Role of the Human Resource Manager

sh ar of the Human Resource ManagerExecutive digestThe following spread abroad has discussed ab by the role of Mr. John Edwards, Human resourcefulness double-decker of confidence Communication Ltd. The report managementes on the responsibilities and daedality of a person who is performing the role of a serviceman resource manager. fundamental live up to of Mr. Edwards as a human resource manager with other subdivisions of the arrangement and with people orthogonal the department is excessively discussed. The report begins with introduction to human resource management and advancedlights its importance in either concern. Introduction is followed by a brief summary of the federation. The report brooks an analysis of the role of Mr. Edwards, what his priorities be and what he should do to be more effective in his job. The report is concluded with key points discussed in the report and is followed by references.IntroductionThe focus of Human Resource heed (HRM) is on managing people within the employer-employee relationship. It involves the cultivable use of people in achieving the organizations strategic business objectives and the satisfaction of various(prenominal) employee needs (Stone, 2008). The competitive advantage for organizations in the old economy pertain on the financial capital and technology, the emerging economy has shifted its emphasis on investment in human capital, fellowship and the commitment of the employees. The focus in the business world has shifted from physical assets to knowledge and allegeation capital. The effective management of human capital poses saucily ch wholeenges in the organisation for leadership and managerial capabilities.The human resource be given has gone from the traditional hire and evoke role to a strategic partner with finance, operations and other business departments that atomic number 18 not centers of profit for the organization. The job of HR, as is the job of apiece such depa rtments, is to ensure that the business gets the most out of its employees. In other words, the human resource management needs to provide a high return on the businesss investment in its people. This makes it a highly complex function (Cascio, 1998). The following discussion is all about that is discussed above. Discussion provide surround around involvement of Mr. Edwards in the comp some(prenominal) and how he is create assets for his company.Company Profile cartel Communications (formerly trustfulness Infocomm), along with Reliance Telecom and Flag Telecom, is part of Reliance Communications Ventures (RCoVL). It is an Indian telecommunications company. Reliance Communications is a leader in telecommunications products and consultancy, a privately owned company with over 20 years of service to the business community, and with a reputation for integrity, superior implementation and support. Anil Dhirubhai Ambani controls 66.77 per cent of the company, which accounts for mor e than 1.36 zillion shares. It is the flagship company of the Reliance-Anil Dhirubhai Ambani Group, Reliance Energy, Reliance Capital and telecom chess openings of the Reliance ADAG (Company profile).Role of HR ManagerStaffingKey function of Mr. Edwards is to fulfill staffing needs of the company and it can be done in variety of ways, whether to use breakaway contractors or hire employees to fill these needs. It takes place in two three steps. First step is to identify the requirements of the company and what kind of requirements is being requested. trice step is to determine the number of people and the skills mix necessary to do the browse. Final step is to recruit and select the people best suit for the job and then to train them to fit and work efficiently in the organization.Retentionone of his critical roles in todays environment must be to help keep, develop and motivate the good people with scarce skills. This, of course, bureau knowing who they are and making sure t hat sufficient time and attendance is spent with them. He makes sure that employees are rewarded for performing their jobs effectively, so as to keep them motivated. To make them comfortable he ensures that harmonious relations are maintained in the midst of the employees and the company and to maintain a safe and goodly work environment.Managing transfigureThe constant evaluation of the effectiveness of the organization results in the need for the HR manager to frequently manage adjustment. Both knowledge about and the ability to execute successful change strategies make him exceptionally valued. He acts as a change agent, serving as a catalyst for change within the organization. He has achieved this by developing puzzle solving communication and influence skills. He Advise managers on organisational policy matters such as equal employment opportunity and knowledgeable harassment, and recommend needed changes. Employee Advocate He acts as an advocate to every employee worki ng in his company, to makes them aware of every information they require. It is his duty to provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for furtherance and employee benefits. Serve as a link between management and employees by handling questions, and administering contracts and helping resolve work-related problems interpreting. Analyze procreation needs to chassis employee development, language training and health and safety programs (Dolezalek, 2008). Development is a function in which his objective is to preserve and enhance employee competence in their jobs finished improving their knowledge, skills, abilities and other characteristics.Other functionsAnalyze and modify pay and benefits policies to consecrate competitive programs and ensure compliance with legal requirements. Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. Maintain records and wrap up statistical reports concerning personnel department-related data such as hires, transfers, performance appraisals and absenteeism rates. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organizations personnel policies and practices. Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization. lead exit interviews to identify reasons for employee termination (Hofstede, 1980).Responsibilities of Mr. J. EdwardsTasks What he Do What he Doesnt Do Skills Required Skills not Required Provide expert guidance, perspective, and support to change managers and supervisors to make appropriate pay decisions Yes Communicate programs and guidelines to help managers and supervisors understand all aspects of the compensation program Yes Identify, collect, and analyze external market data in order to ensure alignment Yes Main tain the competitiveness of the staff compensation structure by reviewing the market trends annually and, when appropriate, making adjustments to the structure to hypothesize market pay levels Yes Evaluate and determine appropriate job family, level, title, clear/non-exempt classification and salary range for to each one new position and for each request for reclassification Yes Hiring, supervising, training, monitoring and firing of staff. Yes Maintain performance management tools for each staff position on campus Yes Ensure compliance with applicable laws and regulations Yes good communication Yes Ethical behaviour Yes Persuasiveness and the ability to influence others. Yes strategic thinking and critical/analytical thinking Yes Organizational skills YesInterdependenciesHuman resource manager works with different types of people and groups within and outside the organisations. Without interacting with these groups he wont be able to do achieve his goals with efficienc y. Thus he is very much interdependent on these groups to bring the best out of him and the people his is supervising. Following chart shows the various departments he is related to= outside organisation= within organisationTop management HR manager links the employee with the company. If there is demand made by the employees such as change in pay structure, working conditions or resolving disputes between them, he gets in march with the management and tries to resolve the issue as soon as possible. In return top management sets the guidelines and objectives which are to be followed by the employees. He makes sure that if there is any change in the guidelines for the employees, they are implemented. Sales department sales department of Reliance communication is very big and have different branches. thither are sales people who manage the sales process and there are others who complete the sale. Both the branches require people with different skills. Sales department will inform th e HR manger about their requirements for personnel and it is the business of Mr. Edwards to fulfill it on time. He may do it by straight recruiting people or if it is an emergency, he may approach any recruiting performance to meet his requirements.Production DepartmentHe maintains a constant touch with the production manager and provides him with staff that is required to fulfill the department. In this matter it is his duty to guide employees of workplace safety and other safety measures. trade DepartmentMr. Edwards play a very important role when dealings with the marketing department. He not only recruits people for them but also discusses the need of skills that are feasible for promoting the company and accordingly sets out the step for selection.Accounts departmenthe prepares an estimated budget, which will be required for the purpose of hiring and training new employees. In return he hires people for the accounts department when required.There are few interactions whic h are similar with every department. He takes initiative to motivate employees in every department and makes sure that he is in constant touch with employees who are facing any problems or having any issues while working. He sets up programs at regular basis to interact with employees of every department to know their problems and inform them if there are any changes required by the top management (Mujteba, 2006).Recruiting agencieshe contacts these agencies when there is an imperative need to employ people and it is not viable to go finished the process of recruitment because of its time consuming feature. He will inform them with his requirements and in return they will provide with people of required skills. conclusionThe role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR manager, who is considered nece ssary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. match to Dickson (1998), most important function of HR manager is to provide a support system to its employees it can be emotional or physical. In todays organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business jut out and objectives. The HR manager contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is deliver the goods in all of this. Managing people is one of the most difficult aspects of organizational management it means dealing with people who differ physically and psychologically (Mendenhall, 2007).References Stone, R. J., (2008). Human Resource Management, 6th edition. Pg. 3. John Wiley publication. Dickson, R. (1998). Huaman Resource Management 2. Retrieved from http//www2.prestel.co.uk/rossticle/essays.htm, retrieved on 12th August, 2009. Company Profile. Retrieved from www.reliancecommunications.com. Retrieved on 12 August, 2009. Cascio, W. F. (1998). Managing Human Resources. Pg 46. Irwin McGraw Hill. Hofstede, G. (1980). Cultures consequences International differences in work-related values. Beverly Hills, CA Sage Publications. Mendenhall, Mark E. Oddou, Gary R. and Stahl, Gunter K. (2007). Readings and Cases is International Human Resource Management 4th ed. Routledge Publishers, Taylor Francis Books. Mujtaba, B. G. (2006). Cross Cultural Change Management. Llumina Press, Tamarac, Florida. Dolezal ek, H. (2008). Good Job Training, 45(6), pp. 32-34.