Human Resources Development
The average salary for HR professionals continues to increase steadily. The average salary in 2011 according to Training magazine was $84,142, an increase of about $800 over last year’s average, which in turn was up from $76,365 in 2005.
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.