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Role of Human Resource Manager

Role of Human Resource Manager

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Published by adidethe

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Published by: adidethe on Aug 13, 2010
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02/05/2014

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Role of Human Resource Manager 
They perform mainly three different types of roles, while meeting therequirements of employees and customers, namely administrative, operationaland strategic.
1)Administrative Roles:
The administrative roles of human resource management include policy formulation and implementation, housekeeping, recordsmaintenance, welfare administration, legal compliance, etc.i.Policy maker:The human resource manager helps management in the formationof policies governing talent acquisition and retention, wage and salaryadministration, welfare activities, personnel records, workingconditions, etc. He also helps in interpreting personnel policies in anappropriate manner.ii.Administrative expert:The administrative role of an HR manager is heavily oriented to processing and record keeping. Maintaining employee benefit claims,answering queries regarding leave, transport and medical facilities,submitting required reports to regulatory agencies are examples of administrative nature of HR management.iii.Advisor:The personnel manager performs his functions by advising,suggesting, counseling and helping the line managers in dischargingtheir responsibilities relating to grievance redressal, conflict resolution,employee selection and training.
 
iv.Housekeeper:The administrative roles of a personnel manager in managing theshow include recruiting, per-employment testing, reference checking,employee surveys, time keeping, wage and salary administration, benefits and pension administration, wellness programmes maintenanceof records, etc.v.Counselor:The HR manager discusses various problems of the employeesrelating to work, career, their supervisors, colleagues, health, andfamily, financial, social, etc. and advises them on minimizing andovercoming problems, if any.vi.Welfare officer:HR manager is expected to be the Welfare Officer of thecompany. As a Welfare Officer he provides and maintains canteens,hospitals, crèches, educational institutes, clubs, libraries, conveyancefacilities, co-operative credit societies and consumer stores.vii.Legal consultant:HR manager plays a role of grievance handling, settling Line andStaff Functions of disputes, handling disciplinary cases, doing collective bargaining, enabling the process of joint consultation, interpretation andimplementation of various labour laws, contacting lawyers regardingcourt cases, filling suits in labour courts, industrial tribunals, civil courtsand the like.
2)Operational Roles:
These roles are tactical in nature and include recruiting anddeveloping employees; coordinating HR activities with the actions of managers and supervisors throughout the organization and resolvingdifferences between employees.i.Recruiter:HR managers have to use their experience to good effect whilelaying down lucrative career paths to new recruits without, increasingthe financial burden to the company.ii.Trainer, developer, motivator:HR managers have to find skill deficiencies from time to time,offer meaningful training opportunities, and bring out the talent potentialof people through intrinsic and extrinsic rewards which are valued byemployees.
 
iii.
Coordinator/ Linking pin:The HR manager is often deputed to act as a linking pin betweenvarious divisions of an organization. The whole exercise is meant todevelop rapport with divisional heads, using PR and communicationsskills of HR executives to the maximum possible extent.iv.Mediator:The HR manager acts as a mediator in case of friction betweentwo employees, groups of employees, superiors and subordinates andemployees and management with the sole objective of maintainingindustrial harmony.v.Employee champion:In order to deliver effective results HR managers have to treattheir employees as valuable assets. Such an approach helps to ensurethat HR practices and principles are in sync with the organisation’soverall strategy.
3)Strategic Roles:
An organisations success increasingly depends on theknowledge, skills and abilities of its employees, particularly as they helpestablish a set of core competencies. The strategic role of HR management focuses attention on how to enable ordinary employees toturn out extraordinary performance, taking care of their ever-changingexpectations. The key areas of attention in this era of global competitioninclude:-i.Change agent:HR’s role as a change is to replace resistance with resolve, planning with results and fear of change with excitement about its possibilities. HR helps and organisation identifies the key successfactors for change and asses the organisation’s strengths and weaknessesregarding each factor.ii.Strategic partner:HR’s role is not just to adapt its activities to the firm’s businessstrategy, nor certainly to carry out fire-fighting operations likecompensating employees. Instead, it must deliver competent, consumer-oriented work force. While implementing strategies, HR should developappropriate ways to restructure work processes smoothly.

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