Image and Qualities of HR/Personnel Manager

A b ility to dea l successfu lly w ith peop le w ho have likes and d is like , w h im s and fanc ies, w ho favor som e and are pre jud iced aga inst o thers

M anage to dea l w ith w orkers w ho re fuse to see reason and w ho be lieve tha t v io lence pays and noth ing e lse does

Im age and Q ua lities o f H R /P ersonne l M anager

Fairness and Firmness

H e/she shou ld be fa ir in m atte rs o f p rom otions, dem otions, transfers , layo ffs and be firm in en forc ing d isc ip line

Tact and Resourcefulness

The H R M anager m ust be tactfu l in dea ling w ith d ifficu lt

s itua tions.

H R M anager m ust be resource fu l, too .

H e/she shou ld have an open m ind , ob jectiv ity and ad justab ility to tack le a d ifficu lt m atte r from d iffe ren t ang les

Im age and Q ua lities o f H R /P ersonne l M anager

Sympathy and Consideration

The H R M anager m ust be gu ided by sym pathe tic

a ttitude tow ards em ployee dem ands. Knowledge of labor and other terms

The H R M anager m ust possess a sound know ledge o f

the constitu tion and o ther acts tha t in fluence labor in te rests .

H e m ust be aw are o f the govts po licy tow ards labor and the genera l econom ic cond itions p reva iling a t a g iven tim e.

Im age and Q ua lities o f H R /P ersonne l M anager Broad Social outlook

The H R M anager shou ld have a soc ia l ou tlook and con tribu te

tow ards the be tte rm ent o f qua lity o f life o f the em ployees and those w ho live a round and beyond the com pany

Others

The H R M anager m ust have the com petence to pe rfo rm

activ ities re la ting to personne l be tte r than h is subord ina tes .

The H R M anager m ust have a long-te rm pe rspective , so as

to m ap ou t a fu tu re fo r the o rgan iza tion 15 to 20 years ahead and even beyond

R oles o f H R M anager A s a spec ia lis t

H R M anager is an expert

A s a spec ia lis t he adv ises the heads o f

d iffe ren t functiona l departm ent on various aspects o f H R M , such as H R P , R ecru itm ent, S e lection e tc .

H R M anager shou ld prov ide in fo rm ation , suggestions and ass is tance in such a w ay tha t he is cons idered a source o f he lp ra ther than a source o f th rea t to the line m anager

R oles o f H R M anager A s an In fo rm ation S ource

H R M anager p rov ides va luab le

in fo rm ation about labor m arke t, labor law s and o ther re la ted areas.

S uch in fo rm ation is im portant fo r the fo rm ula tion o f p roper po lic ies and p rocedures about H um an R esources.

H e serves as a record keeper and researcher to p rov ide the requ ired in fo rm ation

R oles o f H R M anager As a change Agent

H R M anager can serve as an in te rna l

change agen t to in itia te ad spearhead necessary im provem ents in hum an resource p ractices.

A s a consu ltan t he can p rov ide necessary in frastructu re and support fo r o rgan iza tiona l deve lopm ent.

H e he lps in in troduc ing and im p lem enting m a jo r ins titu tiona l changes in the o rgan iza tion .

R oles o f H R M anager

As a controller

H R M anager ass is ts line m anagers in e ffective im p lem enta tion o f hum an resource po lic ies and p rogram s.

H is adv ice is essentia l fo r m on ito ring and contro lling the p rogress.

A s an arm o f the top m anagem ent, the personne l m anager ensures tha t the personne l po lic ies and p rocedures approved and adopted by the m anagem ent a re be ing consis ten tly carried ou t in a ll the departm ents.

R oles o f H R M anager

As a liaison Man

H R m anager is asked to act as a link ing p in be tw een d iffe ren t departm ents/d iv is ions o f an o rgan iza tion

As a housekeeper

H R M anager looks a fte r the sa fe ty , hea lth and w e lfa re

e tc . o f the em ployees As a Fire Fighter

In un ion-m anagem ent re la tions, the hum an resource

m anager acts as a shock absorber. H e is the m anagem ents de fense aga inst trade

un ion activ is t. H e acts as a troub le shooter

G ood practices requ ires good m easurem ents

H R M anagers shou ld s trive to quan tify a ll face ts o f H R to de te rm ine w hat w orks and w hat doesn t

Look ing a t the cha llenges o f techno logy and

g loba liza tion , H R m ust add m easurab le va lue and the H R functions m ust de live r bus iness resu lts

The N ew H R M anager N ew P ro fic ienc ies

A s tudy has found four ca tegories o f p ro fic ienc ies requ ired by an H R M anager

H R P ro fic ienc ies B us iness P ro fic ienc ies Leadersh ip P ro fic ienc ies Learn ing P ro fic ienc ies

H R P ro fic ienc ies R epresent trad itiona l know ledge and sk ills

in a reas such as em ployee se lection , tra in ing and com pensation

B usiness P ro fic ienc ies

R eflec t the new ro le o f H R pro fess iona ls in c rea ting pro fitab le en te rp rises tha t se rve custom ers e ffec tive ly

Today s H R m anagers need to be fam ilia r w ith how com pan ies

opera te , inc lud ing s tra teg ic p lann ing , m arke ting , p roduction and finance

They m ust be ab le to partic ipa te in a m anagem ent team tha t

fo rm u la tes p lans for how the com pany w ill respond to com petitive p ressures

Today s H R m anager m ust be ab le to m easure and exp la in H R

activ ities in te rm s o f re turn on investm ent, payback period and cost per un it o f se rv ice .

Leadersh ip P ro fic ienc ies They need the ab ility to w ork w ith and lead m anagem ent

g roups, and to d rive the changes requ ired , fo r instance, to im p lem ent new w orld -c lass em p loyee screen ing and tra in ing system s.

Learn ing P ro fic ienc ies H e/she m ust have the ab ility to stay abreast o f and app ly

a ll the new techno log ies and practices a ffecting the pro fess ion

Jobs and C areers in H R M H R S pec ia lis t- en try leve l inc ludes ro les such as

in te rv iew er, com pensation ana lyst, benefits co-ord ina te , job ana lys is and tra iner

H R M anager- is a genera lis t w ho adm in is te rs and co-ord inates program s

cu tting across functiona l a reas. is a top-rank ing person a t a p lan t fac ility an is expected to know

about a ll a reas o f H R M O versees the im p lem enta tion o f the H R po lic ies a t the fac ility

and adv ises the line m anagers on H R issues H R E xecu tive- usua lly the V ice-pres ident , has the

respons ib ility o f link ing the firm s corpora te po licy and s tra tegy w ith H R M

Image and Qualities of HR/Personnel ManagerImage and Qualities of HR/Personnel ManagerImage and Qualities of HR/Personnel ManagerImage and Qualities of HR/Personnel ManagerRoles of HR ManagerRoles of HR ManagerRoles of HR ManagerRoles of HR ManagerRoles of HR ManagerGood practices requires good measurementsThe New HR ManagerNew ProficienciesSlide Number 12Slide Number 13Slide Number 14Jobs and Careers in HRM