ROLES OF HUMAN RESOURCE MANAGER :
1.PERSONNEL ROLE :
This role of HR is to act as an advisor to the management on effective use of HR .
Activities like recruitment , selection , training and development etc are done .
2. WELFARE ROLE :
This role is focused on multi dimensional activities like transportation , banking services etc and includes motivation , leadership development etc and
Leadership is a combination of natural abilities and the organizational nurturing of the employees with those skills. Hence, this interplay between nature and nurture is what determines the success of HR role and the senior management efforts to develop leadership in these companies.
3. PEOPLE ENABLING AND PEOPLE EMPOWERMENT ROLE :
People enabling is all about gaining insights into the personalities of the employees and matching them with the organizational requirements. By way of understanding the employees and their motivations and how well these stack up against organizational goals, the HR managers would be able to perform the critical function of people enabling that is very much required in contemporary management practice.
4. EXECUTIVE ROLE –
In this role the HR department are viewed as the specialists in the areas that encompass Human Resources or people management.
5. AUDIT ROLE –
In this capacity the HR department will check other departments and the organisation as a whole to ensure all HR policies such as Health & Safety, Training, Staff Appraisal etc are being carried out in accordance with the company’s HR policy.
6. FACILITATOR ROLE –
In this role, the HR department help or facilitate other departments to achieve the goals or standards as laid out in the HR policies of the organisation. This will involve training being delivered for issues that arise in the areas relating to people management.
7. CONSULTANCY ROLE
The HR department will advise managers on how to tackle specific managing people issues professionally.
8. SERVICE ROLE–
In this capacity the HR department is an information provider to raise awareness and inform departments and functional areas on changes in policy.
1) Administer compensation, benefits and performance management systems, and safety and recreation programs.
2) Identify staff vacancies and recruit, interview and select applicants.
3) Allocate human resources, ensuring appropriate matches between personnel.
4) Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
5) Perform difficult staffing duties, including dealing with under staffing, refereeing disputes, firing employees, and administering disciplinary procedures.
6) Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
7) Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
8) Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
9) Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
10) Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
11) Analyze training needs to design employee development, language training and health and safety programs.
RESPONSIBILITIES OF HUMAN RESOURCE MANAGER :
1) Administer compensation, benefits and performance management systems, and safety and recreation programs.
2) Identify staff vacancies and recruit, interview and select applicants.
3) Allocate human resources, ensuring appropriate matches between personnel.
4) Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
5) Perform difficult staffing duties, including dealing with under staffing, refereeing disputes, firing employees, and administering disciplinary procedures.
6) Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
7) Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
8) Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
9) Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
10) Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
11) Analyze training needs to design employee development, language training and health and safety programs.
