Hr manager1


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Hr manager1

  1. 1. REPORT ON HUMAN RESOURCE MANAGER JOB SPECIFITIONSubmitted To: SubmittedBy:Lect. Taruna Bhasin Group 2nd
  2. 2. What is a HUMAN RESOURCE Manager?Human resources managers handle personnel decisions, including hiring,position assignment, training, benefits, and compensation. Their decisionsare subject to some oversight, but company executives recognize theirexperience and skill in assessing personnel and rely heavily on theirrecommendations. Although physical resources—capital, building,equipment—are important, most companies realize that the quality andquantity of their output is directly related to the quality and commitment oftheir personnel. Human resources professionals make sure that appropriatematches are made between support staff and producers, between assistantsand managers, and between coworkers to enhance productivity, support thecompany’s business strategy and long-term goals, and provide a satisfyingwork experience for employees. A human resources professional in asmaller firm is a jack-of-all-trades who is involved in hiring, resourceallocation, compensation, benefits, and compliance with laws andregulations affecting employees and the workplace and safety and healthissues. This multiplicity of tasks requires individuals with strongorganizational skills who can quickly shift from project to project and topicto topic without becoming overwhelmed. “You’re the last line of defensebetween your company and confusion,” wrote one human resourcesmanager at a small firm, “and sometimes confusion wins.” Stronginterpersonal skills are crucial for managers at small firms. These managersspend much of their day handling questions, attending budgeting andstrategic planning meetings, and interviewing prospective employees. Therest of the time, they take care of paperwork and talk on the telephone withservice providers (insurance, health care, bank officers, etc.). At largerfirms, human resources managers often specialize in one area, such ascompensation, hiring, or resources allocation. Compensation analysts workwith department managers to determine pay scales and bonus structures.Hiring specialists (also known as recruiters) place ads in appropriatepublications, review resumes, and interview candidates for employment.Allocation managers match assistants, support staff, and other employeeswith departments that have specific needs. Sensitivity to both personalityissues and corporate efficiency are a plus for allocation managers. The mostdifficult feature of the human resources professional’s job is handling thedirty work involved in the staffing of a company: dealing withunderstaffing, refereeing disputes between two mismatched personalities,firing employees, informing employees of small (or nonexistent) bonuses,maintaining an ethical culture, and reprimanding irresponsible employees.
  3. 3. Performing these tasks can be disheartening for human resources managerswho are supposed to support and assist employees, and many humanresources managers feel that employees dislike or fear them because of thisrole.Paying Your DuesAcademic requirements for a career in human resources vary, but mostemployers prefer that each candidate have a bachelor’s degree.Undergraduates should pursue a balanced curriculum that includesbehavioral sciences, English, economics, general business, business andlabor law, accounting, and statistics. Master’s degrees in human resourcemanagement, industrial relations, organizational development,organizational behavior, and business administration are also consideredworthwhile. Each company has its own internal protocols, and most newhires are trained in them when they begin. A human resources managermust have strong interpersonal skills, and many employers conduct multipleinterviews that test a candidate’s ability to relate to a diverse group ofpeople.Associated CareersMany human resources professionals feel that they must focus too much onthe financial aspects of their duties to allow them to provide the assistancethey want to give. Individuals who leave the profession often go into careercounseling, industrial psychology, guidance counseling, and labor relations.Individuals who prefer the financial side of being a human resourcesmanager go into budgeting, inventory control, and quality controlmanagement.
  4. 4. Common work activities include: Posting advertisements for new employees in newspapers, on the internet or in trade specific magazines. Contacting employment services or even executive recruiters for very specialized postings. Ensuring all record keeping with regards to workmans compensation, health and medical insurance, and other state and government regulations is completed as required. Overseeing the human resources department staff and handling all issues involving employee complaints or questions that cannot be answered by other staff. Managing office or agency health, safety and mental health and well-being issues. Working with employers and employees in training and in-service presentations as required. Hiring, supervising, training, monitoring and firing of staff.
  5. 5. JOB SPECIFICATION:This job specification for a human resources director provides an exampleof a job specification. This sample job specification for a human resourcesdirector describes the requirements for the appropriate person for your role.The job specification includes education, experience, characteristics, skills,knowledge, and an overview of the job requirements.Knowledge, Skills, and Abilities:NOTE: Considerable knowledge is required at the 12 level, thorough knowledgeis required at the 13-15 levels, and extensive knowledge is required atthe 16 level.Knowledge of the principles and practices of public personnel administration, includingsuch functions as classification, compensation, service ratings, placement and training,and employee relations.Knowledge of the principles and techniques of employee development and training.Knowledge of Michigan Civil Service Rules, regulations, procedures, and forms relatedto personnel transactions and the merit system.Knowledge of planning and evaluating training programs.Knowledge of employee practices and related laws, rules and standards, includingequal employment opportunity policies and procedures, civil rights, and other relatedlaws and practices.Knowledge of employee rights, benefits, and obligations.Knowledge of the types of training and instructional materials and their uses.Knowledge of the methods of conducting training sessions.Knowledge of grievance procedures and appeal procedures.Knowledge of the theories of learning and motivation.
  6. 6. Knowledge of labor relations, grievance and appeals procedures.Knowledge of the State Constitution, agency rules, and administrative practices relatingto the merit system.Knowledge of state government organization and functions.Knowledge of the various occupations in state government.Knowledge of the functions of a public personnel agency.Knowledge of the techniques of interviewing.Knowledge of supervisory techniques.Knowledge of employee policies and procedures.Knowledge of equal employment opportunity practices.Ability to instruct, direct, and evaluate employees.Ability to supervise technical work involving reviews and evaluation, programdevelopment, and program planning and implementation.Ability to plan, develop, and conduct training sessions, workshops, conferences,seminars, and programs regarding staff development and training.Ability to analyze and appraise facts and precedents in making management decisions.Ability to prepare and/or select training materials.Ability to develop procedures and methods.Ability to interpret and apply laws, rules, and regulations.Ability to organize, evaluate, and present information effectively, both verbally and inwriting.Ability to maintain favorable public relations.Working ConditionsSome jobs require travel.
  7. 7. Some jobs are located in hospitals, juvenile detention centers, mental health facilities, orprison facilities.Some jobs function in adversarial situations.Physical RequirementsNone.EducationPossession of a bachelor’s degree in any major.ExperienceHuman Resources Manager 12Three years of professional experience providing personnel management or humanresources development services in classification, compensation, labor relations, staffdevelopment and training, or other areas of professional human resources management,including one year equivalent to a Personnel Management Analyst P11 or HumanResources Developer P11.Human Resources Manager 13-15Four years of professional experience providing personnel management or humanresources development services in classification, compensation, labor relations, staffdevelopment and training, or other areas of professional human resources management,including two years equivalent to a Personnel Management Analyst P11 or HumanResources Developer P11, or one year equivalent to a Personnel Management Analyst12 or Human Resources Developer 12.Human Resources Manager 16Seven years of professional experience providing personnel management or humanresources development services in classification, compensation, labor relations, staffdevelopment and training, or other areas of professional human resources management,including three years equivalent to a 13-level business and administrative specialist ormanager, two years equivalent to a 14-level business and administrative specialist or
  8. 8. manager, or one year equivalent to a 15-level business and administrative specialist ormanager in the above work areas.