Roles of Human Resource Manager - Essay Example

Roles of Human Resource Manager Insert Name Course, Class, Semester Institution Instructor Date Introduction Human Resource Management has become a cornerstone in any progressive firm. Through human resource management, the organization is able to improve the employees’ performance. It is for this reason that the human resource manager performs different roles to ensure each and every employee performs effectively and efficiently to enhance performance. To start with, the manager must ensure, there is an equal employment opportunity for all employees without discrimination. Also, the manager must ensure the firm espouses affirmative action programs that will take care of the color, race, and disability. In addition, the manager, should plan, recruit and select the competent employees which will boost the firms’ target. Moreover, the manager must also ensure employees are compensated and equally provided with benefits, as such, boost employee morale leading to significant performance (Kreitner, 2009). Similarly, the manager must ensure the employees work in a safe and a healthy environment to enhance performance. Notably, the employees must be developed through education and training. Lastly, the manager must ensure there are appropriate employee relation and labor relation to articulate for employee related issues. A point to note is the fact that the above mentioned rules are equally imperative, since they all intend to increase employee performance leading to the attainment of the set goals and objectives. The manager role can be optimal if and only if the employees are motivated and trained. The paper endeavors to highlight the roles of human resource manager that will increase the employees' performance. Equal Employment Opportunity and affirmative Action Prevalently, the human resource manager must ensure the organization set up policies that guarantee equal employment opportunity for all. In other words, the human resource manager must provide equal opportunity when it comes to employment. That is, displaying impartiality in employees’ hiring and selection. As such, enables competent and capable candidates to be employed. Worth noting is the fact the system will warranty effective and efficient performance among the selected or hired employees. Typically, the equal opportunity for all ensures the recruitment is devoid of discrimination; discrimination may lead to the selection of ineffectual employees leading to detrimental performance. Furthermore, the human resource manager must also ensure, all the employees are trained. Apparently, training equips the employees with know-how and relevant skills required to execute employee performance. It is for this reason that the manager must warranty equal training for all employees without biases and discrimination. Similarly, the human resource manager must also ensure the promotion is provided to employees who genuinely deserve the position. In straightforward language, there should be absent of discrimination when promotion emerge (Burstein, 1994). From the discussion, we can confidently conclude that, equal opportunity in employment, training and promotion will certify effective and efficient performance of the employees. Similarly, the human resource manager should adopt affirmative steps that ensure the minority, people with disability and people from different race and origin are also considered in terms of employment, training and promotion. Generally, the affirmative programs instil fairness to all employees. The human resource manager must not discriminate in regard to race, religion, color, age and sex. Through affirmative action the above mentioned group is given equal opportunity leading to improved performance. Human Resource Planning, Recruit and Selection The human resource manager must set up systematic and strategic plan that will ensure employees are in the right place of work and at the right time. In addition, the human resource manager through planning must identify the employee’s deficit and the position to be filled. Furthermore, the manager must ensure the organization has the right number of employees, no excess or deficit. Seemingly, the manager must focus on employees demand and supply and establish a match between the former and the latter. After critical evaluation and empirical analysis, the manager must communicate to the top management on the date, the number and which positions need to be filled. Typically, effective planning will eliminate disconnect in the organization, as such, enhance employee performance.On the other hand, the human resource manager should recruit the right caliber of employees. To start with, the manager must attract or entice a suitable candidate through application. That is, plenty of qualified candidates are implored to apply for the detected vacancy. Secondly, the interested candidate will be expected to apply for the position. Notably, recruitment commence with advertisement and ends with job application. Typically, a well advertised vacancy will attract a pool of qualified candidates. Prevalently, recruitment is immediately followed by employee selection. Apparently, selection is a critical and integral part in the organization (Sims, 1985). Through selection, the right, competent and qualified candidates are selected from the pool of apposite candidates. The human resource manager is expected to showcase impartiality in selection. Seemingly, selection of the right candidates will guarantee the effectiveness of employees’ performance. As such, leads to the attainment of organizational set goals and objectives. Advisedly, the human resource manager must limit discrimination and biases, as such, will weaken the employees’ performance. A point to note is the fact that discrimination brings incompetent and ineffective in the organization. Hence, the human resource manager must evade such vicious. Human Resource Development Interesting to note is the fact human resource can only function if and only if they are endowed with the right knowledge and skills. It is for this reason that the human resource manager must make available relevant education, that equips the employees with relevant skills and know-how that will enhance the employee’s performance. Similarly, the human resource should adopt training programs that will educate the employees on how to improve the employees’ performance. Typically, the organization that usually displays splendid performance is the organization that indulges in continuous training. Worth noting is the fact that training is not an event but an endless process. Furthermore, the human resource manager should initiate career development programs to all employees. Generally, for an organization to soar to higher levels, the employees must be endowed with proper careers. The employees must be allowed to continue with their lines of profession, also, the human resource manager should initiate a variety of career opportunities to all employees (Kreitner, 2009). Such opportunities expand employees' knowledge and skills leading to effective employee performance. Notably, education, training and career development guarantee a match between employee and organization needs. It is for this reason that an organization provides knowledge and skills in line with organizational needs. It is worth noting that education, training and career development endow the employees with skills that assist the employee to initiate changes that will assist the entire organization to improve on its performance. Compensation and Benefits Generally, the only effective way of increasing the employees’ performance is to provide employee with compensation and benefits. As such, act as a motivating factor. Reportedly, several researches have indicated that employees’ performance can be improved or increased through the provision of compensation and benefits. Generally compensation and benefits are classified into four. To start with, there is Guaranteed pay which provides monetary rewards to employees, it is awarded based on the work done by employees. In essence, it's the reward paid as a result of performance, for instance, the basic salary. Such, are meant to implore employee to perform better in the workplace. Secondly, there is Variable pay which also provides employee with monetary reward. It was initiated to reward the employee who displays splendid performance or the employee whose performance results are superb (Williams, 2002). Generally, Variable pay has led to increased performance, since the employees positively compete with each other, as the top employee will be rewarded. Variable pay includes sales incentives and employee bonuses. Thirdly, there is Benefits, which provide all the employees with equal benefits which are meant to precipitate the employee performance, such include life insurance, medical, paid time off and cars. Prevalently, the benefits are designed to motivate all the employees to increase or harness their potential, as such, leads to higher performance. Fourthly, there is Equity base compensation which uses employer’s share as a compensation, for instance stock option. Seemingly, through compensation and benefits the employees are motivated, this presents a high employees' performance leading to the attainment of the organization set goals and objectives. Safety and Health Apparently, for any employee to extensively perform, then the working environment must be conducive and devoid of stress, free from work-related-injuries. Additionally, the working environment must be completely safe and free from any risk which may at worst cause death. (Chaturvedi, 2006) A point to note is the fact that no employee can perform in an unhealthy environment. As such, demotivate the employee resulting in low performance. It is for this reason that the human resource manager embraces safety and health standard act; the act ensures that the employees’ working environment is completely safe and of good and palatable health. All organizations have no choice when it comes to adoption of the act. Apparently, the law demand that all organizations must abide by the set acts. Occupation Safety and Health Administration was formed around 1970 to handle cases of safety and healthy environment in the employees working environment. The employees who work in an environment which is prone to accidents and poor working conditions are supposed to vent and air their grievances to OSHA. After receiving the complaints, OSHA will conduct inspections in the alleged working condition to confirm if the safety and health standards have been adhered to. If not, then OSHA will summon the employer in question to answer the charges. If the employer is found guilty then the organization will be expected to pay heavy penalties. The set rules and regulations have led to improved working conditions, as such; protect the safety and health of the employee. Safe and healthy environment has led to improved employee performance. Employee and Labor Relation Prevalently, employees face several problems in their respective organizations. For instance, in some organizations the salary provided to employees is below the salary set standard. Secondly, several employees are facing unfair treatment from the top management. Thirdly, employees face unfair rules, procedures and regulations in the workplace. It is for this reason that the employees came up with Unions whose role is to articulate employees' grievances. The union role is to vent and air employees’ complaints to the relevant authorities. Generally, the aim of the employees union is to ensure corrective measures are put in place (Kreitner, 2009). Just to mention, the fruits of the unions include better employee’s remuneration, better working conditions, rules, regulations and procedures which are friendly to employees. Through the unions the employees have a platform in which they can table the arising grievances. Similarly, the union has a role of ensuring there is collective bargaining on behalf all the employees. Addressing the employees’ problems will boost the performance of each and every employee in the organization. Considering the organization which lacks the employees’ union, laxity and aimlessness will be reported. On the other hand, the human resource manager must ensure the relation between employer to employees is healthy. Also, the manager must ensure the relation between employees and different departments is amiable. Typically, healthy relation enhances employee’s performance leading to the attainment of the set goals and objectives. The human resource manager should remove any barrier which may hinder employee effective performance. In addition, the human resource manager should initiate employee problem-solving program. As such, identifies the employee’s problem, the program should also provide mechanism on how the problem will be ironed out. The above mentioned efforts intends to increase the employee’s performance. Conclusion From the discussion we can confidently conclude that for the human resource manager to increase employees’ performance, the organization must provide the employees with enabling and conducive environment, as such, enhance employee’s effective performance. In addition, the performance of employees can be improved if the human resource manager provides equal employment opportunities for all employees, at the same time ensuring affirmative action is upheld. Notably, competent employees can only be acquired if the human resource manager sets up proper planning in recruitment and selection. It is only through competent employees that the organization can achieve effective performance. Worth noting is the fact that for individuals to match organizational needs, then the employees must be equipped with relevant skills and knowledge. Also, the employees must be compensated, as such, motivates and increase the employees' performance. Lastly, the human resource manager must allow the formation of employee unions; such unions articulate the employees' grievances to the relevant authority. Human resource manager must improve the relation between the employees and key departments. All these efforts enhance the employees' performance leading to realization of set goals and objective. References Burstein, P. (1994). Equal Employment Opportunity: Labor Market Discrimination and Public Policy. New York: Walter de Gruyter Chaturvedi, P. (2006). Challenges Of Occupational Safety And Health. India: Ashok Kumar Mitlal Kreitner, R. (2009). Management. Canada: Cengage Learning Sims, H. (1985). Human Resource Planning. Boston: University Of Cambridge Williams, R. S. (2002). Managing Employee Performance: Design And Implementation In Organization. London: Thomson Read More