Maria Morey

Business 1010 Intro to Business

Term Research Paper



Human Resources Consultant/Management Analyst


Job Description:
Propose ways to improve an organizations efficiency, develop human resource
systems, write customized policies, perform salary surveys, assist with recruitment, and
offer training and development to management.

General Career Path:
At least 7 to 10 years work experience in human resources or related field before
starting an HR consulting/management analyst business.

General Education Experience:
A bachelors degree is the typical entry-level requirement for management
analysts. Common fields of study include business, management, economics, political
science and government, accounting, finance, marketing, psychology, computer and
information science, and English. Some employers prefer to hire candidates who have a
masters degree in business administration (MBA). A competitive advantage can be
reached to those who attain a Certified Management Consultant (CMC) designation.


Average Salary:
The 2012 median pay is $78,600 per year.

Career Outlook:
The projected change in employment is 19% (faster than the 11% average for all
occupations). Jobs in this field in 2012 numbered 718,700.

Bio of someone in the profession:
Jill Carter has more than 30 years of diverse experience in human resource and
management consulting. She obtained a masters degree in Public Administration with
emphasis in Human Resources. She was a Questar Gas employee from 1984 to 1987 and
shortly thereafter, she started her own consulting business. She went on to work for
clients like the State of Utah, National Semiconductor, University of Utah, and Utah
County. She was most recently director, department of administrative services for Salt
Lake County. She has consulted for numerous companies in areas including workforce
planning, compensation, employee relations, recruitment, total rewards, and employee
development and engagement. Jill has also worked as adjunct professor at the University
of Utah and taught courses at Westminster College and Brigham Young University.
Presently she holds the position of Questars Director of Human Resources.

Pros & Cons:
Pros:
1.Time to arrange schedule around raising a family.
2. Ability to use creativity.
3. Get to meet many new people.
4. Wide variety of work.
5. Rewarding to influence many lives with positivity.
Cons:
1. Difficulty of finding/maintaining stable clientele.
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Your fit with this career:
My initial interest with Human Resources was with entry-level positions as clerk,
assistant, or specialist, but my interest has evolved more toward consulting and
management analyst services. With use of the Internet, I have researched the different
subcategories of human resources along with corresponding pay grades and job
responsibilities. I have relied heavily on data obtained from the Bureau of Labor Statistics
and personal interview with Jill Carter, Questar Gas Director of Human Resources.

Id like to begin by sharing the differences in entry-level, intermediary level, and
management level of the Human Resources field as obtained from the Bureau of Labor
Statistics Occupational Outlook Handbook. No college degree is required for most entry-
level positions as a Human Resources assistant or clerk. The median starting annual
salary is $30,650 with 1,567,100 holding this job title in 2012. Entry-level positions are
not expected to experience very much change in 10 years with only 2% variance
projected. The fact that there is such little projected change seems to indicate to me a
high level of job satisfaction with those holding this job title and little growth. At the
intermediary or specialist level of Human Resources the median annual salary is $55,640
with 495,500 holding this job title in 2012. In regards to education, a minimum
bachelors degree is expected to obtain this job title. At specialist level a 7% growth is
projected over the next 10 years, which is slower than average. Finally as a Human
Resources Manager/Director the median annual salary is $99,720 with 102,700 holding
this job title in 2012. A bachelors degree and masters of business administration (MBA)
is expected in order to be competitive for this job title. At manager level a 13% growth is
projected over the next 10 years, which is line with average.

In my phone interview with Jill Carter I asked what she recommended for my
education and choice for a similar career. She recommended obtaining an associates
degree with SLCC and transferring to the University of Utah to seek a bachelors degree
in communications, business administration, or marketing. She further recommended
that, while in school, I seek an entry-level position in lower level human resources
departments in order to gain experience and have exposure to the environment. After
finding an entry-level position I should climb the corporate ranks and to work in as many
different areas of Human Resources as possible; i.e. benefits, employee relations,
compensation, and training. She shared that it was a very rewarding career for her
personally and she was able to have much needed time to raise her two children.

It should be noted that most human resources jobs are found with larger and more
stable employers. Most small businesses are unable to afford a full-time Human
Resources staff. I have become very interested in Human Resources
consulting/management analytics for the same reasons. Employment for management
analysts is projected to grow 19% from 2012 to 2022, faster than average for all
occupations. Demand for the services of these workers will grow as organizations
continue to seek ways to improve efficiency and control costs.

In conclusion I feel this occupation will be a good fit for me personally as it will
provide rewarding work and flexibility to continue raising my family. I have thoroughly
analyzed the expected salary for all levels work and the educational requirements needed
to have a successful career. After interview with a woman professional of over 30 years
experience in human resources/management consulting, I feel I have a good grasp of
career possibilities. I have resolved at least to make sure I attain all educational
requirements and keep my eyes open for an entry-level position to start.







Works Cited
Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook,
2014-15 Edition, Information Clerks, on the Internet at http://www.bls.gov/ooh/office-
and-administrative-support/information-clerks.htm (visited July 14, 2014)

Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook,
2014-15 Edition, Human Resources Specialists and Labor Relations Specialists, on the
Internet at http://www.bls.gov/ooh/business-and-financial/human-resources-specialists-
and-labor-relations-specialists.htm (visited July 14, 2014)

Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook,
2014-15 Edition, Human Resources Managers, on the Internet at
http://www.bls.gov/ooh/management/human-resources-managers.htm (visited July 14,
2014)

Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook,
2014-15 Edition, Management Analysts, on the Internet at
http://www.bls.gov/ooh/business-and-financial/management-analysts.htm (visited July
14, 2014).