Question: I am an Army spouse and mother of four. We live approximately 45 minutes from base. I have a BS in Social Work. I have never had working experience with this degree. I am an honorably discharged Army officer. My MOS was Quartermaster or Logistics. I have a Masters in Human Resources Development. Again, I have not working experience with this degree. I have been working part time at my children's private school. Year 1- I was the aftercare coordinator. Years 2 and present year, I am the Music Teacher, Drama coach, and Musical director of the school musicals. My salary with the tuition discount for my children comes out to about $10K/year. I would like to start working full time in the next year or so. I simply don't know where to start or which direction to move in. I am reluctant to give up what I am doing now because I love music and this is the first time in my life I have been paid doing my passion. But the fact remains that only my husband's salary makes tuition payments very difficult and vacations and fun stuff unrealistic. Thank you so much for your time.
You have the following education:
- Bachelor of Science in Social Work
- Masters in Human Resources Development
Have you thought about getting into Human Resources? I have seen many Human Resource Generalist with the same Masters Degree that you have. There are many specialties in Human Resources that may appeal to your Social Work undergraduate education.
Employee assistance plan managers, also called employee welfare managers or work-life managers, are responsible for a wide array of programs to enhance employee safety and wellness and improve work-life 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 significant because of growth in the number of dual-income households and the older population. Counseling may help employees deal with emotional disorders, alcoholism, or marital, family, consumer, legal, and financial problems. Some employers offer career counseling and outplacement services. In some companies, certain programs, such as those dealing with physical security or information technology, may be coordinated in separate departments by other managers. (See administrative services managers elsewhere in the Handbook.) Source: http://www.bls.gov/oco/ocos021.htmHere is are some job examples: http://jobs.career-advisor.net/a/jobs/find-jobs/q-%22employee+welfare%22
Training and development. Training and development managers and specialists create, procure, and conduct training and development programs for employees. Managers typically supervise specialists and make budget-impacting decisions in exchange for a reduced training portfolio. Increasingly, executives recognize that training offers a way of developing skills, enhancing productivity and quality of work, and building worker loyalty. Enhancing employee skills can increase individual and organizational performance and help to achieve business results. Increasingly, executives realize that developing the skills and knowledge of its workforce is a business imperative that can give them a competitive edge in recruiting and retaining high quality employees and can lead to business growth. Source: http://www.bls.gov/oco/ocos021.htm]Job Examples: http://jobs.career-advisor.net/a/jobs/find-jobs/q-%22human+resources%22+training+-manager
Training specialists plan, organize, and direct a wide range of training activities. Trainers consult with training managers and employee supervisors to develop performance improvement measures, conduct orientation sessions, and arrange on-the-job training for new employees. They help employees maintain and improve their job skills and prepare for jobs requiring greater skill. They work with supervisors to improve their interpersonal skills and to deal effectively with employees. They may set up individualized training plans to strengthen employees’ existing skills or teach new ones. Training specialists also may set up leadership or executive development programs for employees who aspire to move up in the organization. These programs are designed to develop or “groom” leaders to replace those leaving the organization and as part of a corporate succession plan. Trainers also lead programs to assist employees with job transitions as a result of mergers or consolidation, as well as retraining programs to develop new skills that may result from technological changes in the work place. In government-supported job-training programs, training specialists serve as case managers and provide basic job skills to prepare participants to function in the labor force. They assess the training needs of clients and guide them through the most appropriate training. After training, clients may either be referred to employer relations representatives or receive job placement assistance. Source: http://www.bls.gov/oco/ocos021.htmCompensation:
Median annual wages of training and development specialists were $51,450 in May 2008. The middle 50 percent earned between $38,550 and $67,450. The lowest 10 percent earned less than $29,470, and the highest 10 percent earned more than $85,160. Median annual wages in the industries employing the largest numbers of training and development specialists were:
|Computer systems design and related services||$61,110|
|General medical and surgical hospitals||56,540|
|Management of companies and enterprises||54,800|
Human Resources around Fort Brag: http://jobs.career-advisor.net/a/jobs/find-jobs/q-%22human+resources%22/l-Fort+Bragg%2CNC/mi-50
Human Resources around Fort Lewis: http://jobs.career-advisor.net/a/jobs/find-jobs/q-%22human+resource+generalist%22/l-Fort+Lewis%2C+WA/mi-50