Premium Essay

Operations and Responsibilities of a Human Resource Manager

In: Business and Management

Submitted By MrBon
Words 409
Pages 2
Operations and Responsibilities of a Human Resource Manager

Organizations are distinct environments that have specialized arms; The Human Resource Departments, whose main role can be summarized in two words; Organizational Fitness. This can further mean fitness to; compete, hire, retain, prepare, recognize and transition at all levels of the organization. To achieve this, the Human Resource Managers can use Total Onboarding Plan (TOP) as an orientation tool. This is the most comprehensive strategy that maximizes on wining the new employees’ confidence into the organization. According to Lawson (2006), the orientation programme is the employees’ first exposure to the organization and should be an enjoyable and memorable experience, and the highest of all; a priority. The Human Resource Managers working through Total Onboarding Program (TOP), which has four main focal points also known as The 4As: Acquire, Accommodate, Assimilate and Accelerate, can make a long-term success. The strength focused target selection or behavioral approach is the most effective method of selecting new team members. Upon completion of selection, the successful candidates go through the interviewing process accompanied by formal post interview debriefs, additional information gathering and post-interview follow ups. It is natural that every employee will need conviction and assurance of fairness and a better working environment. Therefore, they should be treated as just one part of strategic sales by giving them palatable head starts before their first day, through co-creating a personal onboarding plan with each of them. This facilitates in infusing the employees with an assurance of their worth and distinctiveness. This results in generation of a viable working relationship that is sustainable. The Human Resource Manager has the entire responsibility of…...

Similar Documents

Premium Essay

Human Resource

...Strategic Human Resource Management McDonald’s Restaurant Rose C. Masiku, Olutosin Babatunde, Jose Mira Uguina, Alberto Villarrubia Garcia, Paola Aguirre B00031200, B00029719, B00054480, B00065743 and B00065744 Department of Business School of Business & Humanities Institute of Technology, Blanchardstown Dublin 15. Word Count: 3500-4000 Actual Word Count: 3,857 EXECUTIVE SUMMARY The aim of this project is to analyse McDonald’s human resources practices from a strategic Human Resources management perspective. Strategic human resource management is a concept that relates to the way an organisation links its human resource strategies and practices to the organisation’s objectives and strategy. Since it’s a ‘strategic’ approach to human resource, the company’s strategy according to (Johnson, Scholes & Whittington 2011; p3) should be ‘the direction and scope of an organisation over a long- term, which achieves advantage in a changing environment through its configuration of resources and competences’. However there have been many debates varying from academics to critics about what strategic human resource management (SHRM) actually embraces and implies for organisations. Definitions range from 'a human resource system, that is tailored to the demands of the business strategy', (Snow, 1984)to 'the pattern of planned human resource activities intended to enable an organization to......

Words: 5412 - Pages: 22

Premium Essay

Major Challenges Affecting a Human Resource Manager

...of hrm manager Human resources managers have three aspects of responsibility to the organizations that employ them. Unlike other departmental managers whose responsibilities focus on running their departments and respective teams of employees, HR managers are responsible for the HR department functions, supervising the HR staff and ensuring that the organization's entire workforce is cohesive, engaged and productive. Compliance Ever-expanding legal considerations, legislation and federal and state laws make compliance an important aspect of running an HR department and determining the extent to which certain laws apply to each workplace. One of the challenges that HR managers face includes staying abreast of the changes and ensuring that the department's strategy coincides with its legal obligations. For example, the Affordable Care Act contains health care reforms that have a serious impact on the way some employers will provide coverage for their employees. The act requires many employers to calculate and report the dollar value of health benefits for employees on their W-2s, according to Ted Lewkowicz, a lawyer who specializes in employee benefits and tax law. In an August 2012 column for HR Specialist, Lewkowicz reminds HR professionals that they're responsible for ensuring that their companies adapt to the changes that the ACA brings. Compliance-related issues require collaboration among HR leadership, compensation and benefits specialists and HRIS, or human......

Words: 689 - Pages: 3

Free Essay

Human Resources Operations

...not a “hard mandate” disciplined approach to profor usage. ject planning and execution, GE Capital identifies opportunity areas. Various individuals Partnership Business Plans, Six Sigma quality rigor, and and teams from within the other types of programs drive business ensure timely and the purchasing card initiative proper account set up, roll and ensure an overall quality out, deployment, and ongoprogram accepted and used ing account management. by all targeted employees. Chris Yule, the National In addition, “action workAccount Manger servicing outs” are also used to underHarvard University describes stand the customer’s business her primary role as “coordienvironment, develop nating the numerous GE “actionable work plans”, Capital resources to my accelerate the desired behavclient’s fullest advantage.” ioral changes throughout the From the customer’s perorganization, and ensure spective, input on “how are “buy-in” from all levels of we doing?” is regularly management. It is during this requested. “Pulse” surveys process that goals are set and and other “voice of the cusmeasurement tools are tomer” instruments continuselected. ally monitor customer Harvard University responded satisfaction. If needed, adjustments are made immediately. favorably to the approaches suggested by GE Capital. Tools such as CAP, or There was good synergy Change Acceleration Process, between the two organizations. customer dashboards, In particular, Hoyt says, “GE Capital did an exceptional......

Words: 2233 - Pages: 9

Premium Essay

Human Resources and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole......

Words: 3537 - Pages: 15

Premium Essay

Challenges for International Human Resource Managers

...International human resource management (IHRM) is concerned with identifying and understanding how multinational organisations (MNC’s) manage their geographically dispersed workforce in order to sustain their competitive advantage. Literature shows that globalisation has brought about new challenges and increased complexity for human resource (HR) directors in managing organisational systems in areas of recruitment and selection and training and development (Kayworth and Leidner, 2000; Selmer, 2001; O’Leary, Cummings, 2002). Geographical dispersion has created trends correlated with several challenges IHR managers face when dealing with the global environment. These include issues associated with the Internet, time zones and employee isolation. Being in contact with different geographic locations leads IHR managers to do business with employees of different nationalities and cultures. The challenge for IHR managers is to avoid culture clashes and adequately prepare unit members, specifically expatriates, on adapting in a foreign environment (Tung, 1987; Selmer, 2001; Chauh, Hoffman, Jones and Williams, 2007). This essay will discuss these challenges in relation to IHR directors designing recruitment and selection processes and training and development programs. The essay will also describe briefly the challenges IHRM come across as a result of pressure to rationalise and differentiate their operations, and explain how these challenges prove IHRM to be more complicated than......

Words: 2747 - Pages: 11

Premium Essay

The Roles Between Line Manager and Human Resource

...economy in the world, human resources can be paid further more attention to the tourism industry that before. Good human resources management can help the organisation to be successful. Line managers are the important aspect of HR department that can accomplish the organisation’s objective. There are three major level of management structure in the organisation, respectively top level (i.e. president and CEO), middle level (i.e. marketing vice president, finance vice president, and human resources vice president), and bottom level (i.e. different line managers of training & development). There is a possible evolving HR organisation example, which will be indicated the following article. Business policy and code of ethics are very important to the organisations that can help the firms to be more competitive. Human resources department is responsible for formulation of policy, approved by senior management, and the daily implementation of this policy and the monitoring of its effectiveness, and employment and career development of all individual employees in the organisation. Line managers should monitor and correct the situations of training staffs and normal working of staffs. The Role of Line Managers and (HR) Human Resources • Roles Line manager should authorise to direct the work of subordinates and has the responsibility to accomplish the organisation’s objectives (Stone, 2005). As the traditional work of HR managers decreases, line managers are stepping up and......

Words: 3562 - Pages: 15

Premium Essay

How to Become a Human Resource Manager

...So You Want to Become a Human Resource Manager Outline Thesis: This report will offer insights into the challenging field of a Human Resource Manager. I. Introduction A. Definition B. Background C. Statistics of Job Openings D. Thesis and Purpose E. Source and Scope of Research II. Career Analysis A. Nature of the Work 1. Occupational Specialists 2. Duties and Responsibilities 3. Working Conditions a. Hours b. Environment B. Employment Requirements 1. Education a. Bachelor’s degree b. Master’s degree c. Professional certifications 2. Personal Skills a. People skills b. Organizational skills c. Communication skills C. Employment Outlook a. National b. Colorado D. Salary and Benefits 1. Salary a. National b. Colorado 2. Benefits a. Health b. Paid Leaves/Vacations c. Stock options E. Advantages and Challenges III. Conclusion A. Summary of Findings B. Interpretation of Findings C. Recommendations So You Want to be a Human Resource Manager INTRODUCTION With the extremely high competition in the business world, corporations are looking to recruit the best and the brightest in employees. To keep these employees happy and to reduce huge turnovers, companies have relied on human resource managers to make an environment in which these valued employees can be productive and profitable. Human resource managers make sure that upper......

Words: 2451 - Pages: 10

Premium Essay

Role of Human Resource Manager in an Organisation

...The Strategic Role of Human Resource Management The strategic role of Human Resource Management How Human Resource function has changed from past to today? Human Resource function in the past The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself. Human Resource Function now The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer- centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or......

Words: 301 - Pages: 2

Premium Essay

Implications of Hiring Disabled Workers to Human Resource Manager

...the worst choice for HR managers during the recruitment process. However, is this really the truth? As many myths about hiring disabilities are known to be false, HR managers should re-consider about adding people with disabilities to their work force. Many companies that have hired disabled workers have been successful with high performance. However, should HR managers decide to hire disabled workers, some implications will arise. So, “What are the implications of hiring disabled workers to human resource manager?” Literature Review Background Information As the aging process is an inevitable process, workers of the companies, especially the senior workers are facing an immediate retirement. For this reason, HR managers have to seek the potential workers from the pools of candidates in the labour market. One of these pools is disabled people. According to United Nations, disability simply means “any restriction or lack (resulting from any impairment) of ability to perform an activity in the manner or within the range considered normal for a human being” (Steadward, et al., 2003). This includes people who are blind or partially sighted; people with learning or intellectual disabilities; people who are deaf or hearing impaired; people with a physical disability; people with long term illnesses; people with mental health or psychological difficulties and; people with an acquired brain injury (Living Heritage Trust, n.d.). If human resource managers decide to hire these......

Words: 1472 - Pages: 6

Premium Essay

Role of the Human Resource Manager

...Brenda McCain the human resource manager of the Westpark store, assumed several important roles during the beginning of her employment with Harrison Brothers Corporation. The most important task that she undertook is actually developing a human resource unit separate from operations and sales. This is an important task because the delineation of tasks enables the managers to focus on their areas. Due to the establishment of the human resource unit, had to slowly influence corresponding changes in the existing human resource-related practices. The change in the organisation was also recognized by , the sales manager. First change is the development of working relationships with the operations and sales divisions to determine the human resource needs and issues they currently face as basis for staffing decisions. Pat Hartlake, the operations manager recognized the importance of the establishment of a separate and experienced human resource unit and developing good relations with the HR staff to achieve efficiency in addressing human resource problems. Second change is the performance of human resource functions. One activity is staffing or obtaining qualified employees through advertisements and interviewing applicants and looking at application papers to determine work stability. has a background in sales so she is confident in her ability to select qualified employees. Another activity is investing in employee motivation. Previously, the store has a high......

Words: 402 - Pages: 2

Premium Essay

Human Resource Roles and Responsibilities

...Roles and Responsibilities Holly Klawitter MGT 431 March 7, 2011 Lori Gardner HR Roles and Responsibilities Human resource management is defined as the policies, practices and systems that influence employees’ behavior, attitudes and performance (Noe, Hollenbeck, Gerhart, & Wright, 2004). Human resource management (HRM) is a crucial part of an organization’s success. Employees are human capital for the organization and when managed properly add value to the company in the areas of quality, profitability, and customer satisfaction, therefore sustaining a competitive advantage through strategic planning (Noe, Hollenbeck, Gerhart, & Wright, 2004). The roles and exact responsibilities of human resource departments vary from company to company; no two are identical (Noe, Hollenbeck, Gerhart, & Wright, 2004). Globalization and Diversity However, one human resource role remains the same from company to company. As a vital part of the organization’s strategic plan, HRM must also adapt with industry trends to maintain growth. Companies adjust to changes in marketing, supply, demand, legal, financial and environmental trends on a constant basis. HRM must also monitor, adapt and implement new strategies to combat trends within human capital to maintain a successful competitive advantage because every organization wants to hire, train, develop and retain the best employees within their industry. As companies strive to become globally competitive, human resources......

Words: 772 - Pages: 4

Premium Essay

The Human Resource Manager and Managing Multiple Responsibilities

...1. Human resource management consists of numerous activities. What areas were illustrated by Sam’s schedule on this particular day? Sam would like to plan his activities ahead in an organized manner but what he ends up doing is reacting to the multiple issues that arise throughout the day as a result of one unfortunate unplanned incident after the next. Although that is obviously not the best way to perform while feeling you are doing your job effectively it is probably the way that most people operate each day at work. There were many tasks Sam was pulled into handling throughout his day. Upon arriving at work Sam was approached by Al about a new worker not showing up for work on the dock. At this point Sam was responsible for finding someone to fill in. Once Sam arrived at the HR office he had to work out a payroll situation. At Sam's desk he was approached with the mail. Opening the mail was disrupted by a phone call regarding a complaint the plant manager had about his administrative assistant, he is looking for a replacement. He returned to his initial task of finding a fill in for the dock. Before he completed that task his attention was diverted to termination reports. Sam answered the phone before he had a chance to consider the termination reports which resulted in Glenna Johnson reminding him of the importance of another task he needed to address regarding unsolved grievances. She was annoyed when he mentioned he did not have time. Again, before......

Words: 737 - Pages: 3

Premium Essay

Challenges of Human Resource Managers

...Challenges of Human Resource Managers In a time of increasing globalization, economic rationalization, competitiveness, deregulation, technological revolution and changing workforce there is an increasing need for human resource management to be able to capitalize and gain on the challenges that this changing environment will bring. For a company to be able to successfully stay ahead of its competition, human resource management has to be seen as a significant contributor within the company. Human resource management will face many challenges and will operate in a constant environment of change. Two of the most important challenges to the role of human resource management in the future is the capacity to develop and utilize a new set of competencies to fulfill the changing roles and the ability to move to a strategic human resource. In this assignment I will outline how each of these areas have developed to become two of the most important changes for Human Resource Managers and why I believe they are critical to the success of an organization. Strategic Human Resource Management The literature on the changing role of human resource management stresses the requirement to move from an administrative support function, or the more traditional human resource operational management model, to a strategic and facilitative role. To sustain the transformation of the human resource functions to a Strategic Human Resource Management model; it will require human......

Words: 3202 - Pages: 13

Free Essay

Is Culture Really All That International Human Resource Manager Is About?

...Is culture really all that International Human Resource Manager is about? * Introduction * Diversity Management * IHRM & Culture issue * Conclusion * References Introduction People have always been the driving force of business and management. This force is a challenge and if not addressed with the right skills, it will develop into disturbing elements that are very dangerous for the management of the company. The challenges of global talent selection and mobility of labor, established by a career concept that transcends national borders and organizational groups and the emergence of virtual collaboration on international projects requires companies to develop new skills in their employees to be effective in the complexity of today's contexts. The workforces are people, and as we are human, we are all different from various points of view. This paper aims to answer the question: “Is culture really all that International Human Resource Manager is about?” I’ve analyzed the differences between HRM and IHRM based on the concept of diversity, characteristics that influence both topics but in a different way. After this, the next stop is to define IHRM and the concept of culture to reach the conclusion that managing cultural differences in an international team is the major challenge to IHRM. Due to the movement of employees between foreign subsidiaries and headquarters and between foreign locales, HRM professionals are likely......

Words: 3258 - Pages: 14

Free Essay

Human Resource Manager

...with information constantly and, if they are not getting drawn in, they will not take interest and, therefore, will not fully comprehend the subject matter that is being conveyed to them. As a Human Resource Manager for a business that employs teenagers, I believe that the website can be used as a tool to help educate them. The first thing I would require is that all new employees attend mandatory training. During this mandatory training I would use the website as a basis of my discussion. I would navigate through the website hitting on the key points of what is considered harassment or discrimination. I would then discuss what their course of action should be if they feel that a situation has arisen that could be considered harassment or discrimination. My next course of action would be to reiterate to the employees that harassment and discrimination of any kind would not be tolerated and would be dealt with at the most severe level. I would use the examples of Real EEOC cases that are shown on the website as good examples of what is not appropriate and what could be expected to happen if there is someone in the company that is facilitating the harassment. I would make sure that employee would get a handout with the website on it as well as contact information for the Human Resource and ethics departments for the company as well as the contact information for the state and federal EEOC branches in the area. During this time I would also hand them some of the free brochure......

Words: 707 - Pages: 3