Position of a Human Resource Manager - Coursework Example

Human Resource Manager Skills Name Course Lecturer Date The paper examines the position of a human resource manager, the skills and the knowledge related that I need to develop enhance in five years period. The human resource manager position in this paper the case study is vital business post. The holder of this position heads the human resource department which is the point of convergence for all the organizational departments. A key determinant factor of the success for any company the paper starts with a detailed job description which act a key pointer to the qualifications needed for the position holder. Job Description As Sánchez, (2009 explains, the human resource manager is an important senior company official that determines largely the direction of a company. Efficiency of human resource department as a whole means great productivity as it determines how labour is utilised in a firm. The HRM undertakes is charged with the following duties: Key Responsibilities of HRM Analysing salary and wages reports as well as data in order to determine a competitive business competitive compensation plan Writing different directives to advise various different department managers of a business on matters to do with equal employment opportunities, benefits and compensation. Consulting legal counsel in order to ensure that the business policies on employees issues comply with the state laws Development and maintenance of sound human resource system that attain the organization management needs Overseeing analyzing communication and Maintenance of different records required by local governing bodies, law and the departments in the organization. Recruits, tests, interviews and selects qualified employees to fill the business vacant positions Identification of various legal requirements and state reporting regulations that affect human resources roles and ensures procedures, policies and reporting are in compliance Studies arbitration decisions, legislation, as well as collective bargaining contract with an intention of assessing the industry trends Contract with the various business suppliers so as to provide employees services that include temporally employees, relocation services or search firms. Represent the organization at personal connected investigation and hearings Preparation of reports on human resource operations. Preparation of reports and making recommendations procedures on reduction of absentism as well as turnover Preparation of employees separation notices and the needed documentation Conduction of exit interviews and determination of reasons for separations Dealing with employees related insurances on matters to do with accidents through coordination of the business safety committee meetings and act as an organization safety director. Carry out wages surveys in the labour market, to determine the acceptable and competitive wage rate in the market. Advises the management on employees matters Planning and conducting orientation of new employees to create the right attitude towards the organization Administration of the ,management training in things to do with termination hiring promotions interviewing and performance review Administration of the performance review programs that ensure compliance, effectiveness, and organization equity. Administration of different benefit programs like healthy, life, pension plans and the employees assistance Qualifications To be efficient and carry out this job successfully, one must be well able to administer each and every listed duty satisfactorily. Below are skills, knowledge and the ability needed Education skills Four year bachelor degree from a recognized University, and three years of related experience Language Skills One must be effective in reading analyzing and interpreting very complex documents. Be in a position to respond to highly sensitive complaints and inquiries in an effective way. Have the ability to make persuasive and efficient speeches and proper presentation of topics to top management, board of directors and different public groups. Job context The job holder is to be reporting to the company Executive director. Administration and Finance that has the total authority over human resource management issues in the board of directors Limits of Authority The jobholder will be autonomous in the day to day work, limit to the priorities given by the Executive director. Analysis Skills The ability to work with mathematical concepts like interpretation of mathematical concepts and influence of statistics on profitability of the firm Ability to apply mathematical concepts like, proportions, percentages fractions and ration is an important requirement. Reasoning ability Be in a position to apply logical as well as scientific knowledge in thinking in different practical problems. The ability to approach and interpret nonverbal symbolism like graphs, formulas and basic scientific equations in many operational phases The Skills and Knowledge to develop and enhance To handle this department efficiently and deliver on my work I will need to familiarize myself in with the roles stated in the job description and build on knowledge and skills as stated. This will be achieved through my academic work and working in junior positions in the human resource department to gain the needed three years of experience. Attendance of seminars and conferences that handle such matter on human resource policies will be a great priority. The following are the knowledge and skills I require to instil on my career and are key for a successful HRM: Recruitment and Hiring skills Strong interpersonal and decision making skills are essential skills that the manager need to hire employees that will help in attainment of the organizational goals. The identification of the most suitable talents is an important issue for the manager. When in the interview process, the human resource manager must be able to communicate effectively and be able to represent the company in the best way possible (Sheehan, 2009). Persuasion of the best talents to be on the company side is an ultimate goal for the business organization. In addition to that, as a human resource manager one will be required to have the ability to train other junior human officials on hiring matters. This ensures that there is continuity and consistency in the hiring process. Hiring is one of the most efficient tools applied by the human resource manager. The efficiency of the process means a continued success of a business.HRM is the trainer and the staff development official. Training skills are essential skills of a HRM. This will require one to have the ability to have peer engagement skills and versatility aspects Influence and change management This is a capability that I really need to develop as a potential human resource manager. It is an important skill that allows the HRM to initiate change in the company. With the human resource changes in the current world, a human resource manager needs to have the ability to influence others positively. Negotiation skills are very important especially when dealing with issues in time of unrest like strikes and reconciliation of the workers have conflicts (Paauwe, 2009) Communication skills According to Sheehan (2009), the human resource manager is expected to communicate with different business stakeholders. Such are the employees in the different department and the company management. This is done orally or through writing. One has to be convincing, believable and convincing at the same time in any kind of communication. Since productivity can only be where there is harmony and employees are working as a team, the HRM has to blend the communication and negation skills in creating this ample working environment. Organization Human resource department is a very busy department that requires time consciousness, well organised files and personal efficiency. This is also achieved if the manager is able to have the ability to multitask. The manager deal with different issues about the employees ranging from salary issues, compensation recruitment strategy among many others. High profile organization is needed (Anderson, V. (2009) Performance evaluation skills The development of sound evaluation skills requires one to be very innovative. It is important for the human resource manager to actively come up with proper programmes that will see that the employees are well engaged in the professional development process. As Paauwe (2009) puts tilthis is a great be of great importance to the company as it help t it have dynamic workers On the other hand, it is good that the evaluation procedure be consistent and productive across all the levels. The human resource manager needs to keep the organizational goals when conducting the process. The guiding factor in the HRM activities like the conversation with all level employees and setting tasks will have to be the organizational objectives. Diversity skills of a human resource manager There are many workforce dynamics that requires the human resource manager to be well prepared for. As Sheldon, (2010) observes, modern workplace is characterised with many generations, a challenge that the HRM has to constantly deal with. The HRM skills in conflict solving, communication skills, preparation of the employees programs are key Every large business is characterised with employees from every part of the world, having different race, culture and religious believes. These if allowed to bring differences in a negative way can be a major drawback. The HRM has to embrace these differences and turn them into competitive advantage Dual focus According to Anderson (2009) a human resource manager has to advocate for the concerns of the employees as well as see to it that the policies of top management are enforced. He ensures that there is a balance between these two. At one point it is protecting the company act and values while at other times it is protecting individuals. Benefits and Compensation knowledge These need to be kept attractive to remain competitive in the market so as to maintain the top business talents. One has to remain well updated on the trends that are in the market so as to be able to adjust the benefits according to the needs of the business. Every company looks for the human resource manager that will see to it that the benefits and the compensation that are given to the employees fall within their budgets (McGraw and Peretz, 2011). Considerable knowledge on Legal and other business matters There are legal matters that the human resource manager needs to be thoroughly versed with. Having an understanding that every employee is well protected is a reason good enough for this knowledge. It is important for the HRM to be aware that even before the employee commence their work, there are key legal issues that emerge right from seeking employees to selecting the proffered employee (Holland, Pyman, Cooper, and Teicher, 2011) One is not allowed to discriminate against an employee on the grounds of race, pregnancy sex political stand and other attitudes on choosing who is to be employed. There need to be standard selection criteria in the process. For example in Australia there are about ten Employment standards set out in the Fair act. They include areas addressed like, Hours of work, Annual leave, Carer’s leave, Compensation scheme and Public holidays among many others (Holland, 2011) It is essential as a human resource manager to have all these knowledge. As Katou and Budhwar (2010) observes, failure to have this knowledge may lead to suing of a business a matter that will downplay the reputation of the business. Compliance with the legal employment requirement is a success factor that the human resource department must have beginning from the junior employees to the senior ones in the department. Things to do with employment finance, tax system, information system and statistics are crucial things that HRM need to know. These are important for the formulation of different policies that are to be enacted by the human resource department. In conclusion, the above mentioned skills are essential for anyone working in human resource department. They allow one to create a good working environment while still upholding the company values and goals. Possessing these skills not only enable the resource personnel create an ample internal business environment and achieve business organization goals but also create a good company picture to outside environment References Katou, A. A., & Budhwar, P. S. (2010). Causal relationship between HRM policies and organisational performance: Evidence from the Greek manufacturing sector. European Management Journal, 28(1), 25-39. Anderson, V. (2009). Research methods in human resource management. Chartered Institute of Personnel and Development. Ángel, P. O., & Sánchez, L. S. (2009). R&D managers' adaptation of firms' HRM practices. R&D Management, 39(3), 271-290. Holland, P., Pyman, A., Cooper, B. K., & Teicher, J. (2011). Employee voice and job satisfaction in Australia: The centrality of direct voice. Human Resource Management, 50(1), 95-111. McGraw, P., & Peretz, M. (2011). HRD practices in local private sector companies and MNC subsidiaries in Australia, 1996–2009. The International Journal of Human Resource Management, 22(12), 2539-2557. Paauwe, J. (2009). HRM and performance: achievements, methodological issues and prospects. Journal of Management studies, 46(1), 129-142. Sheehan, C. (2009). Outsourcing HRM activities in Australian organisations. Asia Pacific Journal of Human Resources, 47(2), 236-253. Sheldon, P. (2010). HRM lives inside and outside the firm: employers, skill shortages and the local labour market in China. The international journal of human resource management, 21(12), 2173-2193. s Read More