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Career Opportunities in Human
Resource Development
Human Resources
Management
Development
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Definition
• Set of systematic and planned activities
designed by an organization to provide its
members opportunities to learn necessary
skills to meet current and future job demands.
Werner & DeSimone (2006)
Human Resource Management
Functions
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Equal Employment Opportunity
Staffing – Recruitment & Selection
Compensation and Benefits
Employee Labor Relations
Health Safety and Security
Human Resource Development
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Secondary HRM Functions
• Organization/job design
• Performance management and performance
appraisal systems
• Research and information systems
Why is this Important?
Why is this Important?
Satisfied and Skilled
Employees
=
Productive Companies
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Human Resource Development
• Training and Development
• Organization Development
• Career Development
Training and Development
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Employee Orientation
Skills and Technical Training
Coaching
Counseling
Management training and development
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Organization Development
• Enhance effectiveness of organization through
planned interventions that apply behavioral
science concepts
• Macro changes – improve the organization
• Micro changes – improve individuals, small
groups, and teams
• Change agent
Career Development
• Career Planning
– Assess skills and abilities to establish a career plan
• Career Management
– Steps to achieve the plan
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Organizational Chart
Director
Human Resource
Development
HRD Research &
Evaluation
Specialist
Management
Development
Specialist
Program
Developer
Skills Training
Administrator
Organization
Development
Specialist
On the Job Trainer
Safety Trainer
Sales Trainer
What do employers look for?
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ASTD Competency Model
• Foundation
– Interpersonal
– Business Management
– Personal
• Focus Area
• Successful Execution
ASTD Competency Model
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Foundation Competencies
• Interpersonal
– Building Trust
– Communicating Effectively
– Influencing Stakeholders
– Leveraging Diversity
– Networking and Partnering
Foundation Competencies
• Business/Management
– Analyzing needs and processing solutions
– Applying business administration ethics
– Driving Results
– Planning and implementing assignments
– Thinking strategically
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Foundation Competencies
• Personal
– Demonstrating Adaptability
– Modeling personal development
Focus Area of Expertise –
Supported by Technology
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Career Planning and Talent Management
Managing Organizational Knowledge
Coaching
Managing the Learning Function
Facilitating Organizational Change
Measuring and Evaluating
Delivering Training
Improving Human Performance
Designing Learning
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Successful Execution of Workplace
Learning and Performance Roles
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Project Manager
Professional Specialist
Business Partner
Learning Strategist
Other Job Titles
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Instructional Designer
Curriculum Development Specialist
Training Coordinator
Curriculum Manager
Professional Development Manager
Executive Coach
Training Consultant
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What Will I Do?
• Participate in organizational strategic
planning
• Work with staff of training departments
• Develop and coordinate work teams
• Specialize in training, instructional design, and
multimedia
• Assess employees individually, facilitate
workshops, and give career guidance.
Where are the Jobs?
Internal or Outsourced
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Job Outlook
• Previous experience is an asset – choice of
internship is critical
• Keen competition for jobs in human resource
development
– People entering HRD come from a wide range of
fields.
Salary Ranges
• Where and in what industry you work helps to
determine how much you earn.
– Median annual earnings $43,000
– Lowest 10% earn about $25,000
– Highest 10% earn about $73,000
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NACE Salary Survey
• September 2006
– n$39, 195 Average Starting Salary Offers
Network Opportunities
• Academy of HRD
• ASTD – American Society of Training and
Development
– Brazos Valley ASTD
• SHRM – Society for Human Resource
Management
– Brazos Valley SHRM
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Dr. Ann Gundy
College of Education and Human Development
Department of Educational Administration and
Human Development
agundy@tamu.edu
Thank you
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