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Today’s workforce is more competitive than ever so having a plan for your career path is an important first step in reaching your goals. Human resources offers a wide variety of positions–some general and some with specializations. So where to start, and where to head next? Take a look to see how some typical HR roles stack up and how your education, experience and skills help you stand out as a candidate.

Chief HR Officer (CHRO)

As the head of human resources, the CHRO supports company plans in the development and execution of HR systems, policies, goals and strategies. Responsibilities encompass succession planning, talent management, training, development, benefits and compensation.

Salary: $154,864¹

Education: MA/MS in HR or MBA expected

Experience: 10-20 years

Responsibilities:

• Advise executive management team.
• Help determine plans for management succession and organizational change.
• Develop recruiting, retention, compensation, and benefits plans.
• Oversee talent acquisition and management, career and leadership development, employee engagement and retention, training and compensation.

HR Director

In this senior role, the HR Director takes responsibility for all human resources efforts in an organization and typically reports to the Chief HR Officer. They supervise HR staff and ensure smooth operation of the department.

Salary: $85,953¹

Education: B.S. Human Resources, Business, or related field often sufficient with extensive experience. MA/MS in HR or MBA recommended.

Experience: 10 years

Responsibilities:

• Create and implement company-wide policies around talent acquisition, employee retention and dismissal, benefits and overall company culture.
• Ensure employee morale with motivating programs and benefits plans.

HR Manager

The HR manager oversees recruiting and hiring, benefits, training, compensation and related human resources functions. This role is intricately concerned with linking management and employees.

Salary: $64,657¹

Education: B.S. Human Resources, Business, or related field – but some employers require a master’s degree.

Experience: 5 years

Responsibilities:

• Guarantee compliance with company policies and business laws.
• Manage teams of HR specialists.
• Develop and execute human resources plans and procedures relating to their HR specialty.
• Contribute to the development of overall human resources goals.

HR Generalist

Largely a tactical role, the HR Generalist works within departmental and organizational development, Human Resource Information Systems, employee relations, training and development, as well as benefits and compensation.

Salary: $52,033¹

Education: B.S. Human Resources, Business, or related field

Experience: 3-5 years

Responsibilities:

• Administer policies, procedures and programs within the HR department.
• Manage daily operations of the human resources department.

HR Assistant

At the entry level, the HR Assistants takes responsibility for facilitating HR processes, communicating with employees and serving as a company representative. Tasks are heavily administrative.

Salary: $39,182¹

Education: B.S. Human Resources, Business, or related field

Experience: Entry level

Responsibilities:

• Respond to employee questions and concerns (or refer them to the appropriate party).
• Assist in events, employee communications, documentation and meetings.
• Manage logistics of interviews and hiring like scheduling and reference checks.

Sources

1. https://www.payscale.com

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Business and human resource managers should not underestimate the size of the millennial workforce and the influence they will have on the modern work environment in the years to come. In fact, millennials currently make up 35% of the workforce, according to the Pew Research Center.

Baby boomers are quickly aging out of the workforce and Generation X makes up a much smaller group in comparison (only representing one-third of today’s workforce), meaning that millennials will be called on sooner than later to take on leadership roles. The HR departments across various industries have been called on to help recruit, train, and retain new, younger talent for optimal business success.

The Demands of the Millennial Workforce

Research shows that millennials have different expectations and motivators in a job setting than their predecessors. It is important for managers to recognize these differences to maximize productivity and creative output as well as enhance the work environment for this new generation of workers.

Millennials are more concerned about their work having meaning than a big paycheck, according to “Creating Tomorrow’s Leaders: The Expanding Roles of Millennials in the Workplace” by Lauren Stiller Rikleen. Millennials surveyed for a Gallup report agreed. Meanwhile, managers are more likely to be motivated by money and responsibility. Thirty percent of responding millennials identified that meaningful work was an important factor of their job compared to just 12% of managers.

Rikleen’s report goes on to identify a large discrepancy in the importance of high pay between millennials and their managers. While 50% of managers valued high pay, only 28% of millennials ranked it as an important job factor. Similarly, responsibility was ranked as important by 12% of managers compared to just five percent of millennials, while 25% of millennials valued a sense of accomplishment with their job compared to just 12% of managers.

Consider the following workplace expectations as outlined by Rikleen’s report:

• Baby boomers prefer individually focused work, while millennials favor a collaborative team environment to generate results
• Structure in the workplace is important to baby boomers, whereas millennials value flexibility
• Baby boomers respond better to the command and control management style, while millennials prefer active, involved leadership in the workplace
• Baby boomers equate work to their income, while work is also a factor for personal enrichment with millennials
• Job security is a major concern for baby boomers, while employability (such as job training, skills, education) is a top concern for millennials
• Baby boomers garner perceived influence through their position within the organization they are employed, whereas millennials gain influence through their networks

Inside the Workplace

Millennials are shaking up the labor force with the demand for a new type of work environment, leadership, and management.

The Gallup report outlined key points for what millennials seek in the workplace.

• Millennials seek a coach rather than a manager. Only 23% of millennials say that their managers provide meaningful feedback.
• Millennials want constant feedback on their job performance instead of annual reviews that focus on past incidents. In fact, only 14% of millennial employees say that reviews inspire them to improve their performance.
• The ability to work on improving strengths is more motivating and can help millennials perform better in the workplace. They would rather not try to fix their weaknesses. Gallup research found that strength-based development can result in an increase in profits by up to 29%.
• Building on their strengths, millennials are seeking ways to develop themselves professionally instead of focusing on job satisfaction. A lack of career growth opportunity can lead to employee turnover, which is costly for a company.

Human Resource’s Role in Shaping the Millennial Workforce

Human resource departments play an integral role in bridging the gap between the millennial and baby boomer workforce. They are in charge of cultivating a millennial workforce that is engaged and motivated while helping them to adapt to current company processes and policies.

Recruitment is the first step to building a productive and successful millennial workforce. HR personnel must provide potential millennial employees with a broad picture of the organization’s culture that highlights any positive benefits, such as an open communication policy, a flexible work schedule, training and professional development opportunities, and more. Robust compensation packages that include health and wellness benefits, investment opportunities, and financial support for continued education can also attract a millennial to your team.

Training and professional development can make millennials more valuable to your workforce while providing them with an enhanced feeling of employability. Encourage members of leadership to facilitate team building exercises and lead business-related seminars. Provide on-the-job mentors for millennials to utilize as a resource for career support and establish other methods of connecting millennials to members of leadership. In addition, human resource departments should work to build training programs for management-level employees in order to help managers effectively lead a diverse workforce.

Once a company builds a solid millennial workforce, HR departments must establish retention policies. Creating a work environment that meets the needs and demands of millennials aid in retention efforts. Offer flexible schedules, casual work environments, and professional development opportunities. Encourage company leaders to communicate with millennial team members and support a collaborative work environment.

Keep Up with Workforce Demands

Millennials are quickly outpacing and out-staffing previous generations in today’s workforce, creating a drastic change in the modern work environment. Understanding their needs within the work environment can help a business harness their creative power for maximum benefit.

Concordia University, St. Paul’s online HR degree responds to the realities of the marketplace both now and in the future. This program — along with the HR master’s online — use relevant curriculum to position you for real-world opportunities and success. In addition, they are offered in a flexible online format that allows you to complete your studies at a time and place that is most convenient for you.

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The post-millennial generation is about to arrive in your workplace, but there are few overlaps between these digital natives and their older colleagues. Poised to disrupt the workforce with an influx of 61 million job seekers, Generation Z brings characteristics and expectations you might not anticipate to the office. Here’s what you need to know to stay ahead of the transformation.

A PICTURE OF GENERATION Z

Who is Gen Z?

Members were born between 1995-2010, meaning the oldest are 22 and just entering the workforce.

• 48% – Forty-eight percent are non-Caucasian¹, which makes them the most diverse generation to date.
• Defined by privacy, cautiousness, practicality, and mindfulness of the future, they tend to be more like their grandparents than millennials

Unprecedented digital connection…

Gen Z has never known life without technology at their fingertips (the first smartphone debuted when they were infants).

• 5 – On average, they use five screens – smartphone, TV, laptop, desktop, and iPod or iPad.²
• 96% percent own a smartphone.³
• More than half spend at least 10 hours a day on an electronic device.³

…but crave real-life connection

Despite being inundated with technology all their lives, Gen Z expresses concern about their digital devices and place high value on offline relationships.

• Only 49 percent agree that social media is an important part of their life.¹
• Nearly 60 percent are concerned that social media is too public.¹
• 37% – Thirty-seven percent worry that technology is weakening their ability to maintain strong interpersonal relationships and develop good people skills.⁴

Cautious (but reasonable) consumers

This generation grew up in the Great Recession and the Occupy Wall Street movement, which has made for frugal shoppers with a distrust of big brands.

• 35% – Thirty-five percent plan to start saving for retirement in their 20s.⁵

GEN Z AT WORK

Gen Z makes up the latest wave of young professionals entering the workforce. Outnumbering their millennial predecessors, this group will make up forty percent of the working and consumer population by 2020.⁶ Twenty-eight percent of millennial managers look to Gen Z with concern, doubting their ability to recruit, retain, and train them. ⁵ Gen Z are hard workers – an asset to employers – but when it comes to recruiting and retaining, what matters to these incoming job seekers? We’ve compiled results from several surveys to find out.

Practical prospects

Gen Z is deeply driven by security. More pragmatic than millennials, Gen Z express concerns about money and benefits.

• 65% – Sixty-five percent of respondents think salary is important.⁶
• 70% – Seventy percent describe salary as their top motivator.⁷
• 70% – Seventy percent say their top “must have” is health insurance.⁷

Career ownership

Not only do Gen Z work hard, they also take responsibility for their career. This generation is willing to put in the extra hours if they’ll be rewarded for it. They are competitive and want to be judged by their merit. This means they also value skill development and self-improvement, and they often prefer to work independently.

This also makes for a generation of entrepreneurs. Nearly half (42 percent) of the Monster Multi-Generational Survey respondents want to have their own business someday.⁷

• Only 38 percent of respondents consider work-life balance to be important.⁶
• 76 percent describe themselves as responsible for driving their own career.⁷
• 58 percent say they’d work nights and weekends for higher pay.⁷

Technology as a tool

While Generation Z are anything but strangers to technology, they view it is a tool – not a toy. They are less enamored with flashy new releases than previous generations. These employees expect work phones and laptops. Adept at quickly picking up new technology and instantly accessing information, you can expect Gen Z workers to learn and start contributing sooner rather than later.

• 23% – Twenty-three percent of respondents expect texting to be essential to workplace communication.⁷

Fans of face-to-face

Perhaps because of their digital environment, Gen Z place high value on face-to-face interaction. These employees don’t just want to work for you – they want to be coached by you, too. Social experiences matter in the workplace and beyond, which makes culture a key convincing point for recruiters. Gen Z is also the most accepting generation yet, so they feel right at home in a diverse work environment.

• 40% – Forty percent want daily interactions with their boss and think they’ve done something wrong if they don’t.⁵

THE BOTTOM LINE

Employers prepared to deliver a positive and rewarding day-to-day work experience with competitive compensation will be well-equipped to welcome their youngest workers. Earning a Bachelor of Science in Human Resource Management or a Master of Arts in Human Resource Management from Concordia University, St. Paul, is an excellent way to refine your hiring and training practices.

Sources:

1. http://www.collaborata.com/projects/198
2. https://www.ibtimes.com/marketing-generation-z-millennials-move-aside-brands-shift-focus-under-18-customers-1782220
3. http://mediakix.com/2017/03/the-generation-z-statistics-you-should-know/#gs.AeNZUfs
4. https://www2.deloitte.com/content/dam/insights/us/articles/4055_FoW-GenZ-entry-level-work/4055_FoW-GenZ-entry-level-work.pdf
5. https://www.cnbc.com/2018/05/01/61-million-gen-zers-about-to-enter-us-workforce-and-change-it.html
6. https://www.visioncritical.com/generation-z-statistics/
7. https://www.monster.com/career-advice/article/gen-z-boss-0816

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Grant writers research, draft, and present proposals with the goal of helping nonprofit organizations (and in some cases, individuals) receive funding. Public and private institutions designate billions of dollars for grant money each year; those funds are meant for specific causes. It is the job of the grant writer to match available money with projects or causes that need support.

What Does a Grant Writer Do?

Grant writing is a very rewarding career path, as writers get to regularly help causes that may be important to them. Animals, education, underprivileged children, violence prevention, and the environment are just a few of the causes a grant writer can expect to work for. Grant writers may work for charities or nonprofit organizations, or they may be self-employed contractors who accept projects from multiple organizations.

New grant writers would do well to seek employment in large cities, as this is where they will find the most diverse opportunities. Once a grant writer gets his or her foot in the door, the best advice is to focus on enhancing their craft via focused grant writing classes and workshops. These are oftentimes available through community colleges and professional associations.

As with many professions, on-the-job training is especially rich and will aid in career advancement. Years of practice will help grant writers develop the sharp skills needed for successful proposal writing.

How Much Do Grant Writers Earn?

According to PayScale, the average income for grant writers is about $48,300 per year. Grant writers who are self-employed generally charge a flat fee per project, but some establish an hourly rate for their services.

How Do I Become a Grant Writer?

Those interested in becoming a grant writer should strive to earn a bachelor’s degree to be qualified for entry-level jobs. One advantage of studying to be a grant writer is that it usually doesn’t matter what field of study a student chooses. Of course, classwork in English, writing, and marketing are helpful and will give a student an advantage for this role.

Grant writers are disciplined professionals who are able to manage multiple projects and meet deadlines. A good grant writer will possess the following skills:

• Research and writing: Grant writers use research to find opportunities and match them to their clients. Strong writing that concisely and convincingly expresses ideas within a proposal will help a project stand out and hopefully win funding.
• Attention to detail: Grant writers should endeavor to be as accurate and detail-oriented as possible in their work. In this same vein, the ability to multitask and organize writing logically is important.
• Interpersonal skills: Writers often work closely with clients, institutions, and co-workers to collect information and then convey it in a meaningful and accurate way. Strong interpersonal skills will help a grant writer be successful.

With the right skill set, you can enter a role as a grant writer. Concordia University, St. Paul’s online marketing degree will give you the practical tools needed to excel in this career path. Our program offers a convenient online format that allows you to complete your studies at a time and place that works best for you.

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While earning a college degree takes a lot of hard work and determination, it also takes a lot of time and money, both of which can place a heavy burden on working professionals. Adult learners who have the drive to start or continue their education are looking for some breaks to make the decision to return to school easier on them.

Apply for Financial Aid First

As a new student enrolling in one of our human resource programs, you should complete the Free Application for Federal Student Aid (FAFSA) to determine your eligibility for federal and institution aid. When completing the FAFSA form, remember to use our school code: 002347.

Our team of financial aid experts will determine your eligibility for institutional aid. Some institutional aid may include grants and scholarships. It is important to note that not everyone will qualify for this type of tuition support. If you don’t qualify for financial aid (or even if you do), consider applying to one or more of these scholarship programs to help you save money on tuition.

Grants and Scholarships for HR Students

Susan R. Meisinger Fellowship for Graduate Study in Human Resources

Current human resource professionals can leverage their past work experience toward advanced academic and industry studies to help shape the future of HR. The Society for Human Resource Management (SHRM), the SHRM Foundation, and the HR Certificate Foundation sponsor an annual fellowship for first-time master’s degree students enrolled in an HR program. This fellowship program is specially designed for members of SHRM or certified human resource professionals through the HR Certification Institute.

The fellowship awards one winner annually to receive up to $10,000. Each fellowship is renewable for one additional year for a total up to $20,000. Additional fellowships may be awarded based on funding availability.

SHRM Foundation Student Scholarships

Make the most of your time as a student in one of our human resource programs. Join SHRM as a student and earn valuable member benefits, including discounted membership and program fees as well as the opportunity to apply for scholarship awards.

Scholarships are made available to both undergraduate and graduate students with awards ranging from $2,500 to $5,000. Undergraduates must have a minimum cumulative GPA of 3.0 on a 4.0 scale and must have completed at least one HR management course. Graduate students applying for scholarships through the SHRM Foundation must be enrolled in a human resource or HR-related program and have completed at least six hours of graduate coursework with a minimum GPA of 3.5 on a 4.0 scale.

These merit-based scholarships are awarded based on SHRM student chapter involvement, academic achievement, and extracurricular activities, which include work experience and financial need.

International Public Management Association for Human Resources (IPMA-HR) Graduate Study Fellowship Program

Members of IPMA-HR pursuing a graduate degree in human resources are eligible for a scholarship award of up to $2,000. The award is given to two IPMA-HR members and is renewable for one academic year. Recipients must provide evidence of maintaining a cumulative GPA of 3.0 or better on a 4.0 scale.

IPMA-HR Scholarship Program

Children of IPMA-HR members seeking a bachelor’s degree are eligible to receive a one-time scholarship of $1,000. Preference is given to students pursuing a bachelor’s degree in human resources or public administration. Applicants must be enrolled in an accredited college or university, and their parent must be a current association member and have maintained membership for the last three years.

Earn Your Degree in HR

Whether you are new to the profession or an established professional, you could benefit from scholarships and grants. Concordia University, St. Paul has human resource programs that help current HR professionals build a stronger, thorough career that bridges past work experience with new skills and industry knowledge. Our bachelor’s and master’s degrees in HR management are also ideal for the career changer looking for an accelerated track to gain new skills and industry knowledge to apply toward a new career in human resources.

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The modern office is a melting pot of generations, including industry vets, experienced professionals, excited new hires, and wide-eyed interns. They span ages, from Baby Boomers to Generation Z, coming from different backgrounds that contribute to their uniqueness as employees and create particular opportunities for HR professionals, in terms of hiring and retention.

Below, we explore what’s special about each generation and how to keep them all working together productively.

Baby Boomers

Born: 1946 to 1964

Characteristic Traits: Ambitious, loyal, work-centric

Work Style: Self-reliant, practical, goal-oriented

Motivate with: New experiences to avoid stale routines

Stressed by new communication tools

Baby Boomers: 38%

Generation X: 40%

Millennials: 43%

Post-Millennials: 50%

Generation X

Born: 1965 to 1980

Characteristic Traits: Balanced, entrepreneurial, individualistic

Work Style: Independent, autonomous, meritocratic

Motivate with: Flexibility for obligations like parenthood

Optimistic about the benefits of tech

Baby Boomers: 29%

Generation X: 30%

Millennials: 30%

Post-Millennials: 11%

Generation Y (Millennials)

Born: 1981 to 1995

Characteristic Traits: Avid, hearty, searching

Work Style: Inquisitive, responsive, collaborative

Motivate with: Acknowledgement through greater responsibility

Most used method of collaboration

Baby Boomers: Meeting

Generation X: Email

Millennials: Email

Post-Millennials: Chat

Generation Z (Post-Millennials)

Born: After 1996

Characteristic Traits: Young, social, innovative

Work Style: Flexible, structured, transparent

Motivate with: Education to build careers

Least favorite method of collaboration

Baby Boomers: Screen Sharing

Generation X: Screen Sharing

Millennials: Call

Post-Millennials: Call

Who is Generation Alpha?

Generation Alpha are the children of Gen Y. There are more than 2.5 million of them born each day. They are “born to digital technology like it’s a fifth element of nature. They will be the wealthiest, the most intensely educated, and most dynamic generation that human society has yet seen.”

Key Difference Between Gen X and Baby Boomers

You’ll need to offer reward incentives to recruit and retain Gen X.

• Gen X craves prizes and rewards as a form of recognition for their superior collaboration and information skills.
• 64% of Gen X believe teams should be rewarded for success, but only 44% of Baby Boomers share this belief.
• 66% of Gen X believe individual employees should be rewarded for sharing information and collaboration, but only 43% of Baby Boomers agree.

Key Difference Between Gen X and Gen Y

There aren’t too many differences between Gen X and Gen Y. You’ll need to offer social media collaboration to recruit and retain them both.

• Between 54% and 62% of Gen X and Gen Y communicate with business partners, gather market research, and sell products via social media.

Every Generation Needs Employee Training

Employee training is the key to productivity and enhanced brand awareness.

• Between 50% and 63% of Gen Y and Baby Boomers don’t have a full understanding of their organization’s brand.
• Only 56% of Gen X have a good understanding of their organization’s brand.

Better employee training begins with better human resource management. To get the most out of each generation, start by building your knowledge and sharpening your skills in human resources. Consider earning your Bachelor’s or Master’s in Human Resource Management from Concordia University today.

Sources

• https://www.catalyst.org/
• https://www.inc.com/
• https://www.forbes.com/
• https://www.microsoft.com/
• https://aaspa.org/

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An import or export agent acts as a middle person for the purchase or sale of products between both domestic and overseas companies. Responsibilities for this career vary depending on the field and type of company for which the agent works. Duties may also be different depending on where the agent is in the supply chain.

What Does an Import or Export Agent Do?

As mentioned, the specific duties for an import or export agent depends on their field and company. For example, at an export management company, agents work with foreign distributors, overseas marketing and advertising, and organizing budgets and invoices. On the other hand, at an export trading company, they are busy researching the market for specific projects, as well as delivering sales pitches regarding trade to foreign and domestic companies.

Import or export agents may also choose to be hired by a company, open their own company, or work individually. While working individually will cut out the middleman, there is greater risk and much more responsibility involved.

Import or export agents also need to understand global economic trends and be able to recognize how certain announcements and news stories will affect certain trade opportunities. Along with recognizing trends, agents also need to understand the legal formalities, documentation, federal regulations, and local regulations associated with different companies and how they may influence current and future prospects. When delays, damages, and other issues arise, they must also know how to quickly and effectively find solutions and report to the proper individuals to have these problems resolved in a timely manner.

How Much Do Import or Export Agents Earn?

While the Bureau of Labor Statistics does not provide information for this specific career, the similar position of purchasing agent has an annual median salary of $67,600. As with all careers, salary depends on the field in which an individual is working, as well as job responsibilities. Some companies may also have agents receive a portion of commission or retainers depending on their trade arrangements.

How Do I Become an Import or Export Agent?

A bachelor’s degree is typically the standard for this career. For those interested in management positions, a master’s degree may be the right choice. Specializations may be centered around particular products or areas of the world. While in school, individuals should pay close attention to learning subjects such as trade policy, currency transactions, import-export law, and policies associated with trade deals.

Agents need to be highly organized to maintain correct information about products, different markets, various companies, and trading. They should also be very research-savvy and be able to interact with both local and international markets and people in those markets. The most important part of this job is to keep up with trade and the products and materials associated with a particular business. Staying informed and being proactive are valuable assets.

With the right background, you can excel in a career as an import or export agent. Concordia University, St. Paul offers an online business degree and a Master of Business Administration. Taught by business professionals, you will learn core business principles and gain practical knowledge. Both programs are offered in a flexible online format that allows you to complete your coursework at a time and place that works best for you.Place the entire article in this