Name: Kameshwari

Reg No: PG20153

Assignment -2

JOB DESCRIPTION AND JOB SPECIFICZTION

Job Description

Job description includes basic job-related data that is useful to advertise a specific job and attract
a pool of talent. It includes information such as job title, job location, reporting to and of
employees, job summary, nature and objectives of a job, tasks and duties to be performed,
working conditions, machines, tools and equipments to be used by a prospective worker and
hazards involved in it.
 Job Title To us, an HR Manager is the go-to person for all employee-related issues.
This means that your HR Manager duties will involve managing activities
such as job design, recruitment, employee relations, performance
management, training & development and talent management.

The job of HR Manager is important to business success. People are our

most important asset and you’ll be the one to ensure we have a happy and
productive workplace where everyone works to realize our established
mission and objectives. Promoting corporate values and shaping a
positive culture is a vital aspect of a complete HR Manager job
description and specification.

Job Location ICON Clinical Research India Pvt. Ltd.

 9/8, Hosur Main Road, Dairy Colony, Adugodi, Bengaluru, Karnataka
560029

Job Summary The HR Manager is responsible for employment policies and

procedures, overseeing payroll and rewards and recognition
programs as well as managing workplace safety initiatives. Along
with administering employee-benefit programs, the HR Manager
role involves finding, screening, recruiting new job applicants and
developing training and development programs for all employees.

Reporting to H.R Global Head (Vinniya Vignesh)

Working Conditions Work conditions can have a significant impact on morale and
productivity. In addition, healthy work conditions also protect the
well-being of employees, reducing the chances of workplace
injuries along with resulting financial liabilities and the need to
take time off. Small business owners who invest in workplace
improvements and cultivate a positive culture are often rewarded
 by better employee performance and higher earnings.
Job Duties Enhances the organization’s human resources by planning,
implementing, and evaluating employee relations and human
resources policies, programs, and practices.
Maintains the work structure by updating job requirements and
job descriptions for all positions.
Supports organization staff by establishing a recruiting,
testing, and interviewing program; counseling managers on
candidate selection; conducting and analyzing exit interviews;
and recommending changes.
Prepares employees for assignments by establishing and
conducting orientation and training programs.
Manages a pay plan by conducting periodic pay surveys;
scheduling and conducting job evaluations; preparing pay
budgets; monitoring and scheduling individual pay actions;
and recommending, planning, and implementing pay structure
revisions.
Ensures planning, monitoring, and appraisal of employee work
results by training managers to coach and discipline
employees; scheduling management conferences with
employees; hearing and resolving employee grievances; and
counseling employees and supervisors.
Implements employee benefits programs and informs
employees of benefits by studying and assessing benefit needs
and trends; recommending benefit programs to management;
directing the processing of benefit claims; obtaining and
evaluating benefit contract bids; awarding benefit contracts;
and designing and conducting educational programs on benefit
programs.
Ensures legal compliance by monitoring and implementing
applicable human resource federal and state requirements,
 conducting investigations, maintaining records, and
representing the organization at hearings.
Enforces management guidelines by preparing, updating, and
recommending human resource policies and procedures.
Retains historical human resource records by designing a
filing and retrieval system and keeping past and current
records.

Machines to be used Social Media Platforms. ...

Human Resources Information Software. ...
Talent Acquisition Software. ...
Cloud Technology. ...
Gamification Techniques. ...
Talent Management Software.

Hazards
Slips, Trips and Falls

Universal slip, trip and fall culprits include unattended spills, wet
floors, exposed cords, unstable work surfaces, uneven floors,
loose rugs and cluttered areas.

Ergonomic Injuries

Office workers spend many hours a day seated at a desk, working

on a computer, resulting in ergonomic strains and other injuries
related to posture and repetitive movement. These types of
hazards can be difficult to detect.
Eye Strain

Spending a large portion of your workday at the computer can

cause eyestrain, according to the Mayo Clinic. Eyes may become
dry and irritated, and workers may begin having trouble focusing.
Light levels should be suitable for the work task—for instance,
manual detail work may require higher levels of lighting, but
staring at a computer monitor does not, the NSC said.

Indoor Air Quality

The prevalence of poor indoor air quality has contributed to a rise

in occupational asthma and other respiratory disorders, chemical
sensitivity and allergies, according to the NSC. Some of the
reasons for poor air quality are inadequate ventilation systems;
office overcrowding; the presence of cleaning chemicals and
pesticides; water damage and mold growth; cubicle design that
blocks off air flow to work areas; too much or too little humidity;
and poor housekeeping, which leads to dirty work environments.

Indoor Air Quality

The prevalence of poor indoor air quality has contributed to a rise

in occupational asthma and other respiratory disorders, chemical
sensitivity and allergies, according to the NSC. Some of the
reasons for poor air quality are inadequate ventilation systems;
office overcrowding; the presence of cleaning chemicals and
pesticides; water damage and mold growth; cubicle design that
blocks off air flow to work areas; too much or too little humidity;
and poor housekeeping, which leads to dirty work environments.
Job Specification

Also known as employee specifications, a job specification is a written statement of educational

qualifications, specific qualities, level of experience, physical, emotional, technical and
communication skills required to perform a job, responsibilities involved in a job and other
unusual sensory demands. It also includes general health, mental health, intelligence, aptitude,
memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and
ethics, manners and creativity, etc.

Bachelors degree in Human Resources, Business

Qualification Administration, or related field required.
A minimum of three years of human resource management
experience preferred.
SHRM-CP or SHRM-SCP highly desired.

Ability to build and maintain positive relationships with

colleagues.
Experience in educating and coaching staff.
Experience in conflict resolution, disciplinary processes and
workplace investigations.
Experience in following and maintaining workplace privacy.
Ability to give presentations.
Knowledge of relevant health and safety laws.
Experience using computers for a variety of tasks.

The key duties of an HR Manager and the key functions of Human

Training Resource management are more than just being a boss or a
shoulder for employees to cry on when things don't go their way.
Yes, Human Resource management does mean dealing with the
 "human side" of the business, but it also means objectively
planning and meeting your organization's strategic goals. As such,
a good HR Manager has to have good leadership skills, strategic
thinking and planning skills, and knowledge of labor laws and HR
best practices. Bottom line, a good HR Manager has to know or
have:

Leadership skills
Knowing - and complying with - labor laws such as FLSA,
FMLA, and COBRA
Not just handling payroll, but understanding compensation
planning and benchmarking
Retirement Plan administration
Workforce planning
Addressing performance management issues
Conducting workplace investigations
Ensuring employee safety and health
Managing employee/labor relations
Properly handling documentation, reporting, and
recordkeeping requirements

Communication skills. As an HR practitioner, you must be

Skills able to express yourself clearly, both in oral and written
communication. ...
Organizational skills. ...
Decision-making skills. ...
Training and developmental Skills.
Budgeting skills. ...
Empathetic skills. ...
 Develop and implement HR strategies and initiatives
Responsibilities aligned with the overall business strategy
Bridge management and employee relations by addressing
demands, grievances or other issues
Manage the recruitment and selection process
Support current and future business needs through the
development, engagement, motivation and preservation of
human capital
Develop and monitor overall HR strategies, systems, tactics
and procedures across the organization
Nurture a positive working environment
Oversee and manage a performance appraisal system that
drives high performance
Maintain pay plan and benefits program
Assess training needs to apply and monitor training
programs
Report to management and provide decision support
through HR metrics
Ensure legal compliance throughout human resource
management
Requirements
Proven working experience as HR Manager or other HR
Executive
People oriented and results driven
Demonstrable experience with Human Resources metrics
Knowledge of HR systems and databases
Ability to architect strategy along with leadership skills
Excellent active listening, negotiation and presentation
skills
Competence to build and effectively manage interpersonal
relationships at all levels of the company
 In-depth knowledge of labor law and HR best practices
Degree in Human Resources or related field

Qualities of HR Manager are Sympathetic Attitude, Quick

Emotional Decisions, Integrity, Patience, Formal Authority, Leadership,
Characteristics Social Responsibility, Good Communication Skills.

The categories are:

Physical-health.
Mental-ability to understand and learn.
Integrity.
Industry awareness.
Technical awareness.
Relevant Experience.

Jobs may require concentrated levels of attention with any one or

Sensory Demands combination of the five senses in order to discern something in the
course of meeting the responsibilities. The sensory attention
required may vary in intensity, duration and frequency. The
intensity of the concentration may be affected by subtle sensory
factors that may be difficult to discern. Amount and nature of
distractions in the environment that may affect several sources of
sensory attention during the work process may include:

Reading, watching, studying, observing, focused listening

Smelling, tasting, touching, attending to the nuances of
sound;
Auditing, inspecting, tabulating data, proofreading, manual
manipulation;
Operating mechanical equipment, monitoring video display
terminals, providing technical troubleshooting.