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The Duties of the Human Resource Management

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The human resource management in several companies is in intense pressure to lay off people with the right spirit, rather than recruiting them today. The article describes the daily chores and assignments that the human resource management has to fulfill, in the light of an undergoing recession.

Human resources generalists, managers, and directors, generally may have overlapping responsibilities. In larger organizations, the human resources generalist, the manager, and the director have clearly defined, separated roles with progressively more authority and responsibility in the hands of the director.

The Human Resources Director


The human resources director is at the top of the ladder of the human resources organization, who is bestowed the responsibility of guiding and managing the overall provision of human resources services. The human resources director also frames the policies and HR programs for the entire company. The major duties are:
  • He is responsible of the main recruiting and staffing processes, also has to manage organizational and space planning.
  • The human resources director’s duties include performance management and improvement systems, along with organization development. He has to attend to employment and regulatory concerns from time to time.
  • The HR director keeps a close eye on the policy development process and its documentation, along with the provision of company-wide committee facilitation.
  • He allocates revenue for compensation and benefits administration, employee safety, welfare, wellness and health.
The human resources director leads HR practices and objectives with a view to provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards.

The Human Resources Manager
The role of the HR manager has undergone a drastic turn as it has changed to stay parallel with the needs of the corporate world. Many of the corporate organizations are fast becoming more adaptable, resilient, and customer-centered. Within this environment, the HR manager is a strategic partner, an employee sponsor or advocate and a change mentor. The HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including other areas of responsibility as follows:
  • The HR Manager is assigned the tasks of recruiting, hiring, and training new employees and the basic tasks of organization development.
  • The HR manager has to communicate effectively to the HR director, and act as a bridge between the director and the associates.
  • He or she also has to attend to the ongoing performance management of new employees and their coaching. The manager also recommends new policies with the changing structure f the organization.
  • The human resource manager also allocates stipulated salary and benefits to employees depending on the budget of the company.
  • He or she also trains the organization staff about team building and other corporate values.
The constant evaluation of the effectiveness of the organization results in the need for the HR manager to frequently champion change. The ability to execute successful change strategies makes the HR manager exceptionally valued.

The Human Resources Generalist
The Human Resources Generalist manages the day-to-day operations of the human resource office. The HR generalist manages the administration of the human resources policies, procedures and programs. His tasks include:
  • The HR generalist carries out responsibilities in departmental development, human resource information systems (HRIS), and maintaining employee relations.
  • He or she is also assigned the responsibility of training and development, rendering benefits and compensation, etc.
  • The HR generalist is given the tasks of recruiting and staffing logistics along with organization development.
  • HR generalists need to think of themselves as strategic partners to the HR managers. In this role, the HR generalist contributes to the development of and the accomplishment of the organization-wide business plan and objectives.
  • The human resource generalist also has to promote company-employee communication, and take care of striking a balance of both interests.
Conclusion
The HR management contributes immensely to the organization by constantly assessing the effectiveness of the HR function. They sponsor change in other departments and in work practices. To promote the overall success of the organization, the HR management champions the cause of the company mission, vision, values, goals, and action plans.
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Popular tags:

 organization development  human resource manager  wellness  organizations  businesses  benefits  objectives  committees  administration  recessions


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