A career in human resources can be very satisfying. Depending on your interests, education and career goals, you may find that the Human Resources Training offers just the right amount of variety to continually challenge you. Human resources generalists are familiar with the different areas - called "disciplines" - in the field, while human resource specialists select a discipline as their focus. Large organizations with several members in human resources teams are more likely to offer great opportunities for HR specialists.

Compensation and Benefits Specialists:

The realization of analysis and studies of compensation of wages, the negotiation of groups of costs of medical insurance, and the supervision of the administrative functions of payroll are only some of the tasks that a specialist in compensation and benefits. Specialists in this field should also feel comfortable explaining benefit plans to employees, and providing guidance on sensitive issues related to health benefits. Since a large part of the compensation and benefit structure is driven by technology, a working knowledge of information systems is another capability that is very useful for compensation and benefit specialists.

HRIS Specialists:

The human resources business requires an information system that responds to the needs of the organization and employees. Human Resources Information Systems (HRIS) specialists develop and control the technology that tracks attendance, payroll, tenure, seniority, and record keeping. These are the most basic functions that an HRIS serves. HRIS specialists must also have a working knowledge of compensation and benefits, as well as other human resources disciplines in order to have a working knowledge of HR technology needs.

Specialists in Relations with Employees and in Labor Relations:

In many organizations, employee relations specialists are also human resource generalists with tactical and strategic experience in all human resources disciplines. The main focus of labor relations and labor relations specialists is the strengthening of the employer-employee relationship to address and resolve employee concerns. This requires an understanding of employment and labor legislation, as well as the ability to use the formation of interpersonal relationships to improve levels of employee satisfaction. An employee relations specialist is the point of contact for non-union organizations and labor relations specialists work in union stores.

Recruitment Specialists:

The hiring function is often considered to be the face of the organization because the recruiters are responsible for creating and maintaining the image of the company as an eligible employer. Becoming an eligible employer helps attract qualified candidates and retain productive and fully engaged workers. Recruitment specialists should be familiar with the current hiring and trends of the workforce, as well as job and job projections in order to understand the availability of potential candidates and future employees.

Training and Development Specialists:

The role of the training and development specialist is most likely in large organizations with a focus on providing extensive training to their workers. Training and development specialists are closely involved in helping to shape the employer's strategic path through the development of a training plan that will prepare current workers to assume leadership roles in the organization. Training specialists also provide new guidance on hiring and, in some cases, training in safety and risk management.

This article was written, edited and reviewed exhaustively by the Talent Magnifier HR Team in order to ensure that readers receive the best and most detailed information possible.