HR Salary Outlook Is More Positive

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At 12%, labour turnover in the HR profession is higher than the national average of 10.5%, according to the National Management Salary survey from the CMI and XpertHR, published yesterday.

The report shows 4.5% of HR professionals resigned last year, at a time that was undeniably tough for the profession, with many having to handle restructuring or redundancy in their own organisations.

The 2011 National Management Salary Survey, published by the Chartered Management Institute (CMI) and XpertHR, also revealed salaries saw only a modest increase in the sector of 2.4%, almost on a par with the national average of 2.2%. Those at HR director level, however, received a 5.1% pay increase, more than double the average pay rise for the profession and further demonstrating their value in a tough economic climate.

During a period of turmoil regarding pensions and changes to the default retirement age, the survey also shows fewer people are retiring. Just 0.2% of HR professionals chose to quit the workplace for good in the past 12 months.

Average salary for the HR sector was £37,281, higher than the national average of £36,413.

Ruth Spellman, chief executive of CMI, said: “It seems that UK employees are more content to stay in their current jobs. Despite increasing demands on time and pressure to deliver more for less, employees have retained some sense of loyalty to their employers and their efforts are being noticed.

“It is reassuring that employers have been able to offer modest pay rises, something we hope indicates that the era of pay freezes may be about to thaw. The value of HR directors is clearly being recognised – rightly so, as they coped with one of the toughest years on record. Of course, no one should believe that the only way to retain employee loyalty is by throwing money around. It is not practical in the current climate and wider evidence exists to show that money is not the main motivator.

“What is clear, however, is that employers appreciate that they can influence labour turnover and reduce the churn of staff they want to hold on to.”

1 Comment

  1. Honey

    Certainly, in this industry, ogoning training is essential.Whether or not it pays off is really an interesting question.In my opinion, if you are entry level, then every bit of extra training will help to get you up the next rung of the financial ladder.However, once you are established, especially if you’re in the same company for years, I have found that companies just simply don’t care. They assume that you will get the training necessary to keep up with industry changes but are rarely willing to pay you for that effort. Conversely, they may reprimand you or otherwise coerce you to get that training.Of course, the extra training *may* lead to a better job elsewhere, although there is really no guarantee in that since they may or may not need the skills associated with the training.As for get training directly associated with what a company is willing to pay, I’ve never seen these opportunities in my few dozen years on the job so maybe they are the hidden jewels that if you can find them and fill out the appropriate paperwork and do all of the needed work (probably on your own time) then maybe you’d be able to reap those benefits.The closest I had was that I offered special training inhouse to assist various groups in doing their jobs more effectively and I got paid in lunch so the value to the company was probably a 2-5% increase in productivity in exchange for about $8 in lunch (I think paid by the manager!)

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