Human Resources System

Human Resources Manager

Key Functions Of The Human Resources Manager

Human Resources Manager

The modern day human resources manager occupies a very important position within an organization. With the primary responsibility for a companies labor force, decisions over the hiring and firing of personnel have implications for individuals at all levels of an organization. Finding strategic best fit for key personnel and maintaining staff levels at all organizational levels is very important for business functional efficiency. The following article briefly discusses the key responsibilities, qualities and strategic aspects that a hr manager performs.

Personnel Decisions: Selecting the right candidate for the job is part of the human resource manager's primary responsibilities. This involves advertising and screening candidates according to predefined skills, attributes, experience and strategic fit. For every position that gets advertised, many applications are usually submitted for consideration. Conducting interviews and determining organizational best fit is a time consuming and arduous process. HR managers, therefore, need to have keen skills of discernment, patience and attention to detail.

Key Qualities: A human resources manager position is usually occupied by an individual with strong organizational capabilities, excellent communication skills, good information technology skills and the ability to iron out disputes in a diplomatic way. As the principle officer responsible for matching candidates to job vacancies, personality conflicts and candidate mismatching inevitably ensues during the course of ones career. The hr manager has to be able to select suitable candidates for replacement and make important decisions that affect the careers of other individuals within an organization.

Strategic human resources management: The strategic aspects of the human resources manager are essential to an organization. These include the following:

(a) Alignment of an organizations labor resources for best fit

(b) Decisions that impact a companies productivity

(c) Budget control of staff expenses and labor costs

(d) Cost control of training and recruitment expenses

(e) Regulatory and legal compliance across company divisions. This can include award provisions, wage negotiations, benefit entitlements, enterprise agreements and internal health and safety measures.

(f) Superannuation and supervision of 401K plans

(g) Redundancy and retrenchment packages

(h) Executive and key personnel replacement

(i) Alignment of the human resources department objectives to the overall objectives of the organization.

The human resources manager requires a unique blend of administrative, communication, information technology and negotiation skills. A hr manager can influence an organizations key personnel which affects a companies strategic and business goals. When functional alignment and business unit integration prevails a company enjoys greater productivity which can dramatically improve an organizations bottom line. It is, therefore, considered a key position within an organization.

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