The core roles of human resource management are grouped below into three categories.

The titles of the clusters are tentative, and are open for comment. PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM Strategic perspective Organisation design Change management Corporate Wellness management PEOPLE ACQUISITION AND DEVELOPMENT Staffing the organization Training & development Career Management Performance Management Industrial relations ADMINISTRATION OF POLICIES , PROGRAMMES & PRACTICES Compensation management Information management Administrative management Financial management ROLES The roles listed above are now described in terms of broad functions, activities and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail. PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM STRATEGIC PERSPECTIVE § Develop Human Resource plans and strategies aligned to the organisation¶s strategic direction. and business strategy. Provide tools and tactics to enhance execution of these strategies § Integrate HRM with current and pending legislation and socio -political changes. § Integrate Human Resource Management with general organisational management. § Manage the interface between HRM processes and systems. § Formulate and communicate HRM policies. § Act as the conscience of employer with respect to people issues. § Scan the environment (both international and national) and identify emerging trends that will affect the organisation and the management of people therein. § Assess the long-term impact of short-term decisions on people. § Manage people related issues accompanying mergers, alliances and acquisitions. § Express (embody) the philosophy and values regarding people management in the organisation. ORGANISATIONAL DESIGN § Analyse work processes and recommend improvements where necessary. § Recommend options for organisational design & structure. CHANGE MANAGEMENT

§ Advise management on implications of chang e for employees. § Co-ordinate & facilitate the change process. § Facilitate changed relationships. § Provide support structures for employees during change. § Deliberate and proactive management of the changing environment and its implications for work and the organisation. CORPORATE WELLNESS MANAGEMENT § Develop and communicate policies and procedures with regard to the management of wellbeing § Manage occupational health and safety § Manage wellbeing (Employee Assistance programs & Health Promotion programs) PEOPLE ACQUISITION AND DEVELOPMENT STAFFING THE ORGANISATION As an example, each of the functions of this role is further unpacked in terms of activities. Human Resource Planning (linked to strategic perspective) · Determine long-term human resource needs. · Assess current resources. · Identify areas of need. Determining requirements of jobs · Appoint a representative committee with the task of conducting the job analysis. · Decide on the use of job analysis information. · Decide on the sources of job analysis information. · Decide on the method for job analysis. · Review the information. · Based on the outcomes of the job analysis, write job descriptions and job specifications Recruitment of staff for the organisation · Develop & implement recru iting strategy bearing in mind relevant legislation. · Decide whether recruitment will take place externally or internally. · Select methods of the recruitment (for example job posting, personnel agencies & advertising) · Engage in recruitment. Selection of human resources · Develop and implement selection strategy in line with relevant legislation. · Select appropriate tools for selection. · Validate selection tools in line with legislation. · Provide selection short list for line management to make a deci sion. Placement of staff · Place staff in ways that will have the potential to benefit both organisation and employee Induction and orientation · Act as a facilitator for induction and orientation of new employees Management of a-typical employment situati ons. Management of termination · Advise management regarding the strategic implications of terminating employment relationships. · Conduct exit interviews.

· Develop a plan to replace competence lost. · Analysis of staff turnover and advise management o n pending problems and corrective action (where necessary). TRAINING & DEVELOPMENT § Develop a training & development strategy according to the requirements of legislation and with the improvement of productivity and delivery as outcome. § Conduct a training needs-assessment including the assessment of prior learning and write training & development objectives based on the outcome thereof. § Conduct training & development. § Evaluate training & development with regard to the return on investment. § Promote training & development in the organisation. CAREER MANAGEMENT § Design and implement a career management program aimed at integrating individual aspirations and organisational needs & realities. § Manage career-related issues in the organisation for example women, affirmative action and management of diversity with attention to legislation in this regard. § Manage career-related issues surrounding organisational restructuring, downsizing & outplacement including provision of support. PERFORMANCE MANAGEMENT § Design and implement a performance management system linked to relevant HRM systems and aimed at contributing directly to the business strategy. § Assess performance. § Use outcome of performance assessment as the basis for decision -making in areas mentioned in point 1. § Management of individual as well as collective labour (organisational) performance. INDUSTRIAL RELATIONS § Develop and communicate industrial relations policies and procedures in line with legislation. § Involvement in grie vance and disciplinary hearings § Lead negotiations (where necessary). § Implement termination procedures § Assessment and management of organisational climate and employee relations § Liaison with trade unions § Implementation of outcomes of collective ba rgaining and negotiation ADMINISTRATION OF POLICIES , PROGRAMMES & PRACTICES COMPENSATION MANAGEMENT § Develop compensation strategies and policies in line with legislation and the organisation¶s business strategy. § Attach meaningful monetary values to posts in the organisation ensuring that the organisation¶s compensation is in line with market forces (this may be by means of traditional job evaluation or other methods such as skill or competency based pay). § Develop appropriate compensation systems for the organisation.

§ Manage overall labour costs. INFORMATION MANAGEMENT § Provide current information regarding employees to be used in the decision making process and measurement of HRM¶s contribution to the organisation. § Advise management reg arding trends emerging from the data. § Conduct HRM research with the aim of solving problems in the organisation. ADMINISTRATIVE MANAGEMENT § Provide integrated HRM administration that is speedy & cost effective to receiver & administrator. § Integrated employee data management FINANCIAL MANAGEMENT § Manage the budget for HRM functions (Training and development, IR compensation, Employment Equity). § Negotiate maximal funds for HR. § Add value to the organisation by demonstrating a sound understanding of the complexity of business. § Measure the financial impact of human resource systems.

Ed Llarena, Jr.
Subject - Re: Core roles in Human Resource Management

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Hi! I look at the HR Management job in terms of eleven (11) critical functional areas that an HR professional and practitioner has to attend to... to be effective. These areas are: 1. Manpower Planning 2. Recruitment 3. Compensation & Salary Administration 4. Benefits Development & Administration 5. Training & Career Development 6. Labor Relations & Disicipline Management 7. Personnel Movement 8. Performance Management 9. HRIS 10. Payroll & Timekeeping 11. Organization Development To be effective, an HR practitioner should have a well rounded grasp of each of these areas. The problem is that many of us have only very limited exposure on these different functional areas as we move on the organizational ladder. One effective way of being able to have a complet e grasp of all these functional areas within a short period is to have an HR Policy Manual by your side. My company has developed an HR Policy Manual containing all these areas. It

is a handy tool for the HR professional and manager. It is copyrighted an d we are selling Recruiting
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Hiring Training Organization Development Communication Performance Management Coaching Policy Recommendation Salary and Benefits Team Building Employee Relations Leadership

it.

Role of Human Resource Managers
This article was created by a professional writer and edited by experienced copy editors, both qualified members of the Demand Media Studios community. All articles go through an editorial process that includes subject matter guidelines, plagiarism review, fact-checking, and other steps in effort to provide reliable information. By an eHow Contributor
updated: April 20, 2010

HR managers are vital to the successful operation of a business.
The human resource (HR) manager position is vital to the successful operation of a business. These managers perform such tasks as hiring, training, and maintaining a healthy workplace environment.

1. Hiring
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An HR manager's objective is to maintain adequate staffing levels for a business and to fill each position with the applicant who is most qualified to perform the job successfully. To do this, an HR manager may post job openings, test applicants, conduct or schedule interviews, and attend recruiting events.

Orientation/Training

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Orientation entails introducing a new hire to the company and its goals, history, policies, workers, culture, and any other information essential to function within the company. According to the Bureau of Labor Statistics, training may entail classroom instruction, electronic learning, videos and other tools.

Interactions
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HR managers take employee complaints, mediate conflicts, promote communication, and in some cases, assist in negotiating union contracts.

Employee Benefits
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HR managers are also charged with providing information about employee benefits, such as 401(k)s, health insurance, life insurance, vacation time, transit subsidies, and stock plans.

Performance Reviews/Discipline
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In many companies, HR managers conduct or facilitate performance reviews, which is a discussion with an employee about how "she or he is doing relative to the standards and expectations laid out in the job description," according to the Bureau of Labor Statistics. This also includes providing any follow-up training or goals. If needed, HR managers perform or assist with the discipline or firing of employees for not following company policy. They also conduct exit interviews.

Allocating Resources/Layoffs
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HR managers may help with layoff decisions and allocating remaining resources after layoffs. They may be responsible for informing employees of the layoffs and providing them with severance information.

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Read more: Role of Human Resource Managers | eHow.com http://www.ehowThe Industry Leader

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But, that's not all. Allanasons is also India's single largest exporter of frozen meat, processed/frozen fruit and vegetable products.

India's Largest Exporter of Frozen Halal Buffalo Meat, Coffee, Fruit Concentrates and Purees...
What's more, Allanasons is India's largest exporter of coffee as also leading exporter of cereals and frozen marine products.The Group has also set up plants for processing, preserving and freezing of Marine Products, which are approved in accordance with stringent quality standards for export to Europe. The Group has made substantial investments in creating world-class integrated food processing complexes. Facilities, which have been certified for quality and product safety systems under ISO 9001:2000 and HACCP. And ISO 14001 (Environment Management System) too !

.com/facts_5Allanasons. India's largest exporter of processed food products and agro commodities.
The Company has been designated as the Five Star Trading House by the Government of India.

Allana Group has achieved enviable growth in its exports, clocking 44% over the last two years. Added to that, it has demonstrated its leadership in manufacture, marketing and sales of its branded processed foods.

We are the World's Largest Producer and Exporter of Frozen Halal Boneless Buffalo Meat.

But, that's not all. Allanasons is also India's single largest exporter of frozen meat, processed/frozen fruit and vegetable products.

The Group has made substantial investments in creating world-class integrated food processing complexes. Facilities, which have been certified for quality and product safety systems under ISO 9001:2000 and HACCP. And ISO 14001 (Environment Management System) too ! Similarly we are having OHSAS 18000 towards an international occupational health and safety management system specification.

For its new range of value added, branded consumer frozen food products to be launched shortly, the Group is constructing additional Food Processing Plants with large investments in machinery and manpower.

What's more, Allanasons is India's largest exporter of coffee as also leading exporter of cereals and frozen marine products.The Group has also set up plants for processing, preserving and freezing of Marine Products, which are approved in accordance with stringent quality standards for export to Europe.

Allanasons' contribution to India's export effort has been recognized by the Government of India, APEDA (Ministry of Commerce), Federation of Indian Export Organizations and various State Governments in the form of numerous awards at national, state, and organizational levels.

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In recognition of our achievements, Allanasons Limited has been awarded the status of µFive Star Export House¶ ± the highest distinction by the Government of India for export performance. We have high quality meat products, processed in most modern integrated meat complexes, meeting the highest and stringent meat hygiene standards. In the similar way we have high quality processed fruit purees, pulps, concentrates and vegetables. Our products are very well accepted in global markets as ingredients to the multi fruit based industries such as the beverages, dairy, confectionary, yoghurt, baby food etc.

rce-managers.html#ixzz1G Like ISO 9001:12000 and

HACCP are stringently applied,ensuring that we

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Meat & Poultry Industry Focus Manufacturer Business Type Frozen Buffalo Meat Products/Services Worldwide Our Markets 501 - 1000 People No. of Employees Annual Sales Above US$100 Million Range(USD) 1869 Year Established Legal Sshil Manickam - Manager Representative(CEO) Certificates : ISO 9001:2000 certified by DNV (DET NORSKE VERITAS) of the

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