Image and Qualities of HR/Personnel Manager

A bility to deal successfully w ith people

w ho have likes and dislike, w him s and
fancies, w ho favor som e and are
prejudiced against others
M anage to deal w ith w orkers w ho refuse
to see reason and w ho believe that
violence pays and nothing else does

Im a g e a n d Q u a litie s o f H R /P e rso n n e l M a n a g e r
Fairness and Firmness

H e/she sh ou ld be fair in m a tters of pro m otions,

de m otio ns, transfers, layoffs and be firm in enforcin g
discipline

Tact and Resourcefulness

T he H R M ana ger m u st be tactful in de a ling w ith d ifficu lt

situations.

H R M anager m ust be resourceful, too.

H e/she sh ou ld have an ope n m in d, objectivity an d

ad justab ility to tackle a difficu lt m atter fro m different
angles

Im a g e a n d Q u a litie s o f H R /P e rso n n e l M a n a g e r

Sympathy and Consideration

T he H R M anag er m ust be gu id ed by sym p athe tic

attitude tow ards em ployee dem ands.

Knowledge of labor and other terms

T he H R M ana ger m ust possess a sound kno w led ge of

the
constitution and other acts that influe nce labor
interests.

H e m ust be aw are of the govts po licy tow a rds labor and

the
gen era l econo m ic cond itio ns preva iling at a give n
tim e.

Im a g e a n d Q u a litie s o f H R /P e rso n n e l M a n a g e r
Broad Social outlook

T h e H R M a n a g e r sh o u ld h a ve a so cia l o u tlo o k a n d co n trib u te

to w a rd s th e b e tte rm e n t o f q u a lity o f life o f th e e m p lo ye e s a n d
th o se w h o live a ro u n d a n d b e yo n d th e co m p a n y

Others

T h e H R M a n a g e r m u st h a ve th e co m p e te n ce to p e rfo rm
a ctivitie s
re la tin g to p e rso n n e l b e tte r th a n h is
su b o rd in a te s.

T h e H R M a n a g e r m u st h a ve a lo n g -te rm p e rsp e ctive , so as

to m a p
o u t a fu tu re fo r th e o rg a n iza tio n 1 5 to 2 0 ye a rs
a h e a d a n d e ve n
b e yo n d

R oles of H R M anager
A s a specialist

H R M anager is an expert

A s a specialist he advises the heads of

different functional departm ent on various
aspects of H R M , such as H R P ,
R ecruitm ent, S election etc.

H R M anager should provide inform ation,

suggestions and assistance in such a w ay
that he is considered a source of help
rather than a source of threat to the line
m anager

R oles of H R M anager
A s an Inform ation S ource

HR
M anager
provides
inform ation about labor m arket,
law s and other related areas.

valuable
labor

S uch inform ation is im portant for the

form ulation of proper policies and
procedures about H um an R esources.

H e serves as a record keeper and

researcher to provide the
required
inform ation

R oles of H R M anager
As a change Agent

H R M a n a g e r ca n se rve a s a n in te rn a l
ch a n g e a g e n t
to in itia te a d sp e a rh e a d
n e ce ssa ry im p ro ve m e n ts in h u m a n
re so u rce p ra ctice s.

A s a con su lta n t h e ca n p ro vid e n e ce ssa ry

in fra stru ctu re a n d su p p o rt fo r o rg a n iza tio n a l
d e ve lo p m e n t.

H e h e lp s in intro d u cin g a n d im p le m e n tin g

m a jo r
in stitu tio na l
ch a n g e s
in
th e
o rg a n iza tio n .

R oles of H R M anager
As a controller

H R M ana ger assists lin e m a nag ers in effective

im ple m e ntation of hu m an re source po licies an d
program s.

H is advice is essentia l for m o n itoring a nd co ntrolling

the progress.

A s an arm of the top m an ag e m ent, the personn e l

m anager ensures that the personn e l policies an d
procedures approved and adopted by the
m a nag e m e nt are bein g consiste n tly carried out in all
the
departm ents.

R oles of H R M anager
As a liaison Man
H R m a na g er is aske d to act as a linking pin b etw e en
different departm ents/divisio ns of an organization
As a housekeeper
H R M anag er looks after the safety, health and w e lfare
etc. of the em ployees
As a Fire Fighter

In union-m ana ge m e nt relations, the hu m an resource

m anager acts as a shock absorber.
H e is the m a na ge m e nts defense a ga inst trade
union activist.
H e acts as a trouble shooter

G o o d p ra ctice s re q u ire s g o o d
m e a su re m e n ts

H R M a n a g e rs sh o u ld strive to q u a n tify a ll fa cets of

H R to d e te rm in e w h a t w o rks a n d w h a t d o e sn t
L o o kin g a t th e ch a lle n g e s o f te ch n o lo g y a n d
g lo b a liza tio n , H R m u st a d d m e a su ra b le va lu e a n d
th e H R fu n ctio n s m u st d e live r b u sin e ss re su lts

T he N ew H R M anager
N ew P roficiencies
A study has found four categories of
proficiencies required by an H R M anager
H R P roficiencies
B usiness P roficiencies
Leadership P roficiencies
Learning P roficiencies

H R P roficiencies
R epresent traditional know ledge and skills
in areas such as em ployee selection,
training and com pensation

B u sin e ss P ro ficie n cie s

R e fle ct th e n e w ro le o f H R pro fessio n a ls in

e n te rp rise s th a t se rve cu sto m e rs e ffe ctive ly

crea tin g pro fita ble

T o d a ys H R m a n a g ers n ee d to be fam ilia r w ith ho w co m pa n ie s

o p era te, inclu d in g stra teg ic p la nn in g , m a rke tin g , p rod uctio n an d
fin a n ce

T h e y m u st b e a b le to p a rticip a te in a m a n a g em e n t te a m th a t
fo rm u la tes p la n s for ho w th e co m p a ny w ill re spo n d to co m p e titive
p re ssu re s

T o d a ys H R m a n a g er m u st b e a b le to m e a su re an d exp la in H R
a ctivitie s in te rm s of return o n in vestm e n t, p ayba ck p e rio d a n d co st
p e r u n it o f se rvice .

Leadership P roficiencies
T hey ne ed the ability to w ork w ith and lea d m a nag e m e nt
groups, and to drive the chan ge s requ ired, for instance,
to im ple m e nt new w o rld-class em p loyee screen in g and
training system s.
Learning P roficiencies
H e/she m u st have the ability to stay abreast of and apply
all the new techno lo gies and practices
affecting the
profession

Jobs and C areers in H R M

H R S pecialist- entry leve l in clu des ro les such as
intervie w er, com pe nsation an alyst, benefits co-ordinate,
job analysis and trainer
H R M anager is a g e n era list w h o a dm in iste rs a nd co-ord in ate s prog ra m s
cu ttin g a cro ss fu n ctio n a l a re a s.
is a to p-ran kin g perso n a t a p la n t facility a n is exp ecte d to know
a b o u t a ll a re a s o f H R M
O verse es the im p le m e n ta tio n o f th e H R p o licie s a t th e facility
a n d a d vise s th e lin e m a n a g e rs o n H R issu e s

H R E xecu tive- usua lly the V ice-preside nt , has the

responsib ility of linkin g the firm s corporate po licy a nd
strategy w ith H R M