Personnel Analysts

What They Do

The main responsibilities of a personnel analyst are to create, plan and implement development programs for the employees or staff of a business or organization. These programs relate directly to recruitment practices, orientation and training, as well as employee productivity. Through research and evaluations, personnel analysts advise and assist executives concerning pensions, information systems, health care, employee relations and other human resource-related topics. Specifically, personnel analysts consider employee compensation, labor relations and benefits. Personnel analysts are also called:

  • benefits analysts
  • human resource specialists
  • personnel management analysts
  • labor relations specialists
  • compensation analysts

These analysts work with executives to advise them concerning the legal and operational guidelines that apply to their organization or business. They research and monitor the productivity, satisfaction and workloads of the departments of an organization and the staff. Gathering research and data may involve writing examinations and surveys and conducting interviews.

The result of gathering data is to make suggestions or create plans for reorganization of the company. Personnel analysts must have skills and knowledge concerning:

  • observation
  • communication
  • analysis
  • creative thinking

Personnel analysts must have the skills needed to convert the results of their data gathering to comprehensive reports and presentations. Therefore, both written and oral communication skills are key to success.

Career Growth

Personnel analysts may choose to work for one organization or as a consultant for a consulting firm. As a personnel analysts gain experience and conveys productivity and success in their position, they may be given more responsibility. Eventually, very successful personnel analysts often advance to senior management positions at specific companies or become partners at their consulting firms.

According to the Bureau of Labor Statistics, about 15 percent of HR specialists work in the employment services industry. This includes:

  • employment placement agencies
  • temporary help services
  • professional employment organizations

The BLS projects that future job growth will be due to the need to find replacements for employees leaving the workforce, as well as the need for highly experienced and educated human resource professionals who can handle the changes in labor and health care laws. It should be noted that personnel analysts who specialize in labor laws are expected to experience little to no growth in their field. This is due to the decrease of labor unions and union membership.

Salary Potential

The Bureau of Labor Statistics reports that personnel analysts and human resources specialists make an average salary of $55,800 a year. Some personnel analysts and human resource professionals are required to travel to job fairs, college campuses and interact with potential employees. Most of these professionals work full time during regular business hours.

Education Required

Like most human resource professionals, personnel analysts who have earned a master’s degree in a subject like industrial and organizational psychology are given preference when it comes to job competition. An I/O psychology program combines skills and knowledge in business, management, statistics, psychology and research methods. Additional courses in human resource-specific subjects like training and development or how to create a competency culture are considered important to success in a position that involves personnel analysis.

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