Human resources assistants maintain the personnel records of an organization’s employees. These records include information such as name, address, job title, and earnings, benefits such as health and life insurance, and tax withholding. On a daily basis, these assistants record information and answer questions about employee absences and supervisory reports on employees’ job performance. When an employee receives a promotion or switches health insurance plans, the human resources assistant updates the appropriate form. Human resources assistants also may prepare reports for managers elsewhere within the organization. For example, they might compile a list of employees eligible for an award.
In smaller organizations, some human resources assistants perform a variety of other clerical duties, including answering telephone or written inquiries from the public, sending out announcements of job openings or job examinations, and issuing application forms. When credit bureaus and finance companies request confirmation of a person’s employment, the human resources assistant provides authorized information from the employee’s personnel records. He or she may also contact payroll departments and insurance companies to verify changes to records.
Some human resources assistants are involved in hiring. They screen job applicants to obtain information such as their education and work experience; administer aptitude, personality, and interest tests; explain the organization’s employment policies and refer qualified applicants to the employing official; and request references from present or past employers. Also, human resources assistants inform job applicants, by telephone or letter, of their acceptance for or denial of employment.
In some job settings, human resources assistants have specific job titles. For example, assignment clerks notify a firm’s existing employees of upcoming vacancies, identify applicants who qualify for the vacancies, and assign those who are qualified to various positions. They also keep track of vacancies that arise throughout the organization, and they complete and distribute forms advertising vacancies. When filled-out applications are returned, these clerks review and verify the information in them, using personnel records. After a selection for a position is made, they notify all of the applicants of their acceptance or rejection.
As another example, identification clerks are responsible for security matters at defense installations. They compile and record personal data about vendors, contractors, and civilian and military personnel and their dependents. The identification clerk’s job duties include interviewing applicants, corresponding with law enforcement authorities, and preparing badges, passes, and identification cards.
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Employment of human resources assistants is expected to grow about as fast as the average for all occupations through the year 2012, as assistants continue to take on more responsibilities. For example, workers conduct Internet research to locate resumes, must be able to scan resumes of job candidates quickly and efficiently, and must be increasingly sensitive to confidential information such as salaries and Social Security numbers. In a favorable job market, more emphasis is placed on human resources departments, thus increasing the demand for assistants. However, even in economic downturns, there is demand, as human resources departments in all industries try to make their organizations more efficient by determining what type of employees to hire and strategically filling job openings. Human resources assistants may play an instrumental role in their organization’s human resources policies. For example, they may talk to staffing firms and consulting firms, conduct other research, and then offer their ideas on issues such as whether to hire temporary contract workers or full-time staff.
As with other office and administrative support occupations, the growing use of computers in human resources departments means that much of the data entry that is done by human resources assistants can be eliminated, as employees themselves enter the data and send the electronic file to the human resources office. Such an arrangement, which is most feasible in large organizations with multiple human resources offices, could limit job growth among human resources assistants.
In addition to positions arising from job growth, replacement needs will account for many job openings for human resources assistants as they advance within the human resources department, take jobs unrelated to human resources administration, or leave the labor force.
(See the introductory statement on information and record clerks for information on working conditions, training requirements, and earnings.)
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Back to Top Human resources assistants keep the records of a company's employees. Every day, they write down information and answer questions about employees. They sometimes do research on the Internet to find qualified applicants for various jobs. They get information from job applicants like their education and work experience. Back to Top The middle half of human resources assistants earned between $24,860 and $36,970 in 2002.
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HR assistants at large organizations may specialize. But others do everything from updating employee records to giving tests to job applicants to answering employee questions about health care benefits. Employers place a great deal of trust in HR assistants, who often have access to private information, such as the salaries and health conditions of their coworkers. A highly organized person who pays attention to details and works well with others. Make High School Count Sign up for speech or drama to polish your spoken communication skills.
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This can include hiring forms, benefit forms, insurance forms, payroll records, evaluation records, training records, retirement and pension forms and much, much more. These different kind of firms staff these positions differently. When the economy slows down and companies have an easier time finding new employees, they are more likely than ever to look for college graduates for these positions. However, they usually don't work for very small companies because employers with only a few workers handle HR issues themselves. Some assistants work for human resources out-sourcing firms that contract to handle human resource work for other companies.
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Compile and type reports from employment records. It does not involve solving the problem, only recognizing there is a problem. For example, an electrician must have completed three or four years of apprenticeship or several years of vocational training, and often must have passed a licensing exam, in order to perform the job. Job Training Employees in these occupations usually need one or two years of training involving both on-the-job experience and informal training with experienced workers. Job Zone Examples These occupations usually involve using communication and organizational skills to coordinate, supervise, manage, or train others to accomplish goals.
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Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports on ability, and date of and reason for termination. Compile and type reports from employment records. File employment records. Our Career Test will show you how. Department of Labor, Employment and Training Administration.
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Bolle's book is still timeless for job seekers of all kinds, updated to meet current trends in the job market. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports on ability, and date of and reason for termination. Compile and type reports from employment records. Looking for a job in Human Resources Assistants, Except Payroll and Timekeeping. Over 1 million people in Australia has some type of home-related business and this figure is getting higher.
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These records include information such as name, address, job title, and earnings, benefits such as health and life insurance, and tax withholding. On a daily basis, these assistants record information and answer questions about employee absences and supervisory reports on employees’ job performance. When an employee receives a promotion or switches health insurance plans, the human resources assistant updates the appropriate form. Human resources assistants also may prepare reports for managers elsewhere within the organization. Also, human resources assistants inform job applicants, by telephone or letter, of their acceptance for or denial of employment.
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