166 Personnel Administration

This group includes occupations concerned with formulating policies relating to the personnel administration of an organization and conducting programs concerning employee recruitment, selection, training, development, retention, promotion, compensation, benefits, labor relations, and occupational safety. Occupations in personnel research and in administration of testing and counseling programs, for which a background in psychology is required, are included in Group 045.

166.067-010 OCCUPATIONAL ANALYST (profess. & kin.)

Researches occupations and analyzes and integrates data to develop and devise concepts of worker relationships, modify and maintain occupational classification system, and provide business, industry, and government with technical occupational information necessary for utilization of work force: Confers with business, industry, government, and union officials to arrange for and develop plans for studies and surveys. Devises methods and establishes criteria for conducting studies and surveys. Researches jobs, industry and organizational concepts and techniques, and worker characteristics to determine job relationships, job functions and content, worker traits, and occupational trends. Prepares results of research for publication in form of books, brochures, charts, film, and manuals, reporting forms, training films, and slides. Prepares management tools, such as personnel distribution reports, organization and flow charts, job descriptions, tables of job relationships, and worker trait analysis. Conducts training and provides technical assistance to promote use of job analysis materials, tools, and concepts in areas of curriculum development, career planning, job restructuring, and government and employment training programs. May specialize in providing technical assistance to private, public, or governmental organizations and be designated INDUSTRIAL OCCUPATIONAL ANALYST (profess. & kin.).

166.117-010 DIRECTOR, INDUSTRIAL RELATIONS (profess. & kin.) employee relations administrator; vice president, industrial relations.

Formulates policy and directs and coordinates industrial relations activities of organization: Formulates policy for subordinate managers of departments, such as employment, compensation, labor relations, and employee services, according to knowledge of company objectives, government regulations, and labor contract terms. Writes directives advising department managers of company policy regarding equal employment opportunities, compensation, and employee benefits. Analyzes wage and salary reports and data to determine competitive compensation plan. Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. Consults legal staff to insure that policies comply with Federal and State law. Prepares personnel forecast to project employment needs. Writes and delivers presentation to corporate officers or government officials regarding industrial relations policies and practices.

166-117-014 MANAGER, EMPLOYEE WELFARE (profess. & kin.) employee-service officer; manager, welfare.

Directs welfare activities for employees of stores, factories, and other industrial and commercial establishments: Arranges for physical examinations, first aid, and other medical attention. Arranges for installation and operation of libraries, lunchrooms, recreational facilities, and educational courses. Organizes dances, entertainment, and outings. Insures that lighting is sufficient, sanitary facilities are adequate and in good order, and machinery safeguarded. May visit workers' homes to observe their housing and general living conditions and recommend improvements if necessary. May assist employees in the solution of personal problems, such as recommending day nurseries for their children and counseling them on personality conflicts or emotional maladjustment.

166.117-018 MANAGER, PERSONNEL (profess. & kin.)

Plans and carries out policies relating to all phases of personnel activity: Recruits, interviews, and selects employees to fill vacant positions. Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps record of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Investigates accidents and prepares reports for insurance carrier. Conducts wage survey within labor market to determine competitive wage rate. Prepares budget of personnel operations. Meets with shop stewards and supervisors to resolve grievances. Writes separation notices for employees separating with cause and conducts exit interviews to determine reasons behind separations. Prepares reports and recommends procedures to reduce absenteeism and turnover. Contracts with outside suppliers to provide employee services such as canteen, transportation, or relocation service. May keep records of hired employee characteristics for governmental reporting purposes. May negotiate collective bargaining agreement with BUSINESS REPRESENTATIVE, LABOR UNION (profess. & kin.).

166.167-018 MANAGER, BENEFITS (profess. & kin.) employee services manager; personnel services manager.

Manages employee benefits program for establishment: Plans and directs implementation and administration of benefits programs designed to insure employees against loss of income because of illness, injury, layoff, or retirement. Directs preparation and distribution of informational literature and verbal presentations to notify and advise employees of eligibility for benefits programs, such as insurance plans, paid time off, bonus pay, and special employer-sponsored activities. Analyzes company benefits policies, laws concerning mandatory insurance coverage, data concerning prevailing practices among similar organizations, and agreements with labor unions, in order to comply with legal requirements and to establish competitive benefits programs. Modifies aspects of existing program according to findings, utilizing knowledge of prevailing practices, emerging types of benefits packages, and customary benefits provided for production, supervisory, and executive personnel. Directs performance of clerical functions, such as updating records and processing insurance claims.

166.167-026 MANAGER, EDUCATION AND TRAINING (education)

Plans, coordinates, and directs personnel training and staff development programs for industrial, commercial, service, or governmental establishment: Confers with management and supervisory personnel in order to determine training needs. Formulates training policies and schedules, utilizing knowledge of identified training needs, company production processes, business systems, or changes in products, procedures, or services. Designates training procedures, utilizing knowledge of effectiveness of such training methods as individual coaching, group instruction, lectures, demonstrations, conferences, meetings, and workshops. Organizes and develops training manuals, reference library, testing and evaluation procedures, multimedia visual aids, and other educational materials. Trains assigned instructors and supervisory personnel in effective techniques for training in both general and specialized areas, such as those concerned with new employees' orientation, specific on-the-job training, apprenticeship programs, sales techniques, health and safety practices, public relations, refresher training, promotional development, upgrading, retraining, leadership development, and other such adaptations to changes in policies, procedures, and technologies. May coordinate established training courses with technical and professional courses offered by community schools. May screen, test, counsel, and recommend employees for company educational programs, or for promotion or transfer.

166.167-034 MANAGER, LABOR RELATIONS (profess & kin.) labor-relations representative.

Manages labor relations program of establishment: Analyzes text of collective bargaining agreement and develops interpretation of intent, spirit, and terms of contract, to counsel management in development and application of labor relations policies and practices, according policy formulated by DIRECTOR, INDUSTRIAL RELATIONS (profess. & kin.). Represents management in investigating, answering, and settling grievances, by arranging and scheduling grievance meeting between grieving workers, supervisory and managerial personnel, and BUSINESS REPRESENTATIVE LABOR UNION (profess. & kin.). Prepares statistical reports of types and frequency of actions taken concerning grievances, arbitration, mediation, and related labor relations activities, in order to identify problem areas. Verifies adherence to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours, and working conditions. Represents management in periodic labor contract negotiations or serves as informational resource for such matters as provisions of current contract and significance of proposed changes and by furnishing reference documents and statistical data concerning labor legislation, labor market conditions, prevailing union and management practices, wage and salary surveys, and employee benefits programs. May be employed by firm offering labor relations advisory services to either management or labor and be known as LABOR-RELATIONS CONSULTANT (profess. & kin.). May be employed by governmental agency to study, interpret and report on relations between management and labor and be known as INDUSTRIAL-RELATIONS REPRESENTATIVE (gov. ser.).

166.267-010 EMPLOYMENT INTERVIEWER (profess. & kin.) placement interviewer.

Interviews job applicants to select persons meeting employer qualifications: Reviews completed application and evaluates applicant's work history, education and training, job skills, salary desired, and physical and personal qualifications. Records additional skill, knowledge, ability, interest, test results, and other data pertinent to classification, selection, and referral. Searches files of job orders from employers and matches applicant's qualifications with job requirements and employer specifications, utilizing manual file search, computer matching services, or employment service facilities. Informs applicant about job duties and responsibilities, pay and benefits, hours and working conditions, company and union policies, promotional opportunities, and other related information. Refers selected applicant to interview with person placing job order according to policy of school, agency, or company. Keeps for future reference records of applicants not immediately selected or hired. May perform reference and background checks. May refer applicant to vocational counseling services. May test or arrange for skills, intelligence, or psychological testing of applicant. May engage in research or follow-up activities to evaluate selection and placement techniques, by conferring with management and supervisory personnel. May specialize in interviewing and referring certain types of personnel, such as professional, technical, managerial, clerical, and other types of skilled or unskilled workers. May be known as PERSONNEL RECRUITER (profess. & kin.) and seek out potential applicants and try to interest them in applying for position openings.

Adapted from US Department of Labor DOT for Dictionary of Agricultural Occupations

15 November 2004