Role of HR Manager - Human Resource Management | Human Resource Management - B Com PDF Download

Introduction

The role of an HR manager is crucial in achieving the objectives of an organization. It is the human resources, or the people working for the company, who perform tasks and accomplish the goals set by the company.

Therefore, having the right human resources is essential for any organization. The HR manager is responsible for ensuring that there is the right number of people with the right skills available at the right time when the company needs them. Additionally, the HR manager is tasked with motivating, preparing, and developing these human resources to perform their tasks effectively.

The HR manager plays a vital role in guiding, supporting, and solving problems for the human resources within the organization. They are like a friend, philosopher, and pathfinder for the employees, helping to identify the right path and developing the necessary competencies within the workforce.

Learn about the various roles played by the HR manager in an organisation.

A. HR Manager's Role in Achieving Organizational Objectives:

• Advisory Role: Providing expert advice on HR matters.
• Pro-Acting Role: Anticipating and addressing HR issues proactively.
• Welfare Role: Ensuring employee welfare and well-being.
• Developmental Role: Facilitating employee development and growth.
• Mediator’s Role: Acting as a mediator in conflicts.
• Social Upliftment Role: Contributing to social upliftment through HR initiatives.
• Counsellor’s Role: Providing counseling to employees.
• Spokesperson Role: Representing employee interests.
• Motivator’s Role: Motivating and inspiring employees.

B. Specialist Roles of HR Manager:

• The Service Provider: Offering HR services.
• The Executive: Executing HR functions.
• The Facilitator: Facilitating HR processes.
• The Consultant: Providing HR consultancy.
• The Auditor: Conducting HR audits.

C. HR Manager's Role in Strategic Management:

• HR’s Role in Executing Strategy: Implementing strategic initiatives.
• HR’s Role in Formulating Strategy: Involving in strategic planning.
• HR and Technology: Leveraging technology in HR.

D. HR Manager's Role in Meeting Employee and Customer Requirements:

• Administrative Roles: Handling administrative HR tasks.
• Operational Roles: Managing operational HR functions.
• Strategic Roles: Involving in strategic HR activities.

E. Important Roles of HR Manager in an Organisation:

• Business and Strategic Partners Role: Partnering with business units.
• Employee’s Advocate’s Role: Advocating for employees.
• Welfare Officer’s Role: Overseeing employee welfare.
• Management’s Representative Role: Representing management interests.

F. Role of HRD Manager:

• Identify Organisational Development Needs: Assessing development needs.
• Provide Inputs for Preparing Promotion Policies: Contributing to promotion policy development.
• Design Job Rotation: Creating job rotation plans.

G. HR Manager in Mergers and Acquisitions:

• Managing HR aspects during mergers and acquisitions.
• Ensuring smooth integration of HR policies and practices.
• Addressing employee concerns and maintaining morale.

H. HRD Manager's Role in an Organisation:

• Focusing on organisational development and employee growth.
• Implementing training and development programs.
• Evaluating and improving HRD initiatives.

Role of HR Manager in an Organisation

The role of an HR manager is crucial in achieving the objectives of an organization. It is the human resources or workforce that performs tasks and accomplishes company goals, making human resources essential for any organization. To ensure the right number and type of human resources are available at the right time, and to motivate, prepare, and develop them for their tasks, the HR manager plays a vital role.

The HR manager is not only important but also serves as a guide, philosopher, friend, pathfinder, problem solver, and competence builder for the human resources. Ulrich (1997) developed a model outlining multiple roles for HR professionals, ranging from long-term strategic to short-term operational focus, and from managing processes (HR tools and systems) to managing people. Regardless of the specific role, the HR manager's involvement contributes to the growth and development of both the workforce and the organization as a whole.

Role of HR Manager in Achieving Organizational Objectives

• Advisory Role: HR managers advise top management on matters related to human resource management and development, aligning HR policies with the company’s vision, mission, and long-term goals. They help formulate policies that drive transformational changes within the workforce.

• Proactive Role: HR managers identify potential conflicts between workers and management and anticipate future challenges. By forecasting possible issues and taking preventive measures, they develop organizational culture and introduce systems that minimize grievances and problems.

• Welfare Role: HR managers ensure the well-being of employees by providing welfare services such as canteens, creches, restrooms, healthcare facilities, transportation, housing, and educational support, thereby enhancing employee satisfaction and overall welfare.

• Developmental Role: HR managers focus on the development of employees by improving their knowledge, skills, abilities, attitudes, and values. This is crucial for the organization’s growth, and HR managers foster this through policies related to training, career development, and counseling.

• Mediator Role: HR managers act as intermediaries between trade unions and top management to resolve differences and disputes. They play a key role in collective bargaining and negotiations, striving to reach agreements that benefit both parties.

• Social Upliftment Role: HR managers help the organization fulfill its social responsibility by promoting societal growth. They develop policies that contribute to infrastructure, education, healthcare, and employment opportunities, ensuring the organization plays a vital role in societal development.

• Counselor Role: HR managers act as counselors to employees, helping them resolve personal issues such as education, healthcare, family, and marital problems. By developing trust and understanding, HR managers offer guidance to employees in navigating their personal and professional challenges.

• Spokesperson Role: HR managers represent the company in communicating with employees, especially during industrial disputes. They also serve as a voice for non-unionized or unorganized workers, presenting their concerns and grievances to top management.

• Motivator Role: HR managers play a crucial role in motivating employees to achieve both personal and organizational goals. They introduce reward systems and foster mutual trust, understanding, and confidence, all of which drive higher employee performance.

• Procurer Role: HR managers ensure the recruitment of the right talent at the right time. They develop effective recruitment policies, design test/interview processes, and systematically procure employees, ensuring satisfaction and contentment among the workforce.

• Change Agent Role: In a rapidly changing business environment, HR managers help employees adapt to new roles, values, and attitudes required by the organization. They introduce change initiatives such as Organizational Development (OD) programs, Total Quality Management (TQM), and quality circles to foster adaptation.

• Maintenance Role: HR managers help retain talented and skilled employees by offering attractive compensation packages, rewards, career planning, welfare programs, fringe benefits, and social security schemes. They design policies and take actions that contribute to employee satisfaction and retention.

• Dispute Prevention Role: HR managers take proactive measures to prevent grievances and disputes, ensuring workplace harmony. They implement grievance-handling mechanisms, collective bargaining processes, and disciplinary management approaches to create a peaceful organizational environment.

• Executive Role: HR managers are responsible for executing policies, programs, and decisions. Their role in both formulating and implementing HR decisions is crucial for the smooth functioning of the organization and achievement of its goals.

• Decision Maker Role: As key decision-makers, HR managers formulate policies and programs concerning the management and development of human resources. Their decisions shape the organization’s HR strategies and objectives.

• Coordinator Role: HR managers coordinate the implementation of HR policies and programs, working with line managers to ensure smooth execution. They promote teamwork and collaboration to achieve organizational goals effectively.

• Strategist Role: HR managers play a vital role in supporting the business strategy by aligning HR strategies with the overall goals of the organization. They work to ensure that the workforce is equipped to meet strategic objectives.

• Monitoring Role: HR managers act as monitors to ensure that HR policies, procedures, and programs are effectively implemented. They track progress and ensure alignment with organizational objectives, making adjustments as necessary to meet goals.

Role of HR Manager – Roles and Responsibilities

The HR manager's role should align with the organization's objectives. In this context, the HR professional must be a strategic partner, employee advocate, and change mentor to navigate the evolving environment. Depending on the organization's size, the HR manager is responsible for overseeing all functions related to people management needs and activities.

Here are some of the key roles and responsibilities of an HR manager:

• Recruiting and Hiring: This involves identifying sources of manpower and implementing effective strategies to attract and select a capable workforce for the organization.
• Training and Development: These processes aim to enhance individuals' capacities, building their strengths and confidence to improve their effectiveness in delivering results.
• Competency Development: Competency encompasses a group of related knowledge, skills, and attitudes crucial for a significant portion of one's job. Training and development initiatives can enhance these competencies.
• Organization Development: This refers to a comprehensive effort across the organization to enhance its effectiveness, viability, and growth potential.
• Communication: HR is responsible for conveying meaningful information to employees at all times, ensuring that relevant information is shared.
• Performance Management: This focuses on improving the performance of the organization, employees, and various services.
• Employee Relations: This concept aims to improve relationships among employees and between employees and management.
• Coaching, Mentoring, and Counseling: This involves supporting individuals and helping them overcome challenges to enhance their performance.
• Policy Recommendation: HR recommends policies to streamline management practices and reduce employee grievances, such as eligibility criteria for benefits outlined in the company's administrative manual.
• Wages, Salary, and Compensation Benefits: These benefits are designed to motivate employees and ensure their commitment to work and the organization.
• Talent Management and Employee Engagement: This concept focuses on retaining talent by engaging individuals in ways that align with the organization's interests.
• Leadership Development: This activity aims to enhance the quality and effectiveness of leaders within the organization.
• Team Building: This involves fostering collaboration and maximizing the potential of teams to achieve organizational goals.
• Networking and Partnering: Building relationships with external stakeholders, including customers and suppliers, is crucial for better business outcomes.

Role of HR Manager – 3 Main Roles:

1. HR Manager as a Business Partner:

• HR managers now play a crucial role as strategic partners within organizations. They work closely with other departments to contribute to the development and achievement of the organization's business plan and objectives.
• To be effective, HR business objectives must align with the overall strategic business plan. HR representatives need to have a deep understanding of designing and redesigning work systems to improve organizational efficiency and create a better workplace.
• This strategic partnership influences all HR services, including hiring, rewarding, recognizing, developing, and appraising employees.
• HR personnel must also be business-minded, knowledgeable about finance and accounting, and accountable for cost reductions and measuring the effectiveness of HR programs and processes.

2. HR Manager as an Employee Advocate:

• In the role of an employee advocate, HR managers focus on promoting the interests of employees to ensure organizational success. This involves creating a work environment that fosters motivation and happiness, aligning with the principle of "live happily and work happily."
• HR professionals encourage effective goal setting, communication, empowerment through responsibility, and building employee ownership of the organization. They also play a key role in establishing a positive organizational culture and environment where employees have the competence, concern, and commitment to serve customers effectively.

3. HR Manager as a Counsellor:

• While every manager in an organization may act as a counsellor to employees, HR managers are uniquely positioned to provide counselling on a wider scale. They can serve as counsellors themselves or train line managers to offer effective counselling to employees.
• HR managers, with a background in behavioural science, can identify and diagnose employees' emotional problems and suggest suitable solutions with ongoing feedback. Many large organizations emphasize the importance of having professional counsellors within HR departments.
• Training supervisors in counselling skills, such as sensitivity and empathy training, is also crucial to address the emotional vulnerabilities of employees.