Large companies often have several departments that handle different HR functions such as compensation, benefits, retirement, and employee relations. There are several supporting and administrative positions that you can qualify for with as little as an associates degree. Often, the company will provide on the job training to get you acquainted with the specific knowledge you will need to be successful. Getting started in an administrative role is a good way to begin getting experience in the field. Many people start in support positions and continue their education through an online HR degree. There are now several school offering online programs and they are gaining popularity due to the flexibility online learning affords.

Another common avenue into a human resources career is to make a switch from regular management to HR management or generalist roles. As a member of the management team, there are often several skills that can transfer over into an HR position. The most popular way to prepare yourself for a lateral move is to obtain an online human resource management certificate, which is a short, intense program that will get you up to speed on topics such as employment and labor laws, organizational behavior, motivational psychology, talent acquisition, and the fundamentals of HR management. Hiring managers will feel more comfortable with applicants who have some kind of formal training and education on relevant topics in human capital management.

Becoming an human resources (HR) manager at higher levels in a company usually means obtaining a masters degree or some kind of graduate level studies. At the graduate level, you may opt to pursue a human resources management masters, HR MBA, or a Phd. It is now common for working professionals who are seeking higher level roles to continue their education via online programs. There is no longer a stigma attached to online degrees and it is now welcomed as a flexible way to augment one’s learning while not disrupting their existing work.

Hopefully, this has been helpful for those who need some direction in putting together an education plan for a career in human resources. The first step is to research schools and human resources degree options, then enroll in a program. A career in human resources may become a reality for you sooner than you think.

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Set up structures to communicate expectations, encourage innovation, and build trust. How do you ensure that everyone in your organization is not only reading the same book but on the same page? Clearly communicate your vision and expectations, and implement strategies that always align with your goals. When it comes to employee management that includes several components:

Define roles: When each employee has a clear understanding of his/her role in the organization it’s clear where responsibilities lie and where to seek information. Each employee knows what is expected of him/her and takes ownership or else projects lag behind. In turn, employees must collaborate to make the company vision a reality: the idea people must talk to the implementers, the implementers must talk to the marketers, the marketers must talk to customer service and so on. Everyone knows where to go or who has the authoritative word because there is a clear chain of command and there are established management systems.

Put the right people in the right places: When people feel competent and valued they feel “in the zone.” If you hire someone who is talented at coding but who has weak people skills, don’t start her out in customer service thinking that she will improve her people skills. Instead enable her to further develop the talent she already possesses and that is mission-critical to your organization. This alignment increases the likelihood of the employee’s success and devotion to the company while showing that you truly value what she brings to the table. She’ll have a sense of pride and ownership rather than feeling incompetent, unappreciated, or unnoticed. By providing opportunities for employees to build their skills you communicate a willingness to invest in people.

Build cohesive teams: Achieving the right chemistry and balance of skills instills trust and creates strong relationships. Because members of cohesive teams look out for each other and work as a unit, they often are better able to communicate, innovate, and quickly mobilize when it comes to new projects and initiatives.

Set goals: Measurable, attainable goals provide direction and a clear destination, and they must be set at all levels: employee, team, department, division, and company. Reaching goals provides a sense of accomplishment and pride and builds the confidence needed to tackle the next challenge. Recent research states that 65% of employees don’t understand how their role fits into the strategic goals of the organization (SHRM, 2009). Don’t let your organization be one of the many.

With your systems and support in place and your employees in mind, consider what you as a leader must do to maximize the productivity your workforce affords. Be visible and accesible, request input, keep a finger on the pulse of your workforce, share success, and admit your mistakes.

Having built trust and opened the lines of communication, you now have the structures and channels in place to identify areas for improvement and to initiate implementation. You’ve enabled employees to identify opportunities and provided a means for them to communicate their insights and ideas, and also instilled a confidence in your leadership that will inspire them to follow your cue.

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