The role of an HR manager

Management guru Tom Peters once joked that if you want to insult a Human Resources director ask him if HR stands for 'Human Remains.' The fact is, HR is a universally misunderstood discipline whether you are a large or small company. But bringing in an HR presence into your growing business could be one of the most sensible decisions you ever make. Find out why Increasingly HR is more professional than ever before (its institute the still rather antiquated sounding Institute of Personnel and Development - was recently given Chartered status). It doesn't require a huge leap of imagination to see HR theory - recruitment, retention, training and culture development - is something you will want turned into practice. So, what sort of person should you really be looking to hire, what do they do, and what, most importantly, will they cost? What does a HR manager do? The problem smaller growing businesses have is that they will usually need someone who can do all these things to one degree or another, and possibly have expertise specific to that firms area of growth, for example relocating or restructuring. Sue Shipley, principle consultant at HR recruitment consultancy, Odgers Ray &Berndston, says "What HR does is a factor of the maturity of the business and it's requirements. Finding a simple pay and benefits administrator is a lot easier than an HR person who can formulate organisational development and that's when the role starts to become more strategic." For most growing businesses, the role expands as the company grows. Nicola Alcorn, now HR manager for lastminute.com, remembers how she was poached and hired on a permanent basis after she had been brought in as a consultant from Resource Solutions to meet some critical hiring decisions when the firm was much smaller. Now she devolves recruitment responsibilities to business managers while she has the much larger task today of managing the entire payroll. Vicky McFarlane is an associate director at Courtenay Search and Selection, a firm which specialises in finding HR specialists. She says: "It's still the case that the dynamic that determines a HR person's pay and responsibility is the number of people in the business. If you haven't got many employees you can't do things like succession planning, training, and strategic development, all the aspects that start adding value to a company beyond basic payroll and recruitment. If you've only got 50 people you shouldn't be hiring anyone too qualified." Set of 20 Key responsibilities of HR Manager. HR Manager is one of the most important key to open a lock hanging on the door of success in an organisation.If an HR Manager is efficient enough to handle and to take out best from his team members any oragnisation and can achieve more from his target goals. HR manager plays an very important role in hierarchy, and also in between the higher management and low level employees. Stated below are major responsibilities of HR Manager:Responsibilities: 1. To maintain and develop HR policies, ensuring compliance and to contribute the development of corporate HR policies.

2. To develop the HR team, to ensure the provision of a professional HR service to the organization.Manage a team of staff. Responsible for mentoring, guiding and developing them as a second line to the current position. 3. To ensure timely recruitment of required level / quality of Management staff, other business lines staff, including non-billable staff with appropriate global approvals, in order to meet business needs, focusing on Employee Retention and key Employee Identification initiatives. 4. Provide active support in the selection of Recruitment agencies which corporate standard. Ensure Corporate Branding in recruitment webs and advertisements. meet the

5. Develop, refine and fine-tune effective methods or tools for selection / or provide external consultants to ensure the right people with the desired level of competence are brought into the organization or are promoted. 6. Prepare information and input for the salary budgets. Ensure compliance to the approved salary budget; give focus on pay for performance and salary benchmarks where available.Ensure adherence to corporate guideline on salary adjustments and promotions. Coordinate increments and promotions of all staff. 7. To develop the HR business plan. 8. Ensure appropriate communication at all staff levels. 9. To maintain and develop leading edge HR systems and processes to address the effective management of people in relation to the following in order to maintain competitive advantage for: a. b. c. d. e. f. g. h. Performance Management. Staff Induction. Reward and Recognition. Staff Retention. Management Development / Career Development. Succession Planning. Competency Building / Mapping. Compensation / Benefit programs.

10. To facilitate / support the development of the Team members 11. To facilitate development of staff with special focus on Line Management 12. To recommend and ensure development within the organization. implementation of Strategic directions for people

13. Ensure a motivational climate opportunities for career growth and development. 14. Administer all employee Administration department. benefit

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15. Provide counsel and assistance to employees at all levels in accordance with the company's policies and procedures as well as relevant legislation. 16. Oversee the central HR Administration a. b. c. d. employee offer letters salary letters and employment contracts. Approve updated organizational charts on a monthly basis and maintain complete/accurate personnel records.

17. Co-ordinate the design, implementation and administration of human resource policies and activities to ensure the availability and effective utilization of human resources for meeting the company's objectives. 18. Responsible for Corporate HR function. 19. Responsible for overall centralized HR admin function 20. Counseling and disciplinary issues. Guidance cell provide support to Managers in case of

Above 20 points are amongst the most important responsibilities which has to be taken care by an HR Manager. He cannot take any above stated responsibility for granted.es & Responsibilities of HR Manager Human resource department is the back bone of the organization. HR plays a vital role for the proper functioning of the organization. The role of HR manager grows as the organization grows. HR role are becoming still more professional then before. HR manager balance with different roles from business partner to employer advocate. Traditional role of a human resource manager is to systematize the operation in the organization, managing the employers in the organization. Roles and responsibilities of HR changes, as the organization changes. HR managers generally have overlapping responsibilities. In larger organization each designation has well defined job roles and responsibilities. HR managers sometime lead a department, were each department led by training manager or compensation manager. HR manages both the organization and the employers working in the organization. A well experienced HR would be able to manage both the roles in a single time. HR manager roles are now changing to administration and personal function. Depending on the size of the organization HR manager plays the following roles:Recruiting:The entire recruitment process is handled by the HR manager. The final decision in the process for selection of the candidates is in the hands of the HR manager. Choosing the best candidate that matches the Position and culture of the organization is an important task of the HR manager. Training:Providing training to the freshers joining in the company is also a job of the HR manager. Training to fulfill the gaps of the individual in order to perform effectively in the organization is the major role of the HR.

Organization Development:Looking for strategies for the development of the organization is also a role of the HR. Accompany the employees in the activities of the organization and to monitor the organization growth. Communication:Communicating with employers with the respect to the organization, to assist with changes in the organization. Proper communication is very much essential inorder for effective functioning of the organization. Performance Management:HR managers require to manage the performance of the employer. They focus on the entire spectrum from improvement strategies to performance. Performance management includes 360 degree appraisal, performance development, and performance improvement and performance feedback. Coaching:Providing coaching, consulting, mentoring and managing the knowledge of the organization. The main aim of the HR is to develop a learning organization. The other roles played by the HR manager are maintaining employee relation, leadership, team building and salary benefits. The HR manager plays a vital role for the organization success through employee advocate.

Top 10 Qualities of an Excellent Manager

An excellent manager taps into talents and resources in order to support and bring out the best in others. An outstanding manager evokes possibility in others. 1. Creativity Creativity is what separates competence from excellence. Creativity is the spark that propels projects forward and that captures peoples' attention. Creativity is the ingredient that pulls the different pieces together into a cohesive whole, adding zest and appeal in the process. 2. Structure The context and structure we work within always have a set of parameters, limitations and guidelines. A stellar manager knows how to work within the structure and not let the structure impinge upon the process or the project. Know the structure intimately, so as to guide others to effectively work within the given parameters. Do this to expand beyond the boundaries. 3. Intuition Intuition is the capacity of knowing without the use of rational processes; it's the cornerstone of emotional intelligence. People with keen insight are often able to sense what others are feeling and thinking; consequently, they're able to respond perfectly to another through their *deeper understanding. * The stronger one's intuition, the stronger manager one will be. 4. Knowledge A thorough knowledge base is essential. The knowledge base must be so ingrained and integrated into their being that they become *transparent, * focusing on the employee and what s/he needs to learn,

versus focusing on the knowledge base. The excellent manager lives from a knowledge base, without having to draw attention to it. 5. Commitment A manager is committed to the success of the project and of all team members. S/he holds the vision for the collective team and moves the team closer to the end result. It's the manager's commitment that pulls the team forward during trying times. 6. Being Human Employees value leaders who are human and who don't hide behind their authority. The best leaders are those who aren't afraid to be themselves. Managers who respect and connect with others on a human level inspire great loyalty. 7. Versatility Flexibility and versatility are valuable qualities in a manager. Beneath the flexibility and versatility is an ability to be both non-reactive and not attached to how things have to be. Versatility implies an openness this openness allows the leader to quickly *change on a dime* when necessary. Flexibility and versatility are the pathways to speedy responsiveness. 8. Lightness A stellar manager doesn't just produce outstanding results; s/he has fun in the process! Lightness doesn't impede results but rather, helps to move the team forward. Lightness complements the seriousness of the task at hand as well as the resolve of the team, therefore contributing to strong team results and retention. 9. Discipline/Focus Discipline is the ability to choose and live from what one pays attention to. Discipline as self-mastery can be exhilarating! Role model the ability to live from your intention consistently and you'll role model an important leadership quality. 10. Big Picture, Small Actions Excellent managers see the big picture concurrent with managing the details. Small actions lead to the big picture; the excellent manager is skillful at doing both: think big while also paying attention to the details. 11. Be Decisive, The Right Timing Excellent managers must know when to make decisions mostly for the benefit of the group as a whole; sometimes hard decisions must be made without personal consideration. Know why, how but most importantly when to act. In all decisions, the wrong timing can lead to waste or disasters, especially when strategical decisions must be made.

Qualities of HR Managers
The qualifications and qualities which will be applicable in general can be summarized as follows. (i) Personal Attributes: - The HR manager, as in case of any other manager, must have initiative,resourcefulness, depth of perception, maturity in judgment, and analyticalability. - Freedom from bias would enable the HR manager to take an objectiveview of both of management and workers. He must thus have intellectualintegrity. - HR manger should be thorough with labour laws. - The HR manager must be familiar with human needs, wants, hopes anddesires, values, aspirations,etc., without which adequate motivation isimpossible. The HR manager should also possess other personal attributes like: (a)Intelligence: This includes skills to communicate, articulate, moderate,understand, etc., command over language, mental ability and tact in dealing withpeople intelligently, ability to draft agreements, policies etc. (b)Educational skills: HR manager should possess learning and teaching skills as he has to learn and teach employees about organizational growth, need for and mode of development of individuals. (c)Discriminating skills: HR manager should have the ability to discriminate between right and wrong, between the just and unjust, merit and demerit. (d) Executing skills: - HR manager should execute HR issues with speed, objectivity and accuracy. - He should also be able to streamline the office, set standards of performance Co-ordinate and control, etc. - He should also have leadership qualities, deep faith in human values,empathy with human problems, foreseeing future needs of employees,organization, government, trade unions, society, etc. (ii) Experience and Training: - Previous experience is an added advantage, provided the experience was in an appropriate environment and in the same area. - Training in psychological aspects, labour legislations and in HR management. - Experience in an enterprise in some other executive capacity can also helptowards an appreciation of the general management problems and apractical approach in meeting HR problems. (iii) Professional Attributes: - HR manager should have patience and understanding, ability to listen before offering advice.
- HR manager should have the knowledge of various disciplines like technology, engineering, management, sociology, philosophy and law. - He must be able to couple his social justice with a warm personal interestin in people which must be secured by an uncommon degree of commonsense.