Deciding which professional track to follow - Generalist vs. Specialist Track for HR Professionals, At any given point in your career, you have to ask yourself where you want to eventually end up and which next step is most likely to get you there. Perhaps you need to stay in your functional area to gain greater depth before moving on. Or make a lateral move to another division to build a broader knowledge of the company’s operations. In reality, there’s no one best career path. It depends.

1. Which is Right for Me?
THE GENERALIST VS. SPECIALIST TRACK FOR HR
PROFESSIONALS

2. HR generalist or a HR specialist
• Human resources (HR) professionals are employed by
organizations in various industries
• HR professionals are tasked with several responsibilities,
depending on the needs of the organization
• HR careers generally follow one of two paths: HR
generalist or a HR specialist.

3. Figure out what you want - what is your dream?

4. Growth Stable
Position Process
Money Doing a good job
Large Organization Small Organization
Figure out what you want
-Consolidating

5. Human Resource Generalist
• HR GENERALISTS HAVE A BROAD SPECTRUM OF
RESPONSIBILITIES
• HR GENERALISTS ARE REQUIRED YOU TO DRAW UPON
EVERYTHING THEY’VE LEARNED
• Staffing and recruitment
• Employee training and
development
• Compensation and benefits
• Personnel policies and
procedures
• Employee relations
• Workplace safety and security

6. Human Resource Specialist
• LARGE ORGANIZATIONS REQUIRE SPECIALISTS WITH SKILLS IN
SPECIFIC AREAS
• REQUIRE TREMENDOUS ATTENTION TO DETAIL, AND YOU’LL BE
VIEWED AS AN AUTHORITY IN A PARTICULAR FIELD
• Workforce planning and
employment specialist
• HR development specialist
• Total rewards specialist
• Employee and labor relations
specialist
• Risk management specialist
• Metrics management specialist
• Human resource information
systems specialist
• Global human resources
specialist
• Organizational development
specialist

7. HR
Mythology

8. Myth: Large Organizations are Best
• Generally if we work in a large organization there is more job security
• There is the illusion of more security in large organization because
large organizations tend to not fail as frequently
• However, the reason they do not fail is because there is frequent
departmental restructuring, overhauling, or shifting of positions.
Which keeps the organization in a state of change.
• Unfortunately, we humans do not like change.We tend to avoid being
in a state of insecurity. So, because of organizational change, there
isn’t much security in larger organizations

9. Myth: Specialist make more money
• It is generally assumed that working as a specialist in a large organization will
command a larger salary
• Not the case.You do have the ability gain more competencies, and develop a
succession plan, and move up the corporate ladder more easier
• 2 things:
1. The large salaries are at the director/executive level and above and in large
organization they are extremely hard to get.
2. There is already a person there who isn’t leaving.
Not without, years of service, navigating office politics and bureaucracy, and
gaining the respect of your co-workers and those you report too - But not until
you reach this position.

11. Mythology: Specialist make more money
• Generalist in smaller organizations tend to command the
higher salary
• There is more of a need
• Salary is used an incentive to stay at smaller organizations
• Generally, over a lifetime you can make more money as a
generalist in a smaller organization then at a large national
organization

12. Human Resources (HR) Specialist Salary
• The average pay for a Human Resources (HR) Specialist is $48,180 per year. Most
people with this job move on to other positions after 20 years in this career. A skill in
Performance Management is associated with high pay for this job.

13. Human Resources (HR) Generalist Salary
• A Human Resources (HR) Generalist earns an average salary of $51,181 per year. For
the first five to ten years in this position, pay increases modestly, but any additional
experience does not have a big effect on pay. People in this job generally don't have
more than 20 years' experience.

14. Large Organizations
Smaller
Organizations

15. Myth: Large organizations use both
Generalist and Specialist
• It is generally assumed that large organizations utilized both Generalist and
Specialist.
• They do. But…
• The generalist in the large organization is equivalent to an entry level position – like
an Administrative Assistant. Someone who handles multiple roles but is not a
specialist
• You've probably heard the derogatory saying "Jack of all trades, master of none." It
implies that by trying to learn many things, you give up mastery of any of them.
• Large organizations tend to focus on specialist positions
• Employees tend to drift from position to position until they find a position that is
best suited to their management/leadership style and a position in which they find
success.

20. Myth: Large organizations use both
Generalist and Specialist (cont.)
• A generalist in a smaller organization is can assume or is
equivalent to the HR Manager role.
• The HR Manager in a smaller organization mainly focuses is
on Generalist activities.
• While in an larger organization the HR Manager/Director
role focuses on organizational strategy and how to
disseminate the strategy to the specialist in the
department

21. What’s your orientation?

22. A B
Fact, Issues Stories, people-related
Poker face Face is a mirror to the soul
Reserved, quiet Joins conversations
Must be pushed Volunteers opinions
Disciplined Flexible, casual
Not open, reserved Outgoing, engaging
(Cadwell, 2010)

23. Task-oriented Specialist
• Pros
• Focus on make sure that things get done proficiently and on time every time
• Usually create clear, easy-to-follow work schedules with specific requirements
and deadlines
• Maintains high standards with optimal efficiency
• More organized and deadline driven.
• Cons
• Leads to a lack of employee autonomy and creativity, which can result in low
morale in the office
• When an employee has to work under very strict deadlines and excessive task
orientation, it can bring the company culture down.
• Employees who are self-motivated tend to rebel in this type of environment.
• Tends to deaden innovation. (Cadwell, 2010)

24. People-oriented Generalist
• Pros
• Tends to energize employees because it makes them feel
appreciated for the work they do.
• Focus on employee relationships makes employees feel that they
make a difference in the company. And better,
• More effective efforts come from people who feel that they are a
part of a company’s success.
• Cons
• Employees may feel that the responsibilities they’ve been given are
overwhelming, and they may need more direction.
• Ineffective decisions may result if the focus is consistently on
relationships
(Cadwell, 2010)

25. HR Functions
What HR function are
you suited for?

26. • HR professionals are typically in charge of planning,
directing and coordinating an organization’s administrative
functions.
• Duties can range from recruiting and hiring,
to compensations and benefits, to training and
development.
• Generalists and specialists have a similar job title, so it can
be difficult deciding which career path is the right fit for
your professional skills and attributes.

27. • According to the U.S. Bureau of Labor Statistics, Overall HR
employment is projected to grow 2024.
• Two of the most popular HR positions are HR Generalists
and HR Specialists, with a projected job growth rate of 5%
through 2024.
• To help decipher the differences between HR generalists
and HR specialists, here is an overview on each position

28. HR Generalist
A LITTLE BIT OF THIS, A LITTLE BIT OF THAT

29. Administrative | Strategic

30. HR Generalist:
A little bit of this, a little bit of that
• HR generalists may be required to handle all aspects
of human resources management
• Develops and implements procedures:
• Communication plans
• Performance reviews
• New hire orientation
• Training programs
• Compensation and benefits planning
• Talent assessments

31. HR Generalist:
A little bit of this, a little bit of that
• Consults with and manages internal and external partners,
such as legal counsel, benefits plan vendors and recruiters
• Centers on achieving business objectives set by employers
and other stakeholders
• Solves business problems through up-to-date knowledge of
employment law, organizational behavior, change
management, best practices and company policy
• HR generalist career may be a beneficial career move
• HR generalist job typically requires a broad base of knowledge

32. Top 5 Specialist positions

33. HR Specialists:
Workforce planning and employment
• Focuses on the staffing process
• Hiring and termination of an organization’s workforce
• Research and implement recruiting strategies, screening
tests, background investigations and interviews
• Ensure that incoming employees match the company’s
culture and meet the standards of the organization.
• Conduct exit interviews and process requisite paperwork
for termination

34. HR Specialists: Development
• Focuses on staff training and evaluation
• Conduct training and information sessions and
professional development programs
• Maintain records of employee participation and
completion
• Provide ongoing career planning for employees wishing
to advance; e.g. Succession Planning

35. HR Specialists: Total Rewards
• Focuses on employee compensation and benefit
programs
• Determines appropriate salaries for an organization’s
workforce
• Analyze both current job duties and future needs to write
effective job descriptions
• Determine internal and external equity by surveying other
positions and organizations
• Analyze benefit programs, including their attractiveness to
employees and their overall cost to an organization

36. HR Specialists: Employee and labor relations
• Focuses on the relationship between employees,
employers and unions to which workers may belong
• Resolves issues between employees and management
• Focuses on employee engagement programs and relationship
issues that might develop between different employee groups
• In union cases, contracts or bargains on behalf of their
organization
• Address employee grievances that have been raised through
the union

37. HR Specialists: Risk management
• Concerned primarily with safety, particularly in workplaces
where physical labor may increase the risk of accidents
• Perform inspections, develop safety programs and record
details of accidents that occurred on-site
• Prepare reports on organization compliance
• Focus on network and data security to ensure that IT
departments are prepared for potential systems breaches

38. SHRM survey
Who is in demand?
HR Generalist
45%
Recruiting
20%
Benefits
13%
Employee
Relations
11%
Training
11%
Who's getting hired in HR?
Source: SHRM HR Jobs Pulse Survey Report, July 2015

39. Questions ?????

40. References
• Cadwell, R. (2010). Bbk.ac.uk. Retrieved 1 April 2017, from
http://www.bbk.ac.uk/orgpsych/staff/academics/caldwell/docs/Are-HR-
Competency-Models-Effective.pdf
• Human Resources (HR) GeneralistSalary. (2017). Payscale.com. Retrieved 1 April
2017, from
http://www.payscale.com/research/US/Job=Human_Resources_(HR)_Generalist/Sa
lary
• Human Resources (HR) SpecialistSalary . (2017). Payscale.com. Retrieved 1 April
2017, from
http://www.payscale.com/research/US/Job=Human_Resources_(HR)_Specialist/Sal
ary
• Specialist,T. H. (2015, Aug 18). SHRM survey: If you're an HR generalist, you're in
demand.TCA Regional News Retrieved from
https://search.proquest.com/docview/1704796608?accountid=458