Summary Report for:
43-4161.00 - Human Resources Assistants, Except Payroll and Timekeeping
Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.
Sample of reported job titles: Human Resources Administrative Assistant (HR Administrative Assistant), Human Resources Administrator, Human Resources Assistant (HR Assistant), Human Resources Associate (HR Associate), Human Resources Coordinator (HR Coordinator), Human Resources Generalist (HR Generalist), Human Resources Representative (HR Representative), Human Resources Technician (HR Technician), Personnel Assistant, Personnel Clerk
Tasks | Technology Skills | Tools Used | Knowledge | Skills | Abilities | Work Activities | Detailed Work Activities | Work Context | Job Zone | Education | Credentials | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment | Job Openings | Additional Information
- Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
- Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
- Explain company personnel policies, benefits, and procedures to employees or job applicants.
- Provide assistance in administering employee benefit programs and worker's compensation plans.
- Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
- Prepare and set up for new employee orientations.
- Gather personnel records from other departments or employees.
- Examine employee files to answer inquiries and provide information for personnel actions.
- Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
- Compile and prepare reports and documents pertaining to personnel activities.
- Interview job applicants to obtain and verify information used to screen and evaluate them.
- Process and review employment applications to evaluate qualifications or eligibility of applicants.
- Inform job applicants of their acceptance or rejection of employment.
- Select applicants meeting specified job requirements and refer them to hiring personnel.
- Arrange for advertising or posting of job vacancies and notify eligible workers of position availability.
- Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
- Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
- Prepare badges, passes, and identification cards, and perform other security-related duties.
- Calendar and scheduling software — Google Calendar
- Computer based training software — Blackboard Learn; Learning management system LMS; WebCT
- Data base user interface and query software — Database software; FileMaker Pro; Microsoft Access
- Desktop publishing software — Microsoft Publisher
- Document management software — Document management system software
- Electronic mail software — Email software; Microsoft Outlook
- Enterprise resource planning ERP software — Oracle PeopleSoft ; SAP ERP
- Graphics or photo imaging software — Microsoft Visio
- Human resources software — ADP Workforce Now ; Human resource management software HRMS ; Oracle Taleo ; Workscape HR Service Center (see all 12 examples)
- Internet browser software — Microsoft Internet Explorer
- Office suite software — Corel WordPerfect Office Suite; Microsoft Office
- Optical character reader OCR or scanning software — Scanning software
- Presentation software — Microsoft PowerPoint
- Project management software — Microsoft SharePoint
- Spreadsheet software — Microsoft Excel
- Word processing software — Google Docs; Microsoft Word
Hot Technology — a technology requirement frequently included in employer job postings.
- Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- Clerical — Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
- Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
- Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
- Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
- Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
- Speaking — Talking to others to convey information effectively.
- Writing — Communicating effectively in writing as appropriate for the needs of the audience.
- Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
- Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
- Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
- Time Management — Managing one's own time and the time of others.
- Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.
- Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Coordination — Adjusting actions in relation to others' actions.
- Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
- Service Orientation — Actively looking for ways to help people.
- Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences.
- Oral Expression — The ability to communicate information and ideas in speaking so others will understand.
- Written Comprehension — The ability to read and understand information and ideas presented in writing.
- Speech Clarity — The ability to speak clearly so others can understand you.
- Written Expression — The ability to communicate information and ideas in writing so others will understand.
- Near Vision — The ability to see details at close range (within a few feet of the observer).
- Speech Recognition — The ability to identify and understand the speech of another person.
- Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
- Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
- Information Ordering — The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
- Category Flexibility — The ability to generate or use different sets of rules for combining or grouping things in different ways.
- Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
- Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.
- Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
- Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
- Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
- Processing Information — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
- Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
- Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
- Performing Administrative Activities — Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
- Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
- Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
- Monitor Processes, Materials, or Surroundings — Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.
- Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
- Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
- Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.
- Analyzing Data or Information — Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
- Interpreting the Meaning of Information for Others — Translating or explaining what information means and how it can be used.
- Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
- Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others.
- Assisting and Caring for Others — Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients.
- Staffing Organizational Units — Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
- Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them.
- Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.
Detailed Work Activities
- Record personnel information.
- Explain regulations, policies, or procedures.
- Interview employees, customers, or others to collect information.
- Administer personnel recruitment or hiring activities.
- Set up classroom materials or equipment.
- Compile data or documentation.
- Obtain personal or financial information about customers or applicants.
- Search files, databases or reference materials to obtain needed information.
- Issue documentation or identification to customers or employees.
- Train personnel.
- Electronic Mail — 100% responded “Every day.”
- Contact With Others — 91% responded “Constant contact with others.”
- Telephone — 93% responded “Every day.”
- Importance of Being Exact or Accurate — 76% responded “Extremely important.”
- Work With Work Group or Team — 69% responded “Extremely important.”
- Face-to-Face Discussions — 73% responded “Every day.”
- Importance of Repeating Same Tasks — 60% responded “Extremely important.”
- Spend Time Sitting — 50% responded “More than half the time.”
- Time Pressure — 52% responded “Every day.”
- Structured versus Unstructured Work — 45% responded “Some freedom.”
- Deal With External Customers — 50% responded “Extremely important.”
- Freedom to Make Decisions — 38% responded “A lot of freedom.”
- Duration of Typical Work Week — 50% responded “More than 40 hours.”
- Coordinate or Lead Others — 40% responded “Extremely important.”
- Frequency of Conflict Situations — 38% responded “Every day.”
- Indoors, Environmentally Controlled — 67% responded “Every day.”
- Impact of Decisions on Co-workers or Company Results — 37% responded “Very important results.”
- Deal With Unpleasant or Angry People — 41% responded “Once a week or more but not every day.”
- Letters and Memos — 34% responded “Every day.”
- Spend Time Making Repetitive Motions — 33% responded “More than half the time.”
- Frequency of Decision Making — 35% responded “Every day.”
- Physical Proximity — 47% responded “Slightly close (e.g., shared office).”
- Responsibility for Outcomes and Results — 44% responded “High responsibility.”
|Title||Job Zone Three: Medium Preparation Needed|
|Education||Most occupations in this zone require training in vocational schools, related on-the-job experience, or an associate's degree.|
|Related Experience||Previous work-related skill, knowledge, or experience is required for these occupations. For example, an electrician must have completed three or four years of apprenticeship or several years of vocational training, and often must have passed a licensing exam, in order to perform the job.|
|Job Training||Employees in these occupations usually need one or two years of training involving both on-the-job experience and informal training with experienced workers. A recognized apprenticeship program may be associated with these occupations.|
|Job Zone Examples||These occupations usually involve using communication and organizational skills to coordinate, supervise, manage, or train others to accomplish goals. Examples include hydroelectric production managers, travel guides, electricians, agricultural technicians, barbers, court reporters, and medical assistants.|
|SVP Range||(6.0 to < 7.0)|
Interest code: CES Want to discover your interests? Take the O*NET Interest Profiler at My Next Move.
- Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
- Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
- Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
- Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.
- Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
- Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.
- Integrity — Job requires being honest and ethical.
- Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
- Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.
- Initiative — Job requires a willingness to take on responsibilities and challenges.
- Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations.
- Independence — Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
- Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
- Persistence — Job requires persistence in the face of obstacles.
- Social Orientation — Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
- Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
- Analytical Thinking — Job requires analyzing information and using logic to address work-related issues and problems.
- Innovation — Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
- Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.
- Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
- Support — Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
- Working Conditions — Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.
Wages & Employment Trends
|Median wages (2017)||$18.98 hourly, $39,480 annual|
|Employment (2016)||142,000 employees|
|Projected growth (2016-2026)||Decline (-2% or lower)|
|Projected job openings (2016-2026)||15,100|
|Top industries (2016)|
Source: Bureau of Labor Statistics 2017 wage data and 2016-2026 employment projections . "Projected growth" represents the estimated change in total employment over the projections period (2016-2026). "Projected job openings" represent openings due to growth and replacement.
Job Openings on the Web
Sources of Additional Information
Disclaimer: Sources are listed to provide additional information on related jobs, specialties, and/or industries. Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.