of Free and Charitable Clinics’ website to find a free or low-cost clinic. The U.S. has more than 1,200 free clinics, which are staffed by a volunteer workforce of doctors, dentists, nurses, therapists, pharmacists, nurse practitioners, technicians, and other health care professionals.

You also might know about urgent-care centers, which are different from community health centers, rural health centers, and free clinics. These centers are designed for people who need care right away or when their doctors aren’t in the office. They can be expensive and might not take some types of insurance. Be sure to check with your insurance company before going to one of these.

Talk Dollars With Your Doctors

If your kids don’t qualify for a public program (such as Medicaid or CHIP), they need services that aren’t covered by your insurance, or you have a high deductible, you can try negotiating a reduced, cash-paying rate with your pediatrician before getting services. Cutting deals with doctors is done more often than you might think.

Start by asking: “Do you accept patients on a fee-for-service basis?” If your insurance has a high deductible, consider yourself a self-paying patient until that deductible is met. So, your discussion about money with your doctor might begin like this: “I’m going to have to pay 20% of the cost of that procedure and I can’t afford it” or “that’s not covered by my insurance.” Talking dollars can be helpful because the doctor might be able to suggest less expensive treatments.

And don’t be afraid to shop around for a doctor who can provide care at the lowest price. If specialist A agrees to do a certain type of surgery for $2,000, for example, and surgeon B can do it for $1,500, you’ll save $500 by going to doctor B. But be sure that you’re never compromising the quality of your child’s health care for cost. When comparing rates, look for providers who’ve been referred by your doctor or another source you trust.

For suggested self-pay rates on a variety of medical services, visit Health Care Bluebook’s website .

Because each provider typically receives payment separately, be prepared to negotiate with each provider your child sees. If the procedure you’re discussing for your child requires general anesthesia, for example, be sure to ask the surgeon which anesthesiologist she works with and contact that doctor, too, to negotiate a cash-paying price for his services. And don’t forget to ask if there’s a facility fee for where the surgery takes place and negotiate that, too.

Find a Safety-Net Hospital

In 1946 Congress passed the Hill-Burton Act, which gave hospitals and other health care facilities money for construction and modernization. In return, hospitals agreed to provide a reasonable volume of services to people who can’t pay. The program stopped receiving funds in 1997, but about 170 health care facilities nationwide still must provide free or low-cost medical services. These “safety-net hospitals” are committed to providing access to care for people with limited or no access to health care due to their financial situation, insurance status, or health condition.

There are safety-net hospitals in every state except Alaska, Indiana, Maryland, Minnesota, Nebraska, Nevada, North Dakota, Rhode Island, South Dakota, Utah, Vermont, Wyoming, and all the territories except Puerto Rico.

To qualify for free care at a safety-net hospital, you generally have to make a gross yearly income of less than $23,550 for a family of four. If you make more than that, you still may be eligible for reduced-cost care if your income is up to double that amount.

You can get more information or find a safety-net hospital near you on DHHS’s safety-net hospital page .


Master of Human Services (5604) – Griffith University #masters #human #services


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Master of Human Services

Before I enrol

  • Criminal History Check
  • Immunisation and Health Record
  • Working with Children Check (Blue Card)

Professional placements

  • Griffith University Health and Safety Induction
  • Griffith University Student Deed Poll
  • Queensland Health placement requirements

There are placements associated with this program. Students should refer to the checklist of pre-placement and placement requirements for their Health discipline on the Placement Essentials website for full details of the requirements regarding clinical placement to ensure that they meet eligibility for placement.

Note: In the event that there is a difference between the contents published on the Placement Essentials website and the program-specific information published on the Degree and Career Finder/Programs and Courses websites, or where information published on the Placement Essentials website is not in accordance with University Policy, the Degree and Career Finder/Programs and Courses website contents and University Policy shall override the information on the Placement Essentials website.

Commonwealth supported students
  • The fee is indicative of an annual full-time load (80 credit points) in a program categorized to one of the Australian Government’s three broad discipline areas (student contribution bands). A student’s actual annual fee may vary in accordance with his or her choice of majors and electives. The Australian Government sets student contribution amounts on an annual basis.
  • Find out more.

Fee-paying postgraduate (domestic) students

Indicative annual tuition fee

The indicative annual tuition fee is calculated based on a standard full-time study load which is usually 80 credit points (two full-time semesters/trimesters).

The indicative annual tuition fee is based on current conditions and available data and should only be used as a guide. These fees are reviewed annually and are subject to change.

Tuition fees
  • A fee-paying postgraduate student pays tuition fees.
  • Students are liable for tuition fees for the courses they are enrolled in as at the census date.
  • The tuition fee for students who commence their program prior to 2014 is charged according to the approved program fee for the semester/trimester in which the student commenced the program.
  • The tuition fee for students who commence their program from 2014 onwards is charged according to the approved program fee for the semester/trimester in which the student is enrolled.
  • Find out more.

Program fees for the Master of Human Services (5604)

If a postgraduate student changes to a different program they will be subject to the approved program fee for the semester in which they are enrolled.

Further information

Additional fee information

This postgraduate program has Commonwealth Supported Places. If you are eligible, the Australian Government will contribute to the cost of this program but you will also be required to make a contribution.

Quotas are applied for admission to the Commonwealth Supported Places. Where demand exceeds the number of available places and all places have been filled for the current admission period, applicants who meet minimum program entry requirements may be eligible for a Fee-Paying Postgraduate place if such places are available.

This program has been approved by the Australian Government for student income support (for example, Youth Allowance and Austudy). Students should contact Centrelink for more information about their eligibility for student income support payments.


Diploma in Human Resources – Free Online Course #assess #employees, #change #management,


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Diploma in Human Resources

Human resources (HR) plays a key role in modern organizations and businesses, be they private sector, public sector or voluntary. This free online human resources diploma course covers diverse topics in HR, from the role of the human resources manager and how to recruit, select, train and assess employees, to employee motivation, employee-employer relations, and how to manage change within an organization.

Alison’s Diploma in Human Resources course gives a thorough knowledge and understanding of the important role HR plays in organizations, and will be of great interest to HR business professionals as well as those who are pursuing a career in this area.

This course will teach you the responsibilities of a human resource manager. It will help you to understand the recruitment, selection and appraisal processes. You will gain knowledge of different cultures and ethics. This course will also help you to manage change within an organization and demonstrate the best ways to manage employees.

All Alison courses are free to study. To successfully complete a course you must score 80% or higher in each course assessments. Upon successful completion of a course, you can choose to make your achievement formal by purchasing an official Alison Diploma, Certificate or PDF.

Having an official Alison document is a great way to celebrate and share your success. It is:

  • Ideal to include with CVs, job applications and portfolios
  • A way to show your ability to learn and achieve high results

Jobs – Careers – VA St #career, #job, #nurse, #doctor, #healthcare, #health,


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VA St. Louis Health Care System

Start Your Career at the St. Louis VA

At the St. Louis VA Medical Center, we strive to hire only the best! Working with and for America’s veterans is a privilege, and we pride ourselves on the quality of care we provide. For additional information, please contact Human Resources at (314) 894-6620.

Equal Employment Opportunity “Did You Know”

Did you know that all employees are an important part of the EEO Program? Employees are responsible for ensuring that the workplace is conducive to providing quality care for our Veterans. Most employees may think that EEO is a responsibility for only the EEO Manager, managers, or supervisors; however, employees play a vital role. Employees should be activily involved.

For more information, contact the medical center EEO Manager:

Elizabeth C. Jenkins, MSW, ACSW, LCSW

Office of Academic Affiliations (OAA)/Graduate Medical Education (GME), Without Compensation (WOC) Appointee:

A GME WOC appointee is an individual who performs Medical Center related duties without any direct monetary compensation from the Department of Veterans Affairs. Individuals requiring WOC appointments include, but are not limited to, students,residents and fellows and any other individual who is not compensated by the VA for their employment within the St. Louis VA Medical Center.

Nursing Staff

If you are a nursing professional interested in working for the VA St. Louis Health Care System, please contact, Nurse Recruitment Office at (314) 289-6479.

Nursing Service WOC Student Appointment Program

A Nursing Service Without Compensation (WOC) student appointee is a student who performs student-related activities without any direct monetary compensation from the Department of Veterans Affairs. These appointments include but are not limited to graduate and undergraduate nursing students, student nurse practitioners, student practical nurses and student surgical technicians who are not compensated by the VA. Click here to go to our Nursing Service WOC Student Appointment Information Page

Residencies and Internships

  • Primary Care, Ocular Disease Geriatrics Residency Programs

Employee Benefits

A description of employee benefits is available on the US Office of Personnel Management Employment and Benefits page *. Please note that benefits may differ for professional clinical occupations including physicians and registered nurses.

VA Job Applications and Forms

Application instructions specific to each job posting can be found at the end of the announcement. Some positions require you to apply online, while others require that you submit a paper application directly to each VA facility where you desire employment.

VA has several different application forms based on your occupation type. Look in the table below to find the correct application for your occupation, as well as additional required forms.

Responding to a Job Announcement

Be sure to follow the application instructions given in the job announcement. They are your primary guide for responding to a posted opening. Here are additional reminders for submitting an application:

  1. Please send your signed, completed application and any other required forms to the Organization Contact at the Organization Address, both of which are listed at the end of the job announcement.
  2. Write the Announcement Number, also listed at the end of the job announcement, on your application.
  3. Keep a copy of the entire application package for your records.

The documents below are in PDF format. You will need Adobe Acrobat Reader to view them. Acrobat Reader software can be downloaded for free .

VA Job Applications and Forms


The College of Human Environmental Sciences #human, #environmental, #sciences, #university #of #alabama,


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The College of Human Environmental Sciences is a senior academic unit in the State of Alabama offering professional programs in the field of human environmental sciences. Throughout its history, the college has achieved national reputation for excellence through the quality of its academic programs and faculty, as well as through the success of its graduates.

The College of Human Environmental Sciences is actively engaged in the transmission, generation, and dissemination of knowledge as conveyed in three main objectives: (1) to provide students with the intellectual curiosity and professional competence needed for careers in business, industry, government agencies, health care, and education; (2) to provide for the general education and intellectual growth of students in other divisions; and (3) to contribute to the body of knowledge that is the foundation for continued enrichment of the educational experience.

The College of Human Environmental Sciences is a student-centered research division with a diverse faculty who are involved in teaching, research, and service. Below we would like to feature some of our faculty who are heavily involved in a variety of research.

After a contest that spanned two months, the University of Alabama’s search for an official tartan is over. The university’s College of Human Environmental Sciences held the competition and selected the designs of three finalists. The winner was decided in an online vote. Linnzi Rich, a junior majoring in interior design, was announced the winner Friday during the college’s homecoming convention. Her “We are Crimson” design is made up predominantly of crimson and white with accents of black and gray… “In the early 1900s, tartan designs were primarily used in Scotland, and they were used to easily identify families and clans on the battlefield and in celebrations,” said Milla Boschung, Dean of the College of Human Environmental Sciences. “They were also used for identifying geographical regions.”

At the College of Human Environmental Sciences, our students are first and foremost. We are committed to the success of all of our students.

The College offers ten undergraduate majors that help students reach their professional goals. The CHES Office of Student Services, located in 101 Doster Hall, is committed to helping students have a successful and rewarding college experience. Please let us know how we can help.

Advising is an important part of your progress toward a degree. Please carefully review all of the advising information on your department’s website before making an appointment with your advisor; only then will you be prepared for advising.

For your advising appointment, do NOT miss or be late. Prepare a schedule using Schedule Builder located in myBama. Check sheets for each major are available in 101 Doster Hall or you may download them here .

If you would like to change your major, you may do so via myBama under the Student tab. Registration times are made on the basis of earned hours only. This does not include course work in which you are currently enrolled. Visit registration time assignments for more information.

For more information, please visit the Student Organizations page .


Degrees in Human Services #human #services #bachelors #degree


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About: Advanced Degrees in Human Services

As the human services sector has grown and changed in the US, the workforce has become increasingly well educated. This is due in part to the changes in the economy over the past 10 years. During the downturn many workers returned to school to earn advanced degrees or retool their careers in favor of a new sector. Often entry level positions will require a Bachelor’s degree to even get an interview. Many positions that once required a Bachelor’s degree are now going to candidates with Master’s degrees. In the current job market, employers are able to take over qualified candidates for many positions. Due to these factors, it is more important than ever before to earn an advanced degree to remain competitive.

In addition to broadening your career horizons and helping you to attain employment, an advanced degree also prepares you for the challenges you will face in the work place. By studying your field extensively you will develop a skillset and understanding of your field that will allow you to transition from academia to a professional setting with grace and confidence.

You will want to carefully consider what degree is best suited to meet your needs. In most cases, the higher the degree you attain the greater your options and potential for advancement. However, some people will want to enter the workforce and begin earning money quickly and may find that a Bachelor’s degree suffices for their career goals.

* Request information about the CSWE-accredited Master of Social Work degree from USC Suzanne Dworak-Peck School of Social Work. GRE not required. USC enrollment without relocating Contact USC here to learn more.

Learn More About The Bachelor of Human Services Degree Here

Increasingly employers are requiring Bachelor’s degrees even for entry level positions in human services. In many cases jobs that once were given to high school graduates require a Bachelor’s degree to even obtain an interview. With a Bachelor’s degree you will be able to enter into entry and mid-level positions in human services agencies and from there can earn experience to help with future promotions. Earning a Bachelor’s degree and then entering the workforce is an excellent strategy for those who want to have a short turn-around time between their schooling and beginning to earn money.

One of the best minor focuses for your studies will be to take a foreign language. This can really help your resume standout to a prospective employer. The default language you will want to learn is Spanish due to the large population in the US which speaks Spanish as their first language. However, some regions are looking for other languages due to their local immigrant populations. If you know where you plan on working it is wise to contact some local human services agencies and find out what language is seen as most appealing to prospective employers. Many human services agencies work with populations that have English as a second language or are unable to speak English at all. This is especially true of outreach, front desk positions or any occupation which will have direct contact with the community at large. As an additional incentive, many state jobs and other agencies will offer a premium to workers who are bi-lingual. Having fluency in a second language is also often required in positions earmarked for workers who are bi-lingual.

With a Bachelor’s degree in Human Services you will be eligible to pursue a career in one of the following positions:

  • Eligibility Worker
  • Human Services Screener
  • Human Services Liaison
  • Behavioral Management Aide
  • Case Management Aide
  • Community Outreach Worker
  • Juvenile Court Liaison
  • Probation Officer
  • Rehabilitation Case Worker

Learn More About The Masters of Human Services Degree Here

Increasingly, many jobs that technically only require a Bachelor’s degree are going to candidates with Master’s degrees. This is due to the extremely tight job market. As the workforce has become better educated employers are now able to take candidates who are overqualified for the position. This has led to the saying “The Master’s degree is the new Bachelors”. By earning your Master’s degree you are ensuring that not only will you have a broad diversity of potential careers, you also will be extremely competitive to take a lower tier position and then rapidly promote from within the organization by virtue of your educational background.

With a Master’s degree you will open a variety of career options within human services. With a Master’s of Human Services you are eligible for a number of positions such as a Licensed Professional Counselor. Joining a management team is also possible with a Master in Human Services Leadership. Many positions in institutions of higher learning also become available from student affairs administration to higher education counseling positions. You also have the ability to train a whole new generation of human services workers by teaching at a local community college. A Master’s degree gives one tremendous opportunity in the field of human services. You also can look forward to a significantly higher income with a Master’s degree when compared to a Bachelor’s.

Here are some of the human services job titles you can hold with a Master’s degree:

  • Marriage and Family Therapist
  • Human Services Educator
  • Higher Education Counselor
  • Student Affairs Administrator
  • College Instructor in Human Services
  • Drug and Alcohol Counselor
  • Director of Human Services Agency
  • Geriatric Social Worker
  • School Social Worker
  • Social and Community Service Manager

Learn More About the Doctorate of Human Services Degree Here

The Doctorate Degree in Human Services is the highest degree one can earn in the discipline and with it comes the highest salaries, the most prestigious positions and the greatest selection of career choices. With a Doctorate you will be able to hold any of the previously mentioned positions. In addition, you will be able to teach graduate students at universities and train the next generation of professionals in human services. You also will be seen as an ideal candidate for a managerial or directorship within a human services agency. You will have tremendous opportunities and will be looked on as an expert in your field by earning your Ph.D. You will have access to the highest paid positions and will have your choice of agencies and careers to work in. You will be assured to be able to promote to the highest levels within any organization and have unparalleled job security. With a Ph.D. you will be able to find the career of your dreams in human services and rest easy knowing your future is secure and your options virtually unlimited.

Human Services Resources


Human and nature dynamics (HANDY): Modeling inequality and use of resources in


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Human and nature dynamics (HANDY): Modeling inequality and use of resources in the collapse or sustainability of societies

HANDY is a 4-variable thoughtexperiment model for interaction of humans and nature.

The focus is on predicting long-term behavior rather than short-term forecasting.

Carrying Capacity is developed as a practical measure for forecasting collapses.

A sustainable steady state is shown to be possible in different types of societies.

But over-exploitation of either Labor or Nature results in a societal collapse.

Abstract

There are widespread concerns that current trends in resource-use are unsustainable, but possibilities of overshoot/collapse remain controversial. Collapses have occurred frequently in history, often followed by centuries of economic, intellectual, and population decline. Many different natural and social phenomena have been invoked to explain specific collapses, but a general explanation remains elusive.

In this paper, we build a human population dynamics model by adding accumulated wealth and economic inequality to a predator prey model of humans and nature. The model structure, and simulated scenarios that offer significant implications, are explained. Four equations describe the evolution of Elites, Commoners, Nature, and Wealth. The model shows Economic Stratification or Ecological Strain can independently lead to collapse, in agreement with the historical record.

The measure Carrying Capacity is developed and its estimation is shown to be a practical means for early detection of a collapse. Mechanisms leading to two types of collapses are discussed. The new dynamics of this model can also reproduce the irreversible collapses found in history. Collapse can be avoided, and population can reach a steady state at maximum carrying capacity if the rate of depletion of nature is reduced to a sustainable level and if resources are distributed equitably.

Graphical abstract

Keywords

  • Human nature dynamics ;
  • Societal collapse ;
  • Carrying capacity ;
  • Overshoot vs. sustainability ;
  • Economic inequality ;
  • Ecological strain

1. Introduction

There are widespread concerns that current trends in population and resource-use are unsustainable, but the possibilities of an overshoot and collapse remain unclear and controversial. How real is the possibility of a societal collapse? Can complex, advanced civilizations really collapse? It is common to portray human history as a relentless and inevitable trend toward greater levels of social complexity, political organization, and economic specialization, with the development of more complex and capable technologies supporting ever-growing population, all sustained by the mobilization of ever-increasing quantities of material, energy, and information. Yet this is not inevitable. In fact, cases where this seemingly near-universal, long-term trend has been severely disrupted by a precipitous collapse often lasting centuries have been quite common. A brief review of some examples of collapses suggests that the process of rise-and-collapse is actually a recurrent cycle found throughout history, making it important to establish a general explanation of this process (Chase-Dunn and Hall, 1997 ; Goldstein, 1988 ; Meadows et al. 1972 ; Modelski, 1987 ; Tainter, 1988 ; Turchin and Nefedov, 2009 ; Yoffee and Cowgill, 1988 ).

The Roman Empire’s dramatic collapse (followed by many centuries of population decline, economic deterioration, intellectual regression, and the disappearance of literacy) is well known, but it was not the first rise-and-collapse cycle in Europe. Prior to the rise of Classical Greco-Roman civilization, both the Minoan and Mycenaean Civilizations had each risen, reached very advanced levels of civilization, and then collapsed virtually completely (Morris, 2006 ; Redman, 1999 ). The history of Mesopotamia the very cradle of civilization, agriculture, complex society, and urban life presents a series of rise-and-declines including the Sumerians, the Akkadian, Assyrian, Babylonian, Achaemenid, Seleucid, Parthian, Sassanid, Umayyad, and Abbasid Empires (Redman et al. 2004 ; Yoffee, 1979 ). In neighboring Egypt, this cycle also appeared repeatedly. In both Anatolia and in the Indus Valley, the very large and long-lasting Hittite and Harrapan civilizations both collapsed so completely that their very existence was unknown until modern archeology rediscovered them. Similar cycles of rise and collapse occurred repeatedly in India, most notably with the Mauryan and the Gupta Empires (Edwards et al. 1971 ; Edwards et al. 1973 ; Jansen et al. 1991 ; Kenoyer, 1998 ; Thapar, 2004 ). Southeast Asia similarly experienced multiple and overlapping histories of collapse and regeneration over 15 centuries, culminating in the Khmer Empire based in Angkor, which itself was depopulated and swallowed by the forest during the 15th Century ( Stark, 2006 ). Chinese history is, very much like Egypt’s, full of repeated cycles of rises and collapses, with each of the Zhou, Han, Tang, and Song Empires followed by a very serious collapse of political authority and socioeconomic progress (Chu and Lee, 1994 ; Lee, 1931 ; Needham and Wang, 1956 ).

Collapses are not restricted to the Old World . The collapse of Maya Civilization is well known and evokes widespread fascination, both because of the advanced nature of Mayan society and because of the depth of the collapse (Demerest et al. 2004 ; Webster, 2002 ). As Diamond (2005) puts it, it is difficult to ignore the disappearance of between 90 and 99% of the Maya population after A.D. 800 and the disappearance of kings, Long Count calendars, and other complex political and cultural institutions. In the nearby central highlands of Mexico, a number of powerful states also rose to high levels of power and prosperity and then rapidly collapsed, Teotihuacan (the sixth largest city in the world in the 7th C) and Monte Alban being just the largest of these to experience dramatic collapse, with their populations declining to about 20 25% of their peak within just a few generations ( Tainter, 1988 ).

We know of many other collapses including Mississippian Cultures such as Cahokia, South West US cultures such as the Pueblo and Hohokam, Andean civilizations such as Tiwanaku, Sub-Saharan civilizations such as Great Zimbabwe, and many collapses across the Pacific Islands, such as Easter Island. It is also likely other collapses have also occurred in societies that were not at a sufficient level of complexity to produce written records or archeological evidence. Indeed, a recent study ( Shennan et al. 2013 ) of the Neolithic period in Europe has shown that in contrast to the steady population growth usually assumed, the introduction of agriculture into Europe was followed by a boom-and-bust pattern in the density of regional populations . Furthermore most regions show more than one boom bust pattern , and in most regions, population declines of the order of the 30 60% can be found. The authors also argue that, rather than climate change or diseases, the timing and evidence point to endogenous causes for these collapses in 19 out of 23 cases studied, suggesting the possibility of rapid population growth driven by farming to unsustainable levels . Moreover, through wavelet analysis of the archeological data, S. Downey [personal communication] has shown that the average length of such boom-and-bust cycles is about 300 500 years.


Accredited online college algebra courses #accredited,medical,health,college, #education,high #school,continuing #education,distance #learning,online #courses,vocational #job


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About CALCampus

Who We Are

Regionally accredited. CALCampus is a private, international, online distance learning institution, located in New Hampshire, which offers both college and high school courses solely through the medium of the Internet. Recognized and licensed by the Higher Education Commission – Career School Division of the New Hampshire Department of Education and accredited by the North Central Association Commission on Accreditation and School Improvement (NCA CASI), CALCampus has been recognized and accepted by the international community for decades as an exclusive online distance learning institution. Enrollment is open to individual learners anywhere in the world who have access to the Internet.

CALCampus was founded in 1982 as the Computer Assisted Learning Center (CALC) and has been teaching exclusively online since early 1986 when it opened its first online tutoring center for high school and continuing education learners on the QuantumLink network. It was known for years as the CALC Online Campus and adopted the name of CALCampus. CALCampus was the first to develop and implement the concept of a totally online-based school through which administration, real-time classroom instruction, and materials were provided online.

CALCampus provides individual courses for job skills enhancement, career change, continuing education, adult basic education, personal and professional development, undergraduate college credit, and high school prerequisites for adult learners. Courses are offered in the academic areas of mathematics, science, social science, humanities, business, law, and English. English (ESL) courses are offered for non-native speakers.

CALCampus issues a hardcopy official transcript of course completion with grade earned for each individual course successfully completed. For programs, we issue a certificate of program completion with transcript of courses completed for the program. Refer to the Academics page for information about courses and for prices of currently available courses. To register, see Admissions.

Online Campus

CALCampus services (libraries, administrative communications, conference rooms, Web site, Web applications, etc.) are provided through our dedicated Course Management System, which is accessible to registered students via the Internet at http://cms.calcampus.edu/

Through our Online Campus, students and teachers utilize our online classrooms and libraries. Teachers are available through the Course Management System and e-mail, and they hold weekly office hours online for realtime chat. We provide an online Bookstore for course textbooks.

Accreditation & State Approval

We have two divisions: Postsecondary (non-degree) and High School. CALCampus serves adult learners with courses that are primarily postsecondary for college credit. We also offer high school credit courses for adult learners.

  • Postsecondary Division: Licensed and approved by the State of New Hampshire Higher Education Commission, Career School Licensing RSA 188-G:1-10, as a private non-degree granting distance learning postsecondary career school. The Commission’s mission is to provide access to higher education and to ensure educational quality.
  • Postsecondary Division: Regionally accredited by the North Central Association Commission on Accreditation and School Improvement (NCA CASI), which is a division of AdvancED. Click here to see a copy of our NCA CASI Accreditation Certificate. CALCampus school number: 105354.

    Click here for our listing in the AdvancED database of accredited institutions.

    By our choice, we do not offer financial aid nor participate in federal student loan programs and do not offer degrees. This means, of course, that we will not be on lists of degree-granting colleges nor on lists of colleges that participate in federal loan programs.

  • The High School Division is also accredited the National Association of Private Schools (NAPS). NAPS accredits our High School Division. NAPS is a consortium of Christian Educators and Private School Administrators from across the United States and Canada. The Association is dedicated to recognizing and improving the Spiritual and Educational quality of Private and Christian Schools.
  • Mission, Purpose, and Philosophy

    History and Vision

    CALCampus began as the Computer Assisted Learning Center (CALC), which was founded in 1982 in Rindge, New Hampshire, as a small, offline computer-based, adult learning center. The center was based on the vision of providing affordable, quality instruction to individual learners through the use of computers. In those early years, CALC also compiled and distributed public domain educational software and published articles dealing with the use of computers in education.

    CALC’s vision broadened over the years as the online world opened and we were able to serve students from diverse geographic locations through the use of computers and the Internet. In early 1986, CALC became a totally online school through its Tutoring Center on the QuatumLink network, and followed with structured courses in 1986. From 1986 through 1995, CALC Online Campus, as it was known, opened its online school on several major telecommunications networks, including PC-Link, AppleLink, AOL, Delphi, GEnie, and CompuServe. In early 1995, CALC Online Campus made its online school available through the Internet as CALCampus.com and after receiving regional accreditation, the domain changed to calcampus.edu. Since 1986, CALCampus has been in continual operation as an online school and we have been pleased to see the increasing adoption of online education by the mainstream educational community over the decades.

    Our Faculty and Administration

    The CALCampus Faculty are veterans in online distance teaching and are practicing educators and professionals in their fields. Some have been teaching with us online since the 1980s. Most instructors have a Master’s degree in their subject areas; some have Doctorates. Teachers in our high school diploma program core curriculum are certified. CALCampus is administered by a Director who has extensive experience and academic credentials in the field of online distance learning and educational administration. The Director and Faculty regularly consult on curriculum matters, make improvements to existing courses and programs, and develop new courses and programs to fulfill the needs of our students. CALCampus has a School Committee, comprised of the Director, a senior Faculty member, and a school Attorney, which communicates on matters of importance to the school’s curriculum, operation, financial matters, and student body needs. We all have one shared goal: to provide quality instruction to our students.

    To learn more about the faculty, please see our faculty page:

    • CALCampus Faculty

    Admissions

    Policy of Nondiscrimination

    CALCampus does not discriminate on the basis of race, color, religious belief, nationality, ethnic origin, or region of residence. Its educational and admissions policies are based on this policy of nondiscrimination.

    Student Advisement and Career Planning

    The CALCampus Director and Faculty welcome questions from current and prospective students via e-mail or telephone. For transfer credit, we tell all students to check with their own school advisor. CALCampus also provides career planning information online.


    Sampoorna Computer People – Indian Recruitment Agency for IT Jobs, ITES Jobs,


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    Sampoorna Computer People is a Recruitment Agency established in 1990, providing consultancy exclusively in recruitment of IT, ITES (BPO) Telecom Professionals. Our Head Office is in Mumbai (Bombay) and we have offices at Bangalore, Chennai (Madras), Delhi, Hyderabad and Pune.

    Our HO has created a recruitment system which has been certified for ISO 9001:2015 by Bureau Veritas India. We are the First IT Telecom specialist recruitment company in India to get this certification. Sampoorna is a founder member of ERA (Executive Recruiters Association) which is India’s Recruitment Agency’s Industry Organisation We probably have the largest Data Bank of IT Telecom Professionals for a recruitment consultant on an all-India basis. The database is extensively automated to enable advanced skill matching.

    Sampoorna Computer People has been assisting a large number of organisations in recruiting IT (software hardware) Telecom professionals, at all levels, in India and abroad. We are a multi-person; multi-location organisation and can handle multiple positions of varying levels and volumes.

    Sampoorna has handled openings in areas of IT, Telecom, BPO, ITES, software, hardware, marketing, telecom, data communications, operations, training, human resources and general management. Openings handled have been at all levels including Chief Executives. Sampoorna Top Search handles recruitment at the senior management level.

    We have placed candidates with multinationals and industry leaders, as well as small organisations. We have been the largest recruitment partners for multinationals as well as Indian Industry leaders. A partial list of clients is provided on the website. We have also helped many end-user organisations in recruiting computer professionals. We have assisted multinationals in their start up recruitment for setting up Software Development Centers in India. Our assignment with them can be on continuous or on project basis. We also handle contract staffing positions through our division – Sampoorna ICT Staffing (SIS).


    When the H #best #human #resources #software


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    The New York Times

    More Companies Are Outsourcing Their Human-Resources Work

    By PHYLLIS KORKKI

    WHAT ever happened to the human resources department?

    It used to be that H.R. was a single, physical place that workers could visit — to pick up a form, ask a question, seek advice, lodge a complaint. Now if a company still has a stand-alone H.R. office, it’s probably much smaller than it used to be. If workers need help, they may have to call an “800” number, consult a Web portal or use a software program.

    The outsourcing of H.R. has accelerated over the last decade and will continue to do so, said Lisa Rowan. a research vice president at IDC, the market research firm. While some companies may entrust their H.R. needs to a single outside firm, it’s more common to parcel out functions to a range of outside providers, she said.

    Outsourcing allows companies to offload work that isn’t part of their core business. It also saves money. But some H.R. experts are concerned that the trend has gone too far, to the point that employees are suffering in areas like training and career development, and that employers are losing crucial business opportunities.

    If you look at the wide-ranging traditional duties of human resources, it’s no wonder that companies are seeking outside help. “H.R. is supposed to be responsible for finding, developing, retaining and training the best people,” Suzanne Lucas, author of a blog called the Evil HR Lady. said in an e-mail. It can also be responsible for benefits, compensation, employee and labor relations, business partners, data collection and legal issues.

    Outsourcing firms can take up various tasks, from payroll to benefits to recruiting, to free up a client to focus on its strengths, said Don Weinstein, senior vice president for product management at ADP. a large H.R. outsourcing firm. The new health care reform legislation, for example, will have a big impact on employers, some of whom may be overwhelmed by its complexities. Firms like ADP have expertise in areas like this, and thus relieve a big burden, Mr. Weinstein said.

    In the last 10 years, the focus of human resources has shifted toward legal compliance and data collection, said Ms. Lucas, who now lives in Switzerland but has 10 years of H.R. experience in the United States. At a company that doesn’t have the means to hire specialists, she said, outsourcing can allow it to “gain vast resources for a relatively small amount of money.”

    Problems arise if outside vendors are concerned mainly with maximizing their income and lowering their costs, resulting in “low flexibility and poor service,” Ms. Lucas said. It’s in the best interest of employees at this kind of vendor “to provide as little service as possible,” she said. And at such a vendor’s call center, she said, “I don’t even have to care about morale at your site, because it doesn’t affect my day.”

    (Mr. Weinstein asserted that ADP is able to maintain high-quality, individualized service through its call centers.)

    MS. LUCAS said that if human-resources professionals work for the same company as the employees they serve, their interests are more closely aligned. If your performance is good, “the company will make more money,” she explained. “A better-performing company means a better bonus for me, a happier workplace, and fewer problems all around.”

    But many internal H.R. functions have been “cut to the bone,” said Peter Cappelli. a management professor and director of the Center for Human Resources at the Wharton School of the University of Pennsylvania.

    Therefore, the idea that companies will be more strategic about human resources after they outsource “requires some heroic assumptions,” said Professor Cappelli, author of “Why Good People Can’t Get Jobs.” Supervisors may be able to take over some important roles, but many of the people who were experts at recruiting, training and career development have been laid off, he said. So is it any surprise, he added, that companies complain that they can’t find good people?

    “The world has moved toward self-service,” he said, and that puts the emphasis on technology, and on information over advice. Sometimes, he said, “there’s literally no one to talk to.”

    Other times, there’s the call center. There, Ms. Lucas said, you may find someone who is reading from a script — and often that’s enough. But when your problem is complex, it can be hard or downright impossible to have it solved, she said.

    “The best outsourcing leaves some competent H.R. staff as employees,” she said. “When the call center can’t answer a question, they can refer you to the in-house person. It saves money and still provides individualized expertise for employees.”

    We’re interested in your feedback on this page. Tell us what you think.


    Human Resources (HR) Manager Salary #short #term #business #loans

    #business management salary

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    Human Resources (HR) Manager Salary

    Job Description for Human Resources (HR) Manager

    A human resources (HR) manager oversees policies, procedures and compliance relating to employees for their organization. They ensure all human resources activities are in compliance with local, state and federal laws, as well as implement and oversee programs related to employee benefits and initiatives. Insurance programs, flexible work arrangement programs, maternity leave, open enrollment programs, and vacation and sick leave benefits are overseen by the human resources manager as well. These managers make recommendations on potential policy changes to ensure their company offers a competitive package of salary and benefits to employees; they also help implement any approved changes. They also ensure that their workplace is accommodating and free of harassment, handling any complaints in accordance with company policy and any relevant laws. Additionally, human resources managers oversee the work of a team of human resources personnel, offering guidance, training and discipline as needed.

    The minimum educational requirement for this position generally includes a bachelor’s degree in a relevant field. Previous experience in human resources is typically needed as well. Human resources managers should also have excellent leadership, multitasking and problem-solving skills. These professionals usually

    work in an office environment during regular business hours, although some travel to field sites and other company locations may be required.

    Human Resources (HR) Manager Tasks

    • Advise and coach managers on HR policies and programs including employee relations issues.
    • Manage daily departmental operations, business planning and budget development of HR programs.
    • Ensure policies, procedures and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory requirements and laws.
    • Plan, manage and coordinate all human resources initiatives; recruitment, compensation, benefits, training and employee relations of an organization.

    Common Career Paths for Human Resources (HR) Manager





    Doctoral Programs #peabody, #vanderbilt, #nashville, #tennessee, #education, #human #development


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    Doctoral Program (Ph.D.)

    The Ph.D. program in Learning, Teaching, and Diversity is offered by the Vanderbilt Graduate School. Students admitted to the program typically receive full tuition support, health insurance, and graduate assistantships that cover living expenses. A significant proportion of students also receive scholarships that increase their level of financial support. Several generous travel grant programs enable students to participate in national conferences even during their first year in the program.

    Four areas of specialization within the program are organized around faculty interests and areas of expertise:

    The doctoral program has recently been redesigned to maximize synergy between faculty and students. The program focuses on current issues of research and practice, and offers students considerable flexibility to pursue their developing goals and interests. Each of the four areas provides a graduated apprenticeship in becoming a creative scholar and a university teacher.

    The factors that distinguish the program are:

    • The number of required courses is relatively small so that individual programs of study can be tailored to students’ goals and interests.
    • The program is designed to maximize interaction between faculty and students.
    • Students are actively involved in conducting research studies during their first year in the program.
    • As students progress through the program, they are mentored to conduct increasingly ambitious investigations and to develop papers for publication and presentation and conferences.
    • Students participate with faculty members in research groups of a year or more in duration that are organized around issues of mutual interest.
    • Additional learning experiences beyond course work include participating as a graduate research assistant in federally funded research projects and collaborating with faculty members in teaching prospective elementary or secondary teachers.

    The program prepares students to address the interdisciplinary nature of problems related to learning environments, culture, and diversity. Faculty members create opportunities for students to work across the traditional boundaries that separate different subject matter domains, scholarship and practice, and world of schooling from the family, community, and workplace.

    Our objective is for our doctoral students to have a research apprenticeship experience that prepares graduates for a variety of research and leadership roles.

    Length of Study
    Doctoral study in all three areas of specialization typically requires approximately four years of full-time study.

    How to Apply
    Applications for fall admission are due by December 1.

    Financial Support
    Doctoral students in the Learning, Teaching, and Diversity program typically receive full tuition support, health insurance, and graduate assistantships that cover living expenses. A significant proportion of students also receive scholarships that increase their level of financial support. Several generous travel grant programs enable students to participate in national conferences even during their first year in the program.

    Related Links

    Ph.D. Applications
    Graduate School Admissions
    Vanderbilt University
    411 Kirkland Hall
    Nashville, TN 37240
    (615) 343-2727


    Human Resource Management Degree Specialization Online – Classroom #human #resource #management #degrees


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    Human Resource Management Degree Specialization

    Virtually every industry employs human resource, training, and labor relations professionals. A DeVry University business degree with a Human Resource Management specialization is designed to help you to take advantage of this demand. You’ll have the opportunity to develop the specific business and management skills often needed to build a human resource management career in a number of dynamic roles.

    Learn more about the advantages of studying Human Resource Management at DeVry University. Request more information .

    All students enrolled in site-based programs will be required to take some coursework online and, for some programs and locations, a substantial portion of the program may be required to be completed online.

    Take the Tech Path

    Want to learn how to navigate today’s tech-infused, dynamic and interconnected workplaces? Take the Tech Path. Specially designed to help you gain the kinds of applied tech skills that are crucial in more and more companies today 1. each Tech Path class is powered by a learning rubric developed at DeVry called People-Process-Data-Devices, or P2D2. And because we believe Tech Path is so important for our students and for helping to close the applied tech skills gap in this country, we’re offering our Tech Path associates and bachelor’s degree programs to new students at a 20% savings 2 .

    1 Exploring America’s Tech Skills Gap and the Parallel Deficits of Applied Tech Skills and Hard Tech Skills, by The Career Advisory Board: http://careeradvisoryboard.org/research/technology-skills-gap-survey

    2 Tech Path Associate and Bachelor’s degree programs are offered to new students at the cost of $487 per credit hour, which is 20% lower than our Non Tech Path rate at $609. 20% savings is applicable to those who apply after 4/21/2017. New Tech Path pricing savings do not apply to certificate programs.


    Human resource management #hr #management #software, #hr #management #system, #hr #management #software


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    About Smart HRM. delivering value

    Features.

    benefits. earn more save more

    related products. we specialize in

    about us

    Employees are the most valuable asset in any organization. To ensure the best candidates are hired and managed to the best of their ability, companies spend a great deal of time and resources recruiting, interviewing, and processing HR reports and requests. With the implementation of SmartHRM, companies can drive out time-consuming processes and inefficiencies through automation so they can leverage their most important asset: their people.

    Through a combination of expertise, extensive global experience, service and technology,

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    Online Human Services Degree #online #degree #human #services


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    Bachelor of Arts in Health and Human Services

    Work in the helping professions to serve and assist people when you earn your Bachelor of Arts in Health and Human Services degree online from Ashford University. This degree prepares you to provide health and human services to diverse populations of all ages.

    • Total number of credits required: 120 credits
    • Introductory Course Requirement: 3 credits
    • General Education Requirements: 52 credits*
    • Major Course Requirements: 36 credits*
    • Electives: 38 credits

    * In this program, 9 credits from the major may also satisfy General Education requirements.

    To earn your Bachelor of Arts in Health and Human Services at Ashford, you must complete 120 credits. You will need to complete 30upper-division credits, of which 18 credits must be from the major program. A total of 30 credits must be completed at Ashford University to meet the residency requirement. You may be able to transfer up to 90 approved credits from community colleges, other previous college coursework, or other life experiences such as military service or job training toward your degree.

    Successful completion of the Bachelor of Arts in Health and Human Services degree by itself does not lead to licensure or certification in any state, regardless of concentration or specialization. Further, Ashford University does not guarantee that any professional organization will accept a graduate’s application to sit for any exam for the purpose of professional certification. Students seeking licensure or certification in a particular profession are strongly encouraged to carefully research the requirements prior to enrollment. Requirements may vary by state. Further, a criminal record may prevent an applicant from obtaining licensure, certification, or employment in this field of study.

    What you will learn

    Your Bachelor of Arts in Health and Human Services degree is an interdisciplinary degree program that prepares you for diverse entry-level positions in health and human services. This degree focuses on delivery of health and human services to diverse populations, in the context of the political, socioeconomic, psychosocial, and regulatory environment. You will develop strong communication skills and learn the role of technology in health and human services. Upon completion of your Bachelor of Arts in Health and Human Services degree program, you will be able to:

    • Analyze health and human services delivery from political, socioeconomic, and psychosocial perspectives
    • Evaluate social and human delivery systems at the individual, family, group, organization, and community levels
    • Analyze social problems within the context of health care environments
    • Evaluate ethical issues and challenges inherent in the provision of health and human services, and service provision
    • Analyze human behaviors within the health and human services context
    • Evaluate health and human services issues, challenges, and interventions
    • Discuss the provision of health and human services from multi-cultural perspectives
    • Identify effective communication components and strategies with diverse health and human services constituents

    Take the Next Step

    Learn more about how to get started in your degree program.

    BA in Health and Human Services

    Discover the Bachelor of Arts in Health and Human Services. In this video, Dr. Micheal Weuste explains what you can expect to learn during the degree program and how it will prepare you for a rewarding career in health and human services.

    Your Courses in Health and Human Services

    Revitalize your career! In this curriculum, you will learn about the US health care system, as well as medical ethics and law. Your courses cover subjects from community health to special populations. You can also add a specialization to your degree to provide further focus to your studies.

    Introductory Courses
    To help students acclimate to the online classroom, you may be required to complete Introductory Course requirements. Learn more about Introductory Courses .

    Major Course Requirements (36 credits, all courses are 3 credits.)

    Health Care Administration

    Information For

    About Ashford

    Nondiscrimination

    Ashford University does not discriminate in its education programs and activities on the basis of race, color, creed, national or ethnic origin, religion, sex, pregnancy, childbirth and related medical conditions, marital status, medical condition, genetic information, service in the uniformed services, political activities and affiliations, age, disability, sexual orientation, gender identity, veteran status, or any other consideration made unlawful by federal, state, or local laws. Specifically, Title IX/SaVE requires the University not to discriminate on the basis of gender/sex in its education programs and activities. Gender/sex harassment, including gender/sex violence, is a form of prohibited gender/sex discrimination. Examples of covered acts are found in the University’s policies on Sexual Misconduct. Questions regarding Title IX may be referred to the Ashford University Title IX Coordinator, Poppy Fitch, at [email protected]. or 8620 Spectrum Center Blvd. San Diego. CA 92123, 866.974.5700 Ext. 20702 or to the Office for Civil Rights at Office for Civil Rights (OCR), United States Department of Education, Washington DC 20201, and/or a criminal complaint with local law enforcement.

    Disclaimer menu

    © 2016 Ashford University. Forbes School of Business Technology TM is used under license.


    Human Resource Management Short Course #human #resource #management #course


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    Human Resource Management Short Courses

    The Human Resource Management short course is an entry-level introduction to HR for those interested in a career in Human Resource Management and those whose work brings them into contact with HR matters.

    The hands-on, practical approach in the course provides you with the key tools and skills to make the most of the opportunities and gain a good understanding of HR procedures. Topics include:

    • The role of human resources in organisations
    • Recruitment and interviewing techniques
    • Human industrial relations
    • Training and development
    • Remuneration and administration

    Our Human Resource Management evening course is delivered over 10 weeks in the heart of London. The HR course has multiple start dates providing you with the maximum flexibility and ensuring that you can study without impacting your current work.

    From practical topics covering recruitment, remuneration and administration, to more theoretical components such as fostering good employee relations; this Human Resource course is a fantastic way for you to develop your HR knowledge and expertise.

    Why Choose a City Short Course?

    Delivered over 10 weekly evenings, our Human Resource short course provides students with a solid foundation for understanding the role of HR in organisations.

    Course Information

    Dates and Fees to be confirmed

    Tutor Info

    Saud Ahmad is a marketing consultant provides services to business clients. Saud holds a Master Degree in International Business from London Metropolitan University.

    He regularly consults with the executives from variety of fields to help create marketing solutions in today’s business environment. Currently he is teaching marketing at different educational institutions in UK and Europe.

    His work focuses on how leaders, brands and organizations learn to communicate by telling their stories of identity.

    English Requirements

    Applicants must be proficient in written and spoken English.

    What will I learn?

    At the end of the HR course, you will be able to:

    • Understand the importance of human resources and their management within organisations;
    • Become aware of alternative approaches to the management of people with an organisation;
    • Appreciate the technical competencies (knowledge and techniques) in the control and management of human resources with due cognisance of legal requirements;
    • Recognise the importance of good employee relations;
    • Understand the job brief design: analysis/specification/description/recruitment and selection methods.

    Teaching and Assessment

    Informal assessment will take place through group discussion and class room activities as guided by your tutor.

    Recommended Reading

    Armstrong, M (2009) Armstrong’s Handbook of Human Resource Management Practice. Kogan Page


    JG-L NEWS ARCHIVES PAGE #adult #jolly #jumper, #ankle #cuffs, #article, #articles, #ballet


    – NEWS ADVENTURES –

    ARCHIVE ACCESS PAGE

    I will generally do one update per month, and these will, for the most part, come with new pages from different sections of the site. These updates will normally be loaded between the 15th and 20th of the month. Occasionally, small addendums will be tacked onto the main update. You’ll find that I normally remember to hot-link to the appropriate new page(s).

    Updates will continue to be in an A. B C. sequence, so that there will be four per year from each section .

    BELOW, YOU WILL FIND A FULL, HOT-LINKED LIST OF ALL THE NEWS PAGES CREATED SINCE THIS SITE WENT ON LINE IN APRIL OF 2005 AND SO BY CLICKING ON THE MONTH, YOU WILL BE TAKEN TO THE LAST (OR ONLY) UP-DATE FOR THAT MONTH.

    MONTHS IN RED INDICATE THAT THERE WERE NO UPLOADS FOR THAT MONTH

    2013. January. February. March. April. May. June. July. August. September. October. November. December

    2014. January. February. March. April. May. June. July. August. September. October. November. December

    2017. January. February. March. April. May. June. July. August. September. October. November. December


    Department of Human Resources #degrees #in #human #resources


    #

    Mission Statement
    The University of Arkansas at Little Rock Human Resources team department’s mission is to provide strategic and high quality services to students, staff and faculty in support of the university’s mission to improve the human condition and be a transformative force in the world. This includes leadership in labor and Employee Relations, personnel management services, staffing, compensation, benefits administration and consultation on all workforce issues.

    Utilizing our knowledge base and working as a team, we will provide excellent service to our entire customer base in a timely, efficient, and confidential manner, consistent with the goals of the institution.

    Vision Statement
    The University of Arkansas at Little Rock Human Resources team will become a highly sought after strategic partner of the university, creating/sustaining a university culture of high productivity, student centeredness, and balanced quality of work and life.

    Recent Posts

    Just in time for the summer break, HR is offering professional development opportunities for supervisors, managers, faculty and staff. Each workshop is only 60-minutes!

    Update: Effective May 1, 2017, employees must have been employed by the UA Little Rock for one complete fall or spring semester to be

    Affirmative Action Statement

    The University of Arkansas at Little Rock is an equal opportunity, affirmative action employer and actively seeks the candidacy of minorities, women, veterans, and persons with disabilities. The university’s Affirmative Action Plan sets forth specific result-oriented procedures to which the university commits itself in order to overcome such institutional barriers to equal employment opportunity. It also establishes an organizational structure for developing future goals and procedures and for assuring that all efforts are made to meet these goals on an on-going basis (http://ualr.edu/policy/home/facstaff/affirmative-action/ ).

    Under Arkansas law, all applications are subject to disclosure. Persons hired must have proof of legal authority to work in the United States.

    Need a Form?


    Human Resource Management MSc #human #resource #management #degrees


    #

    Human Resource Management MSc

    Kemmy Business School: Human Resource Management MSc

    Entry Requirements

    Applicants will possess a minimum 2:2 honours primary degree (National Qualifications Authority of Ireland ) in a relevant discipline (for example human resource management; work and organisational psychology; business management). However, applicants with cognate backgrounds (where they have studied at least some of the following subjects in their undergraduate degrees – management, organisational behaviour, employment relations, industrial relations, employment law, individual psychology, social psychology, learning, conflict management, strategy) will also be considered. An interview (face-to-face, or via telephone/skype) will normally form part of the application process. Applicants who do not meet the minimum primary degree requirement may be considered on the basis of relevant professional experience in the field of human resource management, industrial relations, training and development, employment policy, or related field.

    What to Include with your Application

    • Qualification transcripts and certificates
    • English language qualification if English is not your first language
    • Certified English translations of your transcripts/certificates where the originals are in a language other than English.
    • A copy of your birth certificate (long document)

    Guidelines on Completing your Application

    • To ensure a speedy assessment of your application, please upload the above documents with your application form.
    • Please title appropriately any documents you are uploading with the application form, for example “Supporting Statement”, “Undergraduate Transcript”, “Postgraduate Transcript”, “English Language Certificate” etc.

    English Language Requirements

    Where candidates are non-native English language speakers, the candidate should meet the University’s English Language Requirements

    Acceptable English Language qualifications include the following:

    • Matriculation examinations from European countries where English is presented as a subject and an acceptable level is achieved
    • Irish Leaving Certificate English –Ordinary Level Grade D or above
    • TOEFL – 580 (paper based) or 90 (internet based)
    • IELTS – Minimum score of 6.5 with no less than 6 in any one component.
    • English Test for English and Academic Purposes (ETAPP) – Grade C1
    • GCE ‘O’ level English Language/GCSE English Language – Grade C or above
    • University of Cambridge ESOL –Certificate of Proficiency in English – Grade C / Certificate in Advanced English Grade A
    • GCE Examination Boards – Oxford Delegacy of Local Examinations – Grade C / Cambridge Local Examinations Syndicate – School Certificate Pass 1-6 / University of London Entrance and School Examinations Council – School Certificate Pass 1-6

    Results in examinations other than those listed above may also be accepted as meeting our English language requirements. Contact the International Education Division for advice.

    International Students
    In the case of international students, applicants must hold a qualification that is equivalent to an Irish or UK honours bachelor’s degree (NQAI level 8). The degree must be in a discipline relevant to the postgraduate degree sought. To find out if you have the correct qualifications to apply for a programme at UL check the specific requirements for your home country.


    Human Resources (HR) Manager Salary #business #ideas #for #kids

    #business management salary

    #

    Human Resources (HR) Manager Salary

    Job Description for Human Resources (HR) Manager

    A human resources (HR) manager oversees policies, procedures and compliance relating to employees for their organization. They ensure all human resources activities are in compliance with local, state and federal laws, as well as implement and oversee programs related to employee benefits and initiatives. Insurance programs, flexible work arrangement programs, maternity leave, open enrollment programs, and vacation and sick leave benefits are overseen by the human resources manager as well. These managers make recommendations on potential policy changes to ensure their company offers a competitive package of salary and benefits to employees; they also help implement any approved changes. They also ensure that their workplace is accommodating and free of harassment, handling any complaints in accordance with company policy and any relevant laws. Additionally, human resources managers oversee the work of a team of human resources personnel, offering guidance, training and discipline as needed.

    The minimum educational requirement for this position generally includes a bachelor’s degree in a relevant field. Previous experience in human resources is typically needed as well. Human resources managers should also have excellent leadership, multitasking and problem-solving skills. These professionals usually

    work in an office environment during regular business hours, although some travel to field sites and other company locations may be required.

    Human Resources (HR) Manager Tasks

    • Advise and coach managers on HR policies and programs including employee relations issues.
    • Manage daily departmental operations, business planning and budget development of HR programs.
    • Ensure policies, procedures and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory requirements and laws.
    • Plan, manage and coordinate all human resources initiatives; recruitment, compensation, benefits, training and employee relations of an organization.

    Common Career Paths for Human Resources (HR) Manager





    Diploma in Human Resources – Free Online Course #assess #employees, #change #management,


    #

    Diploma in Human Resources

    Human resources (HR) plays a key role in modern organizations and businesses, be they private sector, public sector or voluntary. This free online human resources diploma course covers diverse topics in HR, from the role of the human resources manager and how to recruit, select, train and assess employees, to employee motivation, employee-employer relations, and how to manage change within an organization.

    Alison’s Diploma in Human Resources course gives a thorough knowledge and understanding of the important role HR plays in organizations, and will be of great interest to HR business professionals as well as those who are pursuing a career in this area.

    This course will teach you the responsibilities of a human resource manager. It will help you to understand the recruitment, selection and appraisal processes. You will gain knowledge of different cultures and ethics. This course will also help you to manage change within an organization and demonstrate the best ways to manage employees.

    All Alison courses are free to study. To successfully complete a course you must score 80% or higher in each course assessments. Upon successful completion of a course, you can choose to make your achievement formal by purchasing an official Alison Diploma, Certificate or PDF.

    Having an official Alison document is a great way to celebrate and share your success. It is:

    • Ideal to include with CVs, job applications and portfolios
    • A way to show your ability to learn and achieve high results

    42 Accredited Human Resources Schools in California #human #resources #schools


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    Find Your Degree

    Human Resources Schools In California

    In California, there are 43 accredited schools where human resources classes faculty can find employment. The trends in California’s human resources academic community can be evaluated by looking at the statistics and graphs below. Academia in human resources includes human resources training at the following levels:

    • Human Resources Certificate
    • Associates degree in Human Resources
    • Bachelors degree in Human Resources
    • Masters degree in Human Resources
    • PhD degree in Human Resources

    Schools

    Arrange By

    5445 Balboa Blvd, Encino, California 91316-1509

    N/A U.S. News National University Ranking

    1453 Mission Street, San Francisco, California 94103

    n/a U.S. News National University Ranking

    60 W Olsen Rd, Thousand Oaks, California 91360-2787

    N/A U.S. News National University Ranking

    10455 Pomerado Road, San Diego, California 92131-1799

    n/a U.S. News National University Ranking

    One University Dr. Orange, California 92866

    N/A U.S. News National University Ranking

    50 Phelan Ave, San Francisco, California 94112-1898

    N/A U.S. News National University Ranking

    150 E Tenth St, Claremont, California 91711-6160

    N/A U.S. News National University Ranking

    1717 S Chestnut Ave, Fresno, California 93702-4709

    N/A U.S. News National University Ranking

    536 Mission Street, San Francisco, California 94105-2968

    N/A U.S. News National University Ranking

    3500 Mountain Blvd, Oakland, California 94619-1699

    N/A U.S. News National University Ranking

    100 Ellinwood Way, Pleasant Hill, California 94523-4817

    N/A U.S. News National University Ranking

    1950 Third St, La Verne, California 91750-4401

    152 U.S. News National University Ranking

    900 Fallon St, Oakland, California 94607

    N/A U.S. News National University Ranking

    4500 Riverwalk Parkway, Riverside, California 92515-8247

    N/A U.S. News National University Ranking

    400 W Washington Blvd, Los Angeles, California 90015-4181

    N/A U.S. News National University Ranking

    11255 North Torrey Pines Road, La Jolla, California 92037-1011

    N/A U.S. News National University Ranking

    1 University Circle, Monterey, California 93943

    N/A U.S. News National University Ranking

    3601 Pacific Ave, Stockton, California 95211-0197

    101 U.S. News National University Ranking

    24255 Pacific Coast Hwy, Malibu, California 90263

    55 U.S. News National University Ranking

    1050 North Mills Avenue, Claremont, California 91711-6101

    N/A U.S. News National University Ranking

    1313 Park Boulevard, San Diego, California 92101-4787

    N/A U.S. News National University Ranking

    1600 Holloway Ave, San Francisco, California 94132

    N/A U.S. News National University Ranking

    2130 Fulton St, San Francisco, California 94117-1080

    119 U.S. News National University Ranking

    8400 W Mineral King Ave, Visalia, California 93291-9283

    N/A U.S. News National University Ranking

    2100 Moorpark Ave, San Jose, California 95128-2798

    N/A U.S. News National University Ranking

    500 El Camino Real, Santa Clara, California 95053

    N/A U.S. News National University Ranking

    747 Front Street, San Francisco, California 94111-1920

    N/A U.S. News National University Ranking

    1030 North Columbia Avenue, Claremont, California 91711-3905

    N/A U.S. News National University Ranking

    2211 College View Drive, Redding, California 96003-8606

    N/A U.S. News National University Ranking

    University Park, Los Angeles, California 90089

    23 U.S. News National University Ranking

    16355 Laguna Canyon Road, Irvine, California 92618

    N/A U.S. News National University Ranking

    3890 Murphy Canyon Road Suite 100, San Diego, California 92123-4403

    N/A U.S. News National University Ranking

    3590 N First St, San Jose, California 95134-1805

    N/A U.S. News National University Ranking

    3100 Bristol Street, Suite 500, Costa Mesa, California 92626-3099

    N/A U.S. News National University Ranking

    5200 Valentine Rd, Ventura, California 93003-0000

    N/A U.S. News National University Ranking

    2860 Gateway Oaks Drive, Suite 200, Sacramento, California 95833-4334

    N/A U.S. News National University Ranking

    564 W Herndon, Clovis, California 93612

    N/A U.S. News National University Ranking

    45 Riverpark Pl W Ste 300, Fresno, California 93720-1562

    N/A U.S. News National University Ranking

    5230 Pacific Concourse, Suite 200, Los Angeles, California 90045

    N/A U.S. News National University Ranking

    801 S. Akers St, Visalia, California 93277-9528

    N/A U.S. News National University Ranking

    636 East Brier Dr, Suite 120, San Bernardino, California 92408

    N/A U.S. News National University Ranking

    Cities

    Cities

    Statistics

    Professional Trends

    California Vs. National Human Resources Employment

    Of all of the human resources professionals that work in the US, approximately 12% work in California state.

    Employment Growth for Human resources professionals In California

    Educational Trends

    The number of students graduating from the 43 accredited human resources schools in California is increasing. In 2006 there were 1,427 human resources graduates from human resources courses in California and in 2010 there were 1,640 graduates.

    Thus there was a 15% percent increase in the number of human resources school degree or certificate graduates in California. A majority of these graduates, or 36%, graduated with a master’s degree in human resources.

    Human Resources Faculty Salaries in California

    Share Compare

    Enter your salary to gain access to our continually growing higher education faculty salary database. Don’t worry! This is 100% secure and anonymous.

    We currently gathering data for the number of human resources faculty, growth in the field of human resources academia and human resources faculty salaries in California. Your anonymous submission of information regarding your career and salary will help us create a valuable career planning database for the benefit of human resources faculty at the certificate in human resources, associates degree in human resources, bachelors degree in human resources, masters degree in human resources, and doctoral degree in human resources levels in California. A summary of what your peers have told us up until now will be available once you submit your information.

    Related Links


    Human Resources (HR) Manager Salary #business #plan #software

    #business management salary

    #

    Human Resources (HR) Manager Salary

    Job Description for Human Resources (HR) Manager

    A human resources (HR) manager oversees policies, procedures and compliance relating to employees for their organization. They ensure all human resources activities are in compliance with local, state and federal laws, as well as implement and oversee programs related to employee benefits and initiatives. Insurance programs, flexible work arrangement programs, maternity leave, open enrollment programs, and vacation and sick leave benefits are overseen by the human resources manager as well. These managers make recommendations on potential policy changes to ensure their company offers a competitive package of salary and benefits to employees; they also help implement any approved changes. They also ensure that their workplace is accommodating and free of harassment, handling any complaints in accordance with company policy and any relevant laws. Additionally, human resources managers oversee the work of a team of human resources personnel, offering guidance, training and discipline as needed.

    The minimum educational requirement for this position generally includes a bachelor’s degree in a relevant field. Previous experience in human resources is typically needed as well. Human resources managers should also have excellent leadership, multitasking and problem-solving skills. These professionals usually

    work in an office environment during regular business hours, although some travel to field sites and other company locations may be required.

    Human Resources (HR) Manager Tasks

    • Advise and coach managers on HR policies and programs including employee relations issues.
    • Manage daily departmental operations, business planning and budget development of HR programs.
    • Ensure policies, procedures and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory requirements and laws.
    • Plan, manage and coordinate all human resources initiatives; recruitment, compensation, benefits, training and employee relations of an organization.

    Common Career Paths for Human Resources (HR) Manager





    Human Resources (HR) Manager Salary #business #plan #layout

    #business management salary

    #

    Human Resources (HR) Manager Salary

    Job Description for Human Resources (HR) Manager

    A human resources (HR) manager oversees policies, procedures and compliance relating to employees for their organization. They ensure all human resources activities are in compliance with local, state and federal laws, as well as implement and oversee programs related to employee benefits and initiatives. Insurance programs, flexible work arrangement programs, maternity leave, open enrollment programs, and vacation and sick leave benefits are overseen by the human resources manager as well. These managers make recommendations on potential policy changes to ensure their company offers a competitive package of salary and benefits to employees; they also help implement any approved changes. They also ensure that their workplace is accommodating and free of harassment, handling any complaints in accordance with company policy and any relevant laws. Additionally, human resources managers oversee the work of a team of human resources personnel, offering guidance, training and discipline as needed.

    The minimum educational requirement for this position generally includes a bachelor’s degree in a relevant field. Previous experience in human resources is typically needed as well. Human resources managers should also have excellent leadership, multitasking and problem-solving skills. These professionals usually

    work in an office environment during regular business hours, although some travel to field sites and other company locations may be required.

    Human Resources (HR) Manager Tasks

    • Advise and coach managers on HR policies and programs including employee relations issues.
    • Manage daily departmental operations, business planning and budget development of HR programs.
    • Ensure policies, procedures and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory requirements and laws.
    • Plan, manage and coordinate all human resources initiatives; recruitment, compensation, benefits, training and employee relations of an organization.

    Common Career Paths for Human Resources (HR) Manager