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Human Resources
Salary Growth in 2010

According to Robert Half Internationals research none of the ten (10) positions that will see salary growth in 2010 is a position in human resource or HR.

The position that you can consider as closest to HR is that of Executive Assistant who will serve several managers. This is one of the positions that will see salary growth in 2010.

As the HR Manager, you may want to look into this.

Going back to missing HR positions in the survey, you may ask, "What does this seemingly lack of human resources salary growth in 2010 indicate with regard to HR in general?"

It appears that HR has long way to go as far as importance of function is concerned. The positions mentioned include tax accountant, compliance director, systems engineer, and medical records clerk.

Further, it shows that the HR openings may not attract the right talent. This does not paint a good picture in the future of human resource management.

Another question arises as to whether or not institutions of higher learning will cease offering diploma and degree courses in human resource management.

With the numerous written works on HR, with the countless proposals on the importance of human resource management, and with the many HR models and principles propounded by HR experts, you may feel that HR is not making any headway.

Is there another way, another model that is more effective and motivates corporate leaders to accept and implement in their organizations? Is there anyone who knows how to better implement HR strategies that will convince every party concerned on the important role of HR?

Will any Human Resources salary growth help competent people to apply for jobs in HR? Will such growth prompt many students to seek qualification in human resource management?

One of the important matters that needs looking into is to increase the value of HR contribution to the bottom-line of organizations.

You need to see this value-added HR in the light of the HR "cost." However, HR value is not easy to quantify. People are not convinced unless they see the positive effects in black and white. This is where HR performance metrics come into play. Let the experts come up with the most effective method that will truly demonstrate the real value of HR. When HR people makes valuable contribution as they are required to, this may indicate that it is time to review their compensation.

Failure to do this will contribute further to the downward spiral of human resource management. Total HR outsourcing will become more common, organizations will lose control of their people and their future direction. There may come a time when organizations will have no choice but to outsource the HR and practically every aspect of HR. Company or companies will concentrate on running their activities other than HR.

Does this spells the demise of the HR Department in every organization?

Coming back to the topic of Human Resources salary growth, will the unattractiveness of the poor or non-existent Human Resources salary growth have an impact as serious as this? If organizations start to recruit people into HR at higher starting salaries and there is a corresponding positive response from among HR talented people, you may never see the occurrence of such an impact.

The more serious challenge may come from corporate leaders who are slow to respond. HR is attempting to accomplish an uphill task.

So "Whither HR?"

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