【正文】 Human resources occupations require strong interpersonal skills. Much faster than average growth is expected during the projection period. Nature of the Work About this section Every anization wants to attract, motivate, and retain the most qualified employees and match them to jobs for which they are best suited. Human resources, training, a nd labor relations managers and specialists provide this connection. In the past, these workers performed the administrative function of an anization, such as handling employee benefits questions or recruiting, interviewing, and hiring new staff in accordance with policies established by top management. Today39。在過去，這些工人完成了如處理員工福利問題或招聘，面試，并雇用新員工根據(jù) 政策建立了高層管理 的這些 行政組織 方面 的職能。招聘，面試， 和 求職的 申請(qǐng)人。 薪酬負(fù)責(zé)人 他們可能參與 或購買薪酬調(diào)查，以了解他們公司的薪酬與其他 公司薪酬情況 相比如何，并確保該公司的薪酬規(guī)模不斷變化 ，組織并參與制定更加符合國家 法律法規(guī)的規(guī)定 。 許多 經(jīng)理 在制定 員工援助計(jì)劃 時(shí)對(duì) 工作與生活的協(xié)調(diào)工作，工作 的 處理與身心健康的節(jié)目 也十分重視 ，如雇員的協(xié)助下， 幫助緩解 肥胖，幫助員工 戒煙， 諸如此類的 越來越多 的項(xiàng)目 ，融入他們的健康福利計(jì)劃 當(dāng)中 。他們可能會(huì)提供員工培訓(xùn)教室， 如 計(jì)算機(jī)實(shí)驗(yàn)室或現(xiàn)場(chǎng)的生產(chǎn)設(shè)施，或通過培訓(xùn)電影，網(wǎng)絡(luò)視頻點(diǎn)播，或自我節(jié)奏或自導(dǎo)式 進(jìn)行對(duì)員工的 教學(xué)指南。這些 成果 都是基于人力資源培訓(xùn)的進(jìn)步與 技術(shù) 改進(jìn) 。 他們會(huì)去 建立 針對(duì)不同員工的 個(gè)性化的培訓(xùn)計(jì)劃，以加強(qiáng)員工 在 現(xiàn)有 的 技能 之外更好的拓展自我，學(xué)習(xí)新的技能 。 提供組織咨詢，幫助他們與服務(wù)商建立和保持有效的工作關(guān)系。 醫(yī)療和保健計(jì)劃在各個(gè)行業(yè)的普及度和包括的內(nèi)容各有差異，因此市場(chǎng)基準(zhǔn)分析非常關(guān)鍵。例如，工作分析 專家 通過 偶爾調(diào)用的位置分類，收集和研究有關(guān)工作職責(zé)的詳細(xì)信息， 用 以準(zhǔn)備 相關(guān)的 工作描述。 在一個(gè)大公司，人力資源部總監(jiān) 負(fù)責(zé) 監(jiān)督幾個(gè)部門，各由一位經(jīng)驗(yàn)豐富的 能夠處理所有人力資源方面的工作的 經(jīng)理， 其中包括 如就業(yè)和安置，薪酬和福利，培訓(xùn)和發(fā)展，勞動(dòng)關(guān)系 等幾個(gè)方面。s performance management system. They may design reward systems such as payforperformance plans, which might include setting merit pay guidelines and bonus or incentive pay criteria. Compensation managers also might administer executive pensation programs or determine mission rates and other incentives for corporate sales staffs. Employee benefits managers and specialists administer a pany’s employee benefits program, notably its health insurance and retirement plans. Expertise in designing, negotiating, and administering benefits programs continues to take on importance as employerprovided benefits account for a growing proportion of overall pensation costs, and as benefit plans increase in number and plexity. For example, retirement benefits might include defined benefit pension plans, defined contribution plans, such as 401(k) or thrift savings plans and profitsharing or stock ownership plans. Health benefits might include medical, dental, and vision insurance and protection against catastrophic illness. Familiarity with health benefits is a top priority for employee benefits managers and specialists, because of the rising cost of providing healthcare benefits to employees and retirees. In addition to health insurance and retirement coverage, many firms offer employees life and accidental death and dismemberment insurance, disability insurance, and benefits designed to meet the needs of a changing workforce, such as parental leave, longterm nursing or home care insurance, wellness programs, and flexible benefits plans. Benefits managers must keep abreast of changing Federal and State regulations and legislation that may affect employee benefits. Working with employee assistance plan managers or worklife coordinators, many benefits managers work to integrate the growing number of programs that deal with mental and physical health, such as employee assistance, obesity, and smoking cessation, into their health benefits programs. Employee assistance plan managers, also called employee welfare managers or worklife managers, are responsible for a wide array of programs to enhance employee safety and wellness and improve worklife balance. These may include occupational safety and health standards and practices, health promotion and physical fitness, medical examinations and minor health treatment, such as first aid, flexible work schedules, food service and recreation activities, carpooling and transportation programs such as transit subsidies, employee suggestion systems, child care and elder care, and counseling services. Child care and elder care are increasingly si