Primary Responsibilities of a Human Resource Managerby Ruth Mayhew, Demand Media

Similar to other department managers, a human resource manager has two

basic functions: overseeing department functions and managing employees.

For this reason, a human resources manager 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 HR managers have are solid communication skills and

decision-making capabilities based on analytical skills and critical thought

processes.

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Overall ResponsibilitiesHuman 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.

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 BenefitsHuman 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.

Related Reading: The Significance of Human Resource Management

Systems

Training and DevelopmentEmployee training and development includes new hire orientation,

leadership training and professional development seminars and workshops.

Human resource managers oversee needs assessments to determine when

training is necessary and the type of training necessary to improve

performance and productivity. Human resource managers responsible for

conducting needs assessment have a hands-on role in evaluating overall

employee performance to decide if the workforce would benefit from

additional training and orientation. 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. Human resource managers responsible for

succession planning use their 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 RelationsAlthough 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

designing an effective employee relations strategy. 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 SelectionHuman 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

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Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.

1. Role and Responsibilities HR Executive in a Company As for the job role of HR, it all depends. Assuming a very basic role in HR following list shows a few responsibilities of an HR

1. Recruitment – • Understanding manpower requisition from the concerned department. • Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned person. • Sourcing candidates that match the desired skills. • Screening the candidates by conducting telephonic or personal interviews as the case may be. • Encouraging the employees to provide reference for better prospects. • Arranging for technical interview and coordinating with the concerned person. • Communicating the employment status to the applied candidates. • Maintaining and updating the database of the candidates. • Doing a background verification of the shortlisted candidates.

2. Induction and On-boarding • When a particular candidate is finalised and selected, giving him offer letter or letter of intent On joining the services, issuing appointment letter with brief working agreement or policies. • Giving a description on the policies, procedures and culture followed by the company. • Properly filing relevant document of the new joinee as required. • Introducing him/her to the team and supervisor and/or manager. • Explaining the mode of communication. • Coordinating with the IT team to get his email id made.

3. HR Policies and HR Manual • If the company do not have an HR Manual, drafting the same for the company. • Making or Amending the existing policies and procedures.

4. Attendance and Leave records.

Keeping a track of the attendance of the employees. Filing the leave forms and keeping a track of the leaves taken. Seeing to it that there is not much absenteeism on any given day.• Seeing to it that no employee is irregular and if there are such people, taking

corrective and/or preventive measures

. 6. Employee Engagement • Keeping a track on employee turnover and exit rate. • Taking initiatives to engage the staff to their work. • Taking the surveys in order to understand their engagement level and accordingly take actions. • Planning events or activities regularly or on some occassions, getting those approved by senior management and implementing those

2. . 7. Workforce Management • Handling the staff so that people are not dissatisfied with each other. • Handling cross culture things. • See to it that there is no grouping or no dissatisfied person. • Other employee related issues

3. . 8. Statutory Compliance • Leaves – as per the act that is applicable to you. • minimum salary pf / esic / medical deductions as applicable other compliance

4. 9. Exit Formalities • Conducting exit interviews of candidates who are resigning. • Trying to get constructive feedback for company and trying to implement the corrective measures for them. • Helping the person to be relieved properly. • Issuing relieving letter and letter of experience. • Doing the full and final settlement for the person.

5. 10. Compensation and Benefits • Designing the salary structure for employees. • Helping employees save tax by advising them on tax benefits plans and other investment options Calculating the Gratuity, Handling PF accounts, etc.