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When it comes to careers in the business world, much emphasis is placed on mastering hard skills. However, developing soft skills is also a key component of success. During the hiring process, employers and human resources teams look for applicants who balance both hard and soft skills because these well-rounded candidates are valuable in a variety of positions. But what are hard and soft skills, and what impact do they have in the workplace?

Hard skills are “teachable abilities or skill sets that are easy to quantify,” according to The Balance. These skill sets are often featured on cover letters and resumes so that they are easily recognizable to recruiters. Soft skills, on the other hand, are more subjective. Also known as “people skills,” they refer to how an individual interacts with others, The Balance explains.

Hard Skills vs. Soft Skills

While hard skills can be taught through training and professional development, it’s much more difficult to teach someone soft skills. Think of it this way: A candidate can easily use tutorials to learn a computer program that is new to them, but developing skills like teamwork and time management is a more complex process. That’s why more and more employers are seeking out candidates with a combination of both skill sets. If a professional can already demonstrate valuable soft skills, employers can make use of their potential for ongoing success.

There are a few key differences between hard and soft skills. The first is related to types of intelligence. In general, soft skills require emotional intelligence (EQ), while hard skills are more based in assessments such as the intelligence quotient (IQ).

EQ is “the ability to identify, assess, and control the emotions of oneself, of others, and of groups,” according to Diffen. Examples of EQ include collaboration and initiative. Conversely, IQ is derived from standardized testing and grades. It usually refers to the ability to “learn, understand and apply information to skills, logical reasoning, word comprehension, math skills, abstract and spatial thinking” and more, Diffen continues. Hard skills are important when it comes to analysis, research and development.

Another difference between hard and soft skills is in how each skill set is developed. Hard skills are typically learned via coursework or training, while soft skills tend to be more innate or developed indirectly through experience. Finally, hard skills vary by industry and profession: An accountant relies on different soft skills than a marketing manager would, for example. Soft skills are more general and can be utilized across many fields.

Hard Skills

• Project management: Project management skills enable business professionals to manage a team and execute projects effectively. Being able to navigate complex projects is a cornerstone of leadership and can make the difference between failure and success.
• Technology management: Because technology is such a driving force in the business world, navigating the various tech components of a business is an invaluable hard skill. Understanding the connection between business and technology is one of the best ways to advance in your career.
• Information analytics: Information analytics can increase productivity and drive businesses, helping them to stay competitive. Utilizing this skill set helps businesses understand consumer behavior. 

Soft Skills

• Interpersonal communication: According to a GMAT survey of employers, communication skills are among the most in-demand for new hires. “Communications, teamwork, and interpersonal skills are critical—everything we do involves working with other people,” one employer said.
• Leadership: Successful managers and others in advanced positions need to be able to lead their employees while motivating them to perform at a high level. “A good leader will inspire those who work with them and around them, make them feel valued and give the whole undertaking a sense of direction,” Top MBA says.
• Decision-making: Being able to think strategically and make tough decisions is one of the core skills business leaders need.

Skill Development Through MBA Coursework

Both hard and soft skills can help professionals stand out from the competition and gain ongoing career success. Earning a Master of Business Administration (MBA) is a smart way to hone both skill sets. Concordia University, St. Paul’s fully online MBA balances coursework in core business topic areas like finance and accounting with hands-on projects and research that help students develop strong soft skills.

If you are interested in advanced business topics like these, consider Concordia University, St. Paul’s online MBA program. You can also download our free guide, “Climbing the Corporate Ladder: Your Guide to the MBA and Beyond,” for an in-depth look at the value of the MBA.

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In general, the decision making process helps managers and other business professionals solve problems by examining choices and deciding on the best route to take. Using a step-by-step approach is an efficient way to make thoughtful, informed decisions that positively impact your organization’s short- and long-term goals.

The business decision making process is commonly divided into seven steps. Managers may utilize many of these steps without realizing it, but gaining a clearer understanding of best practices can improve the effectiveness of your decisions.

Steps of the Decision Making Process

The following are the seven key steps of the decision making process.

1. Identify the decision

The first step in making the right decision is recognizing the problem or opportunity and deciding to address it. Determine why this decision will benefit your customers or fellow employees.

2. Gather information

Next, it’s time to gather information so that you can make a decision based on facts and data. This requires making a value judgment, determining what information is relevant to the decision, and how you can get it. Ask yourself what you need to know to make the right decision, then actively seek out anyone who needs to be involved.

“Managers seek out a range of information to clarify their options once they have identified an issue that requires a decision. Managers may seek to determine potential causes of a problem, the people and processes involved in the issue, and any constraints placed on the decision-making process,” according to Chron Small Business.

3. Identify alternatives

Once you have a clear understanding of the issue, it’s time to identify the various solutions at your disposal. You likely have many options when deciding, so it is essential to come up with a range of options. This helps you determine which course of action is the best way to achieve your objective.

4. Weigh the evidence

In this step, according to management experts Phil Higson and Anthony Sturgess, you’ll need to “evaluate for feasibility, acceptability and desirability” to know which alternative is best. Managers need to be able to weigh the pros and cons, then select the option that has the highest chance of success. It may be helpful to seek a trusted second opinion to gain a new perspective on the issue.

5. Choose among alternatives

When it’s time to make your decision, be sure you understand the risks involved with your chosen route. You may also select a combination of alternatives now that you fully grasp all relevant information and potential risks.

6. Take action

Next, you’ll need to create an implementation plan. This involves identifying what resources are required and gaining support from employees and stakeholders. Getting others on board with your decision is a key component of executing your plan effectively, so be prepared to address any questions or concerns.

7. Review your decision

An often-overlooked but important step in the decision making process is evaluating your decision for effectiveness. Ask yourself what you did well and what can be improved next time.

If your decision didn’t work out the way you planned, you may want to revisit some of the previous steps to identify a better choice.

Common Challenges of Decision Making

Although following the steps outlined above will help you make more effective decisions, there are some pitfalls to look out for. Here are common challenges you may face and best practices to help you avoid them.

• Having too much or not enough information. Gathering relevant information is key when approaching the decision making process, but it’s important to identify how much background information is truly required. “An overload of information can leave you confused and misguided, and prevents you from following your intuition,” according to Corporate Wellness Magazine.

In addition, relying on one single source of information can lead to bias and misinformation, which can have disastrous effects down the line.

• Misidentifying the problem. In many cases, the issues surrounding your decision will be obvious. However, there will be times when the decision is complex and you aren’t sure where the main issue lies. Conduct thorough research and speak with internal experts who experience the problem firsthand to mitigate this. Corporate Wellness Magazine says it will save you time and resources in the long run.
• Overconfidence in the outcome. Even if you follow the steps of the decision making process, there is still a chance that the outcome won’t be exactly what you had in mind. That’s why it’s so important to identify a valid option that is plausible and achievable. Being overconfident in an unlikely outcome can lead to adverse results.

Decision making is a vital skill in the business workplace, particularly for managers and those in leadership positions. Following a logical procedure like the one outlined here and being aware of common challenges can help ensure both thoughtful decision making and positive results.

If you are interested in business management topics like these, consider CSP Global’s online MBA program. You can also download our free guide, “Climbing the Corporate Ladder: Your Guide to the MBA and Beyond,” for an in-depth look at the value of the MBA.

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Interpersonal communication is a soft skill that encompasses how well an individual communicates with others. This skill set, also referred to as “people skills” or “social skills,” is one of the most important for success in the workplace. Communication can take place both verbally and nonverbally, either in person or through digital means such as email or instant messaging. In communication theory, there are six key components of interpersonal communication:

1. The communicators: This refers to both the sender of the communication and the receiver. There are at least two communicators involved in all interpersonal communication.
2. The message: One of the most important parts of interpersonal communication is the message. It can be conveyed in many ways: speech, body language, tone of voice, gestures and other indicators. Non-verbal messages provide additional information that may not be readily apparent through words.
3. Noise: This refers to any distortion that causes differences between what is received and what it sent, according to resource website CommunicationTheory.org. Examples of noise include jargon, language barriers, inattention and more.
4. Feedback: Feedback is the response of the receiver. In other words, it’s the message sent back to the sender. This allows the sender to know whether the message has been received and interpreted correctly.
5. Context: Whether a message is received and interpreted correctly depends largely on context. “The emotional climate and expectations of the people, the place of occurrence, and social, political, cultural and environmental conditions comprise context,” CommunicationTheory.org says.
6. Channel: Finally, this component refers to how the communication occurs. A message is sent and received through a specific channel, or medium.

Interpersonal Communication in the Workplace

Interpersonal communication is one of the most important life skills business professionals can have. In companies and organizations of all types, effective communication determines whether a team can operate effectively and accomplish core business goals. “It underlies the efficiency of key business functions such as managing, training, selling and resolving conflicts within an organization,” Chron Small Business explains.

Elements of Interpersonal Communication

Interpersonal communication can also be divided into subskills. Effective communication in the workplace relies on each of the following elements:

• Problem solving and decision making: One of the best ways to maintain professional relationships is through effective problem solving and decision making. Both of these skills align team members toward a common goal. If leaders are unable to take the steps necessary to solve problems and make the right decision for the team, a business can’t function successfully.
• Listening: Strong listening skills are invaluable for business professionals. They help individuals understand sent messages and act accordingly. If a manager provides instructions but team members are unable to listen and synthesize the information, roadblocks will arise that can derail projects and cause negative consequences.
• Assertiveness: A commonly undervalued element of interpersonal communication is assertiveness. The ability to influence others helps leaders drive the team toward a common goal. Being willing to take charge and effect change is one of the hallmarks of a business leader.
• Negotiation: This skill is a key element in conflict resolution. Finding common ground and identifying shared goals can help business professionals work effectively with others. 

How to Improve Interpersonal Communication in the Workplace

Here are some of the ways business professionals can improve interpersonal communication in the workplace.

• Research and plan: Gather facts and relevant data to plan for important conversations. This helps ensure clarity and accuracy.
• Determine your audience: Consider coworkers’ personality and mindset before approaching a conversation. Find the right communication style for your specific situation. Some conversations lend themselves to face-to-face meetings, while others can be best accomplished through email.
• Self-evaluation: Understand your own strengths and weaknesses when it comes to communication. Ask for honest feedback from coworkers and managers as a learning opportunity to better inform future interactions.
• Monitor expectations: Keep assumptions and expectations to a minimum before engaging with a coworker. You never know for sure how someone will react, so be ready to adapt as the situation demands.

Skill Development Through Graduate Coursework

Earning a Master of Business Administration (MBA) is an ideal way to develop stronger interpersonal communication skills. Concordia University, St. Paul’s fully online MBA balances advanced business coursework with hands-on projects that help students develop real-world skills for the workplace. On campus program options are also available.

If you are interested in advanced business topics like these, consider Concordia University, St. Paul’s online MBA program. You can also download our free guide, “Climbing the Corporate Ladder: Your Guide to the MBA and Beyond,” for an in-depth look at the value of the MBA.

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Strong web writing skills are a key component of successful digital marketing strategy and effective search engine optimization (SEO). Though writing for the web encompasses a wide variety of different content, crafting the right kind of content is especially important for blog and website platforms. Writing for the web has its own set of best practices and style guidelines, especially because readers interact with web content differently than traditional text. For example, only around 16 percent of site visitors read web content in full. And according to the Nielsen Norman Group, about 80 percent of site visitors scan web content rather than reading it word by word.

How to Write for the Web

Add to these statistics the fact that most only scroll to the halfway point on a webpage, and brands have their work cut out for them in terms of connecting with the reader through content marketing. Why spend the time and resources to craft high-quality content if no one is reading it? This is the challenge facing marketers today. The good news is that there are ways to effectively reach modern readers — and hold their attention. It all starts with keeping copy concise, scannable and objective. The following are some of the key features of successful web writing.

Inverted Pyramid Structure

Arguably the most important element of writing for the web is presenting information in a way that makes sense for the reader. Inverted pyramid structure, long used by journalists because it gets to the point quickly, puts the primary information first. Supporting information comes after, and the least important elements are at the end of the text. “Journalists have long adhered to the inverse approach: start the article by telling the reader the conclusion … readers can stop at any time and will still get the most important parts of the article,” the Nielsen Norman Group says. This means that writers should leave “deep content” for the relatively small number of readers who make it to the end of a piece, Moz says. This approach allows writers to prioritize information, and readers to choose how much detail they need on the topic: “Very interested readers will scroll, and these few motivated souls will reach the foundation of the pyramid and get the full story,” the Nielsen Norman Group explains.

Scannable Content

In addition to presenting the most important information first, web content should be easy to scan. Users rarely read to the end of content, so it is important to format text in a way that allows them to find the information they are looking for quickly and easily. Elements like headers, bold and highlighted text, bulleted lists, graphics, captions and more accomplish this. Enchanting Marketing offers the following (helpfully, bulleted) list of questions to evaluate whether your content is scannable to readers:

• Does your headline communicate what you’re about?
• Does your image caption communicate a message?
• Do your sub headlines summarize your key points?
• Do easy-to-scan bullet points reduce wordiness?

In general, “Your web visitor is hunting for information or products. Ensure he can understand your most important information by just glancing at your web page,” the same post says.

Concise Text

Because readers are looking to find information as quickly as possible, writing concise text is another key component of successful web writing. Users don’t stay on a page for very long. This is why marketers measure “bounce rate,” or the percentage of visitors who navigate away from content. To hold reader interest as well as maximize time on site, be as concise as possible. According to Buffer, the ideal length for a blog post is seven minutes, or 1,600 words. And for posts that incorporate many photos or other graphic elements, the average word count should be closer to 1,000. Though research varies from site to site, this gives content creators a good idea of what to aim for. Once again, Enchanting Marketing has provided a helpful checklist for keeping content short and sweet:

• Use short paragraphs
• Use short sentences
• Skip unnecessary words
• Avoid jargon
• Avoid the passive [voice]
• Avoid needless repetition
• Use the word “you”

Aside from actually writing less content, a good way to keep readers’ attention is to break up text into short paragraphs that can be easily scanned and digested. This works in tandem with concise text to ensure the user views as much content as possible.

Objective Language

Users want content to be easy to understand, and another way to accomplish this is by writing in a conversational, informal tone. Ensuring that your tone is objective makes information easier to process. Avoid overly promotional messaging because it makes users question the credibility of the content itself: “questioning the credibility of promotional statements seems to distract users from processing the meaning,” the Nielsen Norman Group says. This is also why Enchanting Marketing warns against using “clever phrasing.” Web writing should be as simple and easy to follow as possible. “Web visitors quickly glance at your web page before guessing whether they’re in the right place or not,” Enchanting Marketing says. “They just want to make a quick decision.”

Hypotext

One way to make your content more readable without sacrificing valuable information is to incorporate hypotext. According to Dejan Marketing, hypotext is “a way of revealing content on-demand. It acts like a traditional link, but it doesn’t interrupt user experience by sending readers to another page. Once clicked, the extra information is injected into a desired spot in the page. Another click hides it away.” By showing the most important parts of the content, readers can create their own experience. The same article provides several benefits of hypotext:

• Supports easy scanning and better content overview by removing visual clutter
• Encourages content consumption through low word count
• On-demand information retrieval enables interactivity and personalization
• Users stay on the page they’re reading, which minimizes interruption

From a content strategy perspective, hypotext also allows the writer to include more detailed information as an option while remaining concise.

As effective web writing becomes more and more important to overall marketing strategy, the volume of content being created is increasing at an unprecedented rate, according to Dejan Marketing. From blog posts to advertorials, opinion pieces and lists, the web is home to a wide variety of content competing for user attention. But if marketers can incorporate the best practices covered here, they stand to benefit from the world of opportunity that content marketing presents.

Creating optimized, high-quality content is one of the foundations of modern marketing strategy. If you are interested in topics like these that are relevant to the marketing industry, consider Concordia University, St. Paul’s online marketing degree program.

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Sixty-three percent of users ages 18 to 34 are using ad-blocking software when viewing digital content, and 41 percent of internet users overall block ads. Just last year, PageFair published a report on ad-block rates that provided unprecedented insight into how many users utilize ad-blocking software when they browse the web. For example, ad blocking cost publishers around $22 billion during 2015, and U.S. ad blocking grew by 48 percent to a staggering 45 million active users as of June that same year. This widespread usage of ad-blocking methods has created a demographic that marketers can’t reach with traditional digital marketing strategies.

Especially because advertising is the way content on the web is financially supported, ad blocking can have a negative effect on marketing efforts. “Many of the most popular tools marketers use to measure and analyze visitors’ activities on their websites —and improve user experiences — may be affected,” HubSpot says. But there are ways to create valuable web content that isn’t blocked. Savvy marketers can adapt by gaining a better understanding of ad-blocking software as well as the expectations of their target audience.

The Adblock Age

Ad blocking, through browser extensions, plugins or other software, removes advertising from webpages. This can include text ads, banner ads, sponsored content and video pre-roll ads. What might be blocked by these tools varies. Some remove all advertising from webpages, while others block things that are perceived as a privacy risk, like the “tracking codes that provide marketers with information about visitors’ activities on the page,” according to HubSpot.

Ad-blocking methods offer benefits like faster load times and improved battery life to the user, but they can undermine the efforts of marketing teams by affecting analytics. Ad-blocking technology can also negatively impact user experience: “To a site visitor using one of those [ad-blocking] apps, your website might look like it’s … missing content or has broken links,” HubSpot says. Ad-blocking technology exists on a wide variety of platforms. Desktop, Android and iOS users all have the option to block ads for browser applications.

By far the most popular extension on the market is Adblock Plus, which is the most downloaded browser extension of all time, Vidooly says. As a content and ad-blocking extension, Adblock Plus has around 50 to 60 million users per month; 2.3 million people download the extension each week, ScribbleLive notes. Software like this is here to stay, resulting in a changing marketing landscape that leaves traditional methods behind.

But who is using this software? The Drum cites a study by marketing firms Moz and Fractl, which found that “the take-up of ad blocking software is most popular among millennials with a solid majority … using it when viewing digital content.” The study, which focused on how to market to millennials, found that mobile/in-app advertising was perceived as least effective, with 29.5 percent finding it “very irrelevant.” What’s interesting is that millennials also have the highest trust in online and mobile ads, CNBC reports. This means that “if companies can send their messages in a natural way without seeming like an ad, it can be very effective,” CNBC explains.

Strategies to Reach the Adblock Generation

The widespread use of ad-blocking technology means that marketers have to be smarter about how they allocate their budgets. They can achieve this by evaluating how effective their current strategy is and where it can be improved. Marketing teams can conduct research to find out if their target audience uses ad blockers, then interact with current and prospective customers to evaluate whether current ads are effective. Now that ad blockers are removing or hiding ads from websites, viewability is more important than ever. HubSpot cites a study from the Association of National Advertisers, which found that 11 percent of online display ads and 23 percent of video ads aren’t displayed to real people; instead, robots create false impressions. Marketers should focus on “making sure their ads are being seen — and restrategizing and reprioritizing if they’re not,” HubSpot says.

A smart way to bypass ad-blocking software altogether is to incorporate inbound approaches. For example, advertise with networks like Google, Facebook, LinkedIn and Twitter, all of which are heralded by HubSpot as “doing advertising the best right now.” Marketers can also increase organic traffic rather than funneling resources toward referral sources. When building out a website’s content, “every new indexed page is one more opportunity for you to show up in search engines,” HubSpot notes.

Millennials can manipulate technology so that they avoid content they don’t want to see but still have access to what interests them.

Whitelisting is another option for those looking for ways to continue using more traditional channels. As Ars Technica points out, Adblock Plus has added more than 300 “sites/entities” to its whitelist. This list includes ads that can be trusted because they are transparent, appropriate to their context and don’t “distort or disrupt the page content.” Though Adblock Plus has paid deals with massive companies like Google and Amazon, smaller websites can be whitelisted for free if they meet certain criteria. The company’s communications manager told Ars Technica that less than 10 percent of the sites and entities whitelisted by Adblock Plus have paid spots on the whitelist.

But for many companies, relying less on traditional channels is the way to go. The fast-paced media landscape requires a different approach. “Millennials are dissuaded by advertisers that are obviously trying to sell them a product or idea,” ScribbleLive says. For this crucial demographic, authenticity and trust are important. ScribbleLive notes that 43 percent of millennials rank authenticity over content when consuming news. Trust and quality are requirements before engagement can occur.

Millennials can manipulate technology so that they avoid content they don’t want to see but still have access to what interests them. In this environment, content marketing enables marketers to “reach an audience that has become immune to traditional advertising,” ScribbleLive says. Marketers should also avoid excessive tracking as a way to build a relationship with their audience. According to PageFair, two-thirds of ad-block users are willing to view ads that are skippable as well. Free content is the most appealing to users, followed by free trial offers and ranking high in search results, Moz and Fractl found.

If marketers audit their current practices and identify areas for innovation, they will find that successful, engaging ads are possible in the age of ad-block technology. Prioritizing content marketing and phasing out disruptive ads can help build relationships with consumers and increase chances of reaching target audiences.

If you are interested in topics like these that are relevant the marketing industry, consider Concordia University, St. Paul’s online Bachelor of Science in Marketing program.

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Human resources (HR) is a great field for driven, organized individuals who are interested in helping businesses reach their goals and helping employees reach their potential. Almost all companies have some form of a human resources department, and as the business world becomes more and more focused on developing human capital, HR professionals are in demand. If you are considering a career in HR, part of your job responsibilities will be to identify candidates for employment that have the characteristics that will make them successful in the role for which you are hiring. However, at CSP Global we know that it is important to understand HR qualities as well. Read on to find out what it takes to be successful as an HR manager and to see if your own traits match up.

Essential HR Management Skills

Organization

One of the most important characteristics of HR professionals is the ability to get organized. This includes strong time management skills and the ability to complete tasks efficiently. On a typical day, you’ll be balancing a variety of different tasks, ranging from hiring and firing, dealing with employees’ personal issues and creating recruitment strategies for open positions. Multitasking is key, as well as self-discipline. You’ll need to set ethical and behavioral standards for others to follow, and make sure you are following them as well. HR professionals also manage deadlines and accomplish tasks quickly so that both employee and employer needs are met.

Ethics

In a lot of ways, the HR department of a company serves as its conscience. This means that you’ll need to have a keen sense of ethics when it comes to confidential information and following company policies. HR professionals have to earn the trust of company employees and executives so that they can effectively do their job; honesty and discretion are key components of any successful HR department.

Communication

A primary function of all HR professionals is facilitating communication between employers and employees. This means that both your oral and written communication skills need to be sharp so that you can relay information clearly and effectively to employees at all levels. Part of the communication requirements also involves negotiation. During the hiring process, or when conflicts arise between employees, successful HR pros are able to help opposing groups compromise and find middle ground.

Problem Solving

In order for businesses to function at their best, the HR department must ensure that individuals with different personalities can work together civilly and accomplish company goals. Also, in order to accomplish the other tasks required of you as an HR professional, you have to be skilled at conflict management and diffusing tense or combative situations.

Expertise

Successful HR professionals are experts on their company’s industry. This will enable you to make informed recruitment and hiring decisions, as well as have a context for company guidelines and policies. Sometimes it’s easy to overlook the fact that HR managers are business professionals as well. Just because you won’t be working in the accounting department doesn’t mean you don’t need a clear idea of how your company works and the business processes that structure it.

Leadership

In many situations, employees look to HR managers for answers and leadership. The nature of many HR positions is that you’ll be seen as an expert on a wide variety of company-related topics, so you’ll need to have the confidence to lead. This can mean anything from finding the answers to employee concerns to putting together a team to run a local 5K race for charity. The best HR professionals can balance being a friendly presence in the office with taking control and helping things run smoothly.

HR Management Online Programs from CSP Global

Do these traits sound like you and what you’d like to learn? If so, earning your degree in human resources is a great place to start. To help you make the most of your HR career, we offer an online Bachelor of Science in Human Resource Management and an online Master of Arts in Human Resource Management. Both programs are offered 100% online.

This means that busy adults like you can complete or advance your degree on your own schedule. You’ll gain comprehensive knowledge and hands-on experience while developing or enhancing the skills required for HR professionals and other organizational leaders. If achieving results through people is your career goal, a CSP Global Online degree can get you there. You’ll have access to key topics in human resource management and its application to a wide variety of organizations. At CSP Global, we know that HR managers are strategic partners within organizations, and a vital part of business success. That’s why we’ve developed a degree that provides you with the skills you need to be competitive in the job market and an effective member of any HR department.

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The human resource field is becoming a notable profession in today’s business environment. Companies continue to see the value in staffing a robust HR department to support employee-centered initiatives, encourage a positive company culture, assist with recruitment and retention efforts, diffuse conflicts in the workplace, and aid with other work-related issues. Professionals are flocking to HR jobs in search of a meaningful career path with great potential for growth. The Bureau of Labor Statistics (BLS) reports steady growth in human resources jobs through 2030, making the profession all the more attractive to new employees. And growth isn’t just limited to one industry. Human resource professionals can discover a career in nearly all business sectors as companies look to staff qualified HR departments for improved employee relations and company outcomes.

Most jobs in this field require a minimum of a bachelor’s degree from an accredited college or university. If you are considering a new career in HR, Concordia University, St. Paul’s human resource degree online can help get you there. Take a look at some career paths within the human resource field that you can pursue with a degree.

Human Resource Manager

Human resource managers oversee department personnel and coordinate large-scale initiatives to engage and motivate employees for optimal productivity and satisfaction. They are responsible for implementing and maintaining company processes and systems for streamlined, ethical, and effective operations. HR managers work with the executive team to improve workplace morale through initiatives and programs and also work with employees to define attainable tracks for promotion and career growth. HR managers generally supervise all components of human resources, including recruitment, jobs training, retention, conflict management, and more. According to the BLS, human resource managers earn a median annual salary of $126,230 in 2022.¹

Human Resource Generalist

Some companies (often smaller businesses) do not have the capacity or need for a large-scale human resource department. In these cases, a human resource generalist will handle all aspects of HR, including recruitment and hiring, employee relations, payroll and benefits, jobs training, administration, and more. A generalist position is a good entry-level career for recent graduates, as it provides a wealth of experience in all areas of HR, helping you to identify your career interests. Payscale reports that the average salary for human resources generalists in 2022 is $56,387.²

Employment and Recruitment Specialist

Rapidly growing companies can sometimes run into hiring issues; maintaining a balance of manageable growth can be challenging for some companies. Human resource professionals are being called on by expanding companies to help assist and, in some instances, lead hiring efforts to facilitate efficient growth and development. These professionals are charged with recruiting the right talent to meet company demand and retaining current top-performing employees at a pace that is sustainable and efficient for the company. These HR specialists may recruit locally through local job boards, career fairs, and social networks or travel to colleges or universities to speak to impending graduates about prospective jobs. They will often screen applicants for managers during the initial hiring processes. They will also take charge of retention efforts to help managers create valuable incentives to keep top talent on the job. According to the BLS, specialists in HR earn a median annual salary of $62,290.³

No matter the career path you choose as a human resource professional, a solid academic foundation is a necessity to build a framework of HR skills, knowledge, and experience. Concordia’s degree will prepare professionals in all aspects of human resources so you can seamlessly enter any HR role. The curriculum is designed to bring traditional concepts to life, giving you practical experience for the workplace. Course topics include managing organizations, survey and research methods, legal issues in human resources, staffing the organization, compensation/benefit systems and theories, and more. Through peer discussions and practical coursework, you are prepared to become a strategic partner within an organization.

Sources

1. https://www.bls.gov/ooh/management/human-resources-managers.htm
2. https://www.payscale.com/research/US/Job=Human_Resources_(HR)_Generalist/Salary
3. https://www.bls.gov/ooh/business-and-financial/human-resources-specialists.htm

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What do Steve Jobs, Larry Page and Sergey Brin have in common? Aside from being 21st-century tech titans, all three had excellent business mentors. And they’re not alone: There is a long tradition of mentoring that spans history and even dates back to mythology. In fact, the term originated with an important character from Homer’s Odyssey. In this text that takes place during the Trojan War, Odysseus relies on Mentor to serve as both an overseer of his household and a teacher to his son, Telemachus.

Historical examples of relationships between mentors and mentees include Socrates and Plato, Hayden and Beethoven, and Freud and Jung. Today, the term “mentor” has evolved to mean a trusted advisor, friend, teacher and wise person, according to a book on mentoring by author and businessman Gordon Shea. Mentoring is a fundamental form of human development where a person invests time, energy and personal know-how in assisting the growth and ability of another person, Shea wrote.

So how does mentoring work in the business world? Sir Richard Branson, billionaire founder of the Virgin Group, discussed his take on how important the relationship between mentor and mentee can be for success: “I have always been a huge believer in the inestimable value good mentoring can contribute to any nascent business. Ask any successful businessperson and, if they are honest about it, they will almost certainly admit to having benefited from the advice of a mentor at some point along the way.” Branson credits his own mentor, Sir Freddie Laker, with helping to shape his entire approach to business.

How It Works

Modern mentorship has flexibility that was not possible in the past. Previously, communication had to be carried out in person or over the phone. Now, mentees can get in touch with their mentors through both face-to-face meetings and online interaction. In addition, mentors can come from many places: Family, friends and business contacts can all play a role. And mentoring can be either casual or structured, depending on what works best for both parties. The most important aspect of the relationship is regular professional contact — no matter how it is carried out.

There are two main factors to consider when forming a mentoring relationship. First, decide on the degree of involvement. The arrangement should meet the needs of both the mentor and mentee, whether they choose to work closely with each other or to carry out conversations by email as needed. Second, determine the level of structure. If the mentoring is formal, there could be regular meetings with specific agendas and goals. In more casual arrangements, mentees might call on the mentor as problems arise or when guidance is needed.

Online mentoring, or e-mentoring, is ideal for those who are looking for an informal connection or who are geographically distant from one another. E-mentoring is an interactive, long-distance relationship between mentor and mentee. In today’s globally connected world, meaningful mentorship is more achievable than ever before.

Benefits

To get the most out of a mentoring experience, it is important to choose a mentor who has a deep understanding of how business works. Although it may seem that the information learned in manuals and classes is enough, the information gained from these sources is better absorbed and applied through the context a mentor can give. Especially for those new to business, building a one-on-one relationship with an experienced advisor is a smart way to help ensure success. According to Miranda Morley of Demand Media, the following are just some of the real-world benefits of mentorship:

Advice

One of the key benefits of the mentor-mentee relationship is advice from a more experienced party. Mentors can provide answers to questions and suggestions that can make a big difference when it comes to navigating the business world.

Perspective

Because they are experienced, mentors can also provide context and perspectives that were not previously considered. For example, they can be knowledgeable about how consumers and potential investors respond to various strategies because they have encountered similar situations in the past.

Improving skills

In contrast to consultants who may only be concerned with what’s best for a business venture, mentors are invested in helping mentees develop business skills for the long term.

Networking

Mentors have valuable connections in the business world. Networking is vital for climbing the corporate ladder, so having a close relationship with a successful mentor can be essential.

Methods and strategies

Business mentorship can also be a source of proven approaches to prevent or address problems when they arise. From recruiting and staffing to cultivating a positive company culture, mentors provide knowledge for all aspects of business.

Long-lasting relationships

One of the most significant benefits of business mentorship is the chance to collaborate throughout the course of careers. Fostering a long-lasting relationship with mentors can give new business professionals access to consistent guidance and resources.

Confidence and encouragement

Sometimes all it takes to make important business decisions is confidence. Mentors are perfectly positioned to provide guidance and reinforce the business skills their mentees have, making them more self-assured in all of their business interactions.

Forbes contributor Ken Perlman is a passionate supporter of mentorship because of its effects on leadership in the business world. He stresses that good mentors can help new professionals learn skills that go beyond the classroom, such as management principles and leadership practices. Perlman has seen firsthand the benefits that the mentor-mentee relationship can have for both parties. “The value of a mentor who can help cultivate leadership skills one-on-one in real-time, reduce the anxiety in taking big steps, and focus leaders on achieving their goals — is huge,” he says. As a mentor himself, Perlman knows how important it is to have an experienced contact who can “provide a different perspective, relate different leadership experiences and ask a different set of questions.” And through his work with clients of all types, Perlman has identified a common theme: “When I ask them, to whom or what they attribute their strong leadership skills, their answers are rather consistent. More often than not, they attribute their leadership skill-building to one or more influential individuals — strong mentors — who helped show them how to lead.”

The Mentor and MAP Program at Concordia University, St. Paul

When you enroll in the online MBA program at Concordia University, St. Paul, you have access to meaningful mentorship from an experienced business professional. The Concordia MBA Mentor and Managerial Application Portfolio (MAP) program sets you up for success through your studies and beyond graduation. All MBA students have a designated faculty mentor to support and guide them through graduate school. Your faculty mentor will act as a personal business coach and help you develop networking strategies, polish interpersonal skills and enhance your resume. Business success is within reach with Concordia’s online MBA. Learn more about the Mentor and MAP program today to get started.