Roles of human resource manager in the workplace

The professionals in Human Resources have a difficult job that most people do not quite understand, nor appreciate. HR professionals are supposed to be developers of people, systems and environments, but most companies have them cornered into performing duties and responsibilities that turn them into Castle Guards, Benefits Technicians or policy messengers. It is not the people. It is the functions they are performing in management-created environments.

Roles of human resource manager in the workplace

That's why human resources managers must be well-versed in each of the human resources disciplines — compensation and benefits, training and development, employee relations, and recruitment and selection. Core competencies for HR management include solid communication skills, and decision-making capabilities based on analytical skills and critical thought processes.

Overall Responsibilities Human resource managers have strategic and functional responsibilities for all of the HR disciplines. A human resource manager has the expertise of an HR generalist combined with general business and management skills.

In large organizations, a human resource manager reports to the human resource director or a C-level human resource executive. In smaller companies, some HR managers perform all of the department's functions or work with an HR assistant or generalist that handles administrative matters.

Roles of human resource manager in the workplace

Regardless of the size of department or the company, a human resource manager should have the skills to perform every HR function, if necessary. Compensation and Benefits Human resource managers provide guidance and direction to compensation and benefits specialists.

Within this discipline, human resources managers develop strategic compensation plans, align performance management systems with compensation structure and monitor negotiations for group health care benefits.

Examples of human resource manager responsibilities include monitoring Family and Medical Leave Act compliance, and adherence to confidentiality provisions for employee medical files.

Human resource managers for small companies might also conduct open enrollment for employees' annual elections pertaining to health care coverage. Training and Development Employee training and development includes new hire orientation, leadership training and professional development.

Human resource managers conduct periodic needs assessments to determine when training is necessary, and the type of training necessary to improve performance and productivity.

They examine employee performance records to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on leadership techniques. They also play an integral role in implementing employee development strategy and succession planning based on training and professional development.

Succession planning draws on the manager's knowledge of employee development, training and future business needs to devise career tracks for employees who demonstrate the aptitude and desire for upward mobility. Employee Relations Although the employee relations specialist is responsible for investigating and resolving workplace issues, the human resource manager has ultimate responsibility for preserving the employer-employee relationship through effective employee relations strategies.

An effective employee relations strategy contains specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment.

Human resource managers for small businesses conduct workplace investigations and resolve employee complaints. Human resource managers may also be the primary contact for legal counsel in risk mitigation activities and litigation pertaining to employee relations matters.

An example of risk mitigation handled by a human resource manager includes examining current workplace policies and providing training to employees and managers on those policies to minimize the frequency of employee complaints due to misinterpretation or misunderstanding of company policies.

Recruitment and Selection Human resource managers develop strategic solutions to meet workforce demands and labor force trends. An employment manager actually oversees the recruitment and selection processes; however, an HR manager is primarily responsible for decisions related to corporate branding as it relates to recruiting and retaining talented employees.

For example, a human resource manager in a health care firm might use her knowledge about nursing shortages to develop a strategy for employee retention, or for maintaining the current staffing levels. The strategy might include developing an incentive program for nurses or providing nurses with cross-training so they can become certified in different specialties to become more valuable to the organization.

Corporate branding as it relates to recruitment and retention means promoting the company as an employer of choice. Human resource managers responsible for this usually look at the recruitment and selection process, as well as compensation and benefits to find ways to appeal to highly qualified applicants.Crisis Management in the Workplace and the Role of the HR Team [Editor’s note: This guest post comes to us from the human resources specialists at BreatheHR, and discusses the challenging roles that HR must play in the crisis management process.].

This new paradigm shift in the role of Human Resource Management involves HRM metrics, strategic direction, and measurements to demonstrate their worth. HRM employees are expected to demonstrate their worth by keeping the company and their employer safe from any possible lawsuits which may result in workplace chaos.

Overview of HR role This article is a quick overview of the numerous tasks, responsibilities and demands that HR professionals may have to deal with. Login or Subscribe or Free Trial to read full article.

Human resources (HR) departments play a pivotal role in setting the cultural tone of a company.

Human Resource Management and Line Managers

The policies they issue and the way they conduct business diffuses through the company. Employees may take their cue on how to do their jobs from HR from the moment the company hires them.

The role of an HR manager is to manage, create, implement and supervise policies/regulations, which are mandatory for every employee and also have knowledge of its appropriate functioning. Monitoring attendance and tracking leaves forms a major chunk of the HR management function. Human resources have two roles in risk management.

First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility, or a key employee leaving two months after completion of a one-year training program.


The Role of HR in Workplace Culture |