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Role of HR Manager

SunandhaParnabi

Nayana

Archit

Anant

Ravi

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Introduction

HR department deals with

management of people within the

organization.

Responsibilities include hiring members

of staff.

Keeping them in their positions

Ensure they perform to expectation.

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What is the fundamental role of the

HR department

The company notifies the public aboutvacancies.

Selects applicants who fall within theirminimum requirements and are invited forinterview.

Those who do extremely well are furtherinterviewed or retained and the others areeliminated.

Evaluation of ability and competency ofemployees is done to meet company needs.

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What does the HR department do to

motivate its employees?

Evaluate performance and reward

those who have done well.

Compensation packages are provided:

Holiday offers

Bonuses

Awards

Salary increments

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Training and Development

Determine the current skills of the individual employees byanalyzing the reports and requirements.

The employees are sent for appropriate trainings so that the

technical and other skills match the job requirements.

Provide good working conditions The HR manager addresses the needs of the employees regarding

the working conditions.

These include drinking water facilities, bath-room facilities,

hygienic environment, good lighting, safety of employees. etc

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Performance appraisal

The HR communicate the criteria for the appraisal clear to theemployees.

Take care of the initiation of the appraisal process for the

employees.

Involves assessment of the actual performance of an employeeagainst what is expected of him/her.

Acts as a basis for awarding promotions, pay hikes and evaluating

the current skills of the employee for training and other purposes.

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Welfare Activities

Activities relating to the physical and social well-being of theemployees and their families.

Include facilities like Crche, Medical facilities, employee

counseling, medical insurance, education of children,etc.

Employee Engagement Involves activities for employees and team engagement.

The weekly games organized in offices, birthday parties

organized, family day, ethnic day celebrations, cultural day and

celebration of festivals in the offices etc,

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HR Delivery Agenda

In case of a widespread organisation, HR visit calendar to

all locations is made and followed

Executing Employee Engagement initiatives to keep

people together and make the workplace exciting,

rewarding and engaging

Drive an effective Learning and development agenda that

impacts the employees and the businesses

Evaluate and Improvise the current HR Practices to keep

with time and external benchmarks

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Cont

Keeping and updated Employee Handbook with all

relevant details and information

Design, update and share SOPs of all HR processes

Update HR policies in line with the business andorganisation requirement

Conduct periodical employee surveys to collate insights @

workplace and in turn design employee interventions

accordingly to address concern areas

Support and counsel business managers to effectively

manage teams to ensure higher employee productivity

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Industrial relations

Negotiating with unions

Dispute resolutionindustrial actioncollective

actionthe management of these events with the least

damage to the business Dispute resolutionindividuals' issues and problems

can involve EEO and other legally sensitive matters

Answering industrial relations queries from management

and employees.

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Strategic role in the business

Strategic roleadvising top level managementa broad

briefvariable depending on how the business perceives

the role of HR

Management development , succession planning,

leadership development, organizational design

Organizational development and redesign

Planning on various levelsworkforce, departmental,

unit, individuala variableoften determined by how

the individual professional approaches the HR role

Strategic planninga general callintegrating HR role

into the company's business

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Termination of employment

Managing termination of employmentat all stages from

the commencement of employment to its end

Retrenchmentsboth the collective issues and

individuals' issues

Post-employment responsibilities re employeesissues

such as references must be managed properly

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Rules and culture

Policies and procedurescut across all areas of employee

involvementthey should be consistently reviewed

Creating a culture of EEO(Equal Employment

Opportunity)

Creating a culture of OHS(occupational health and safety)

Occupational Health and Safety and EEO policies and

proceduresboth a legal and good governance

imperative

OHS and EEO reporting and trainingnecessary

elements of the total picture

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Analysis and reporting

Records and statisticsrelevant information on the

provision of labor and the many aspects of thatgood

information is important in making good decisions

Benchmarking re employee performancebusiness needs

to know what are the goals

Benchmarking business re employee managementHR

should test its own performance

Forecasting and predicting re staff and business issues

being ahead of competitors leads to success

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Talent Management

Innovation and productivity depends on talent of

employees of a company.

Identify the critical roles and workforces for the company.

Individual talent recognition.

New recruiting sources in each country.

Reallocate budget to critical workforces.

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INNOVATION

Innovation as a process which is based on people.

Hire the talent who can produce new

products,services,clients,proactive etc.

Culture and leaders should promote the innovation.

Incentives to make an extra effort to innovate.

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