ROLE OF HUMAN RESOURCE MANAGER Human Resource Manager performs mainly three different types of roles, while meeting

the requirement of employees and customers, namely administrative, operational and strategic.
Role of Human Resource Manager Administrative Roles

Operational Roles

Strategic Roles

Policy Maker

Recruiter

Administrative Expert

Trainer, Developer, Motivator Coordinator/ Linking Pin

Advisor

Housekeeper

Mediator Counselor Employee Champion

Welfare Officer

Legal Consultant

ADMINISTRATIVE ROLES Includes policy formulation and implementation, housekeeping, records maintenance, welfare administration, legal compliance, etc. 1. Policy Maker: Helps management in the formation of policies governing talent acquisition and retention, wage and salary administration, welfare activities, personnel records, working conditions etc. 2. Administrative Expert: Oriented to processing and record keeping

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Maintaining employee files, HR related databases, processing employee benefit claims, answering queries regarding leave, transport and medical facilities, submitting required reports to regulatory agencies. Advisor: Performs his functions by advising, suggesting, counseling and helping the line manager in discharging their responsibilities relating to grievance redressal, conflict resolution, employee selection and training. Housekeeper: Responsibility include recruitment, pre-employment testing, reference checking, employee surveys, time keeping, wage and salary administration, wellness programs, maintenance records,etc. Counselor: Discusses various problems of the employees relating to work, career, their supervisors, colleagues, health, family, financial, social, etc. and advises them on minimizing and overcoming problems. Welfare Officer: Provides and maintains canteens, hospitals, crches, educational institutes, clubs, libraries, conveyance facilities, co-operative credit societies and consumer stores. Welfare Officers are expected to take care of safety, health and welfare of employees. Legal Consultant: Plays a role of grievance handling, settling of disputes, handling disciplinary cases, doing collective bargaining, enabling the process of joint consultation, interpretation and implementation of various labor laws, contacting lawyers regarding court cases, filing suits in labor courts, industrial tribunals, and civil courts.

OPERATIONAL ROLES These roles are tactical in nature and include recruiting, training and developing employees; coordinating HR activities with the actions of managers and supervisors throughout the organization and resolving differences between employees: 1. Recruiter: Winning the war for talent has become an important job of HR managers in recent times in view of the growing competition for people processing requisite knowledge, skills and experience. 2. Trainer, Developer, Motivator: HR managers have to find skill deficiencies from time to time, offer meaningful training opportunities, and bring out the latent potential of people through intrinsic and extrinsic rewards.

3. Coordinator/Linking Pin: HR manager act as a linking pin between various divisions/departments of an organization. To develop rapport with divisional heads, using public relations and communication skills of HR executives to the maximum possible extent. 4. Mediator: The personnel manager acts as a mediator in case of friction between two employees, groups of employees, superiors and subordinates and employees and management with the sole objective of maintaining industrial harmony. 5. Employee Champion: HR managers have traditionally been viewed as company morale officers or employee advocates. To deliver results they are now seriously pre-occupied with: a. Placing people on the right job b. Charting a suitable career path for each employee c. Rewarding creditable performance d. Resolving differences between employees and groups smoothly e. Adopting family-friendly policies. STRATEGIC ROLES An organizations success increasingly depends on the knowledge, skills and abilities of its employees, particularly as they help establish a set of core competencies distinguish an organization from its competitors. The strategic role of HR management focuses attention on how to enable ordinary employees to turn out extraordinary performance, taking care of their ever-changing expectations.