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Career Opportunities
Human Resources Development
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Overview
The average salary for HR professionals continues to steadily increase. The average salary in 2005 according to Training magazine was $76,365, an increase of about 3% over last year’s average of $73,913, which in turn was up from $67,640 in 2002.
Some of the positions that our graduates qualify for include:
- Instructional designer: identifies needs of the learner, develops and designs appropriate learning programs,
and prepares materials and other learning aids. Outputs include program objectives, lesson plans, and intervention strategies
- Instructor/facilitator: presents materials and leads and facilitates structured learning experiences.
Outputs include the selection of appropriate instructional methods and techniques and the actual HRD program itself
- Program evaluator: assesses HRD practices and programs using appropriate statistical procedures to determine
their overall effectiveness and communicates the results to the organization. Outputs include research designs, research
findings recommendations, and reports.
- Performance consultant (or coach): advises line management on appropriate interventions designed to improve
individual and group performance. Outputs include intervention strategies, coaching design, and implementation.
- E-learning consultant: advises management on design and implementation of e-learning programs, Outputs
include selection of appropriate courses, design, and implementation
- Program designer: assists HR management in the design and development of HR systems that affect organization
performance. Outputs include HR program designs, intervention strategies, and implementation of HR programs
- Individual development and career counselor: assists individual employees in assessing their competences
and goals in order to develop a realistic career plan. Outputs include individual assessment sessions, workshop facilitation,
and career guidance.
- Organization change agent: advises management in the design and implementation of change strategies used in
transforming organizations. Outputs include more efficient work teams, quality management, intervention strategies,
implementation, and change reports.
- Organization design consultant: advises management on work systems design and the efficient use of human
resources. Outputs include intervention strategies, alternative work designs, and implementation.
- HR strategic advisor: Consults strategic decision-makers on HRD issues that directly affect the
articulation of organization strategies and performance goals. Outputs include HR strategic plans and strategic
planning education and training programs.