The core roles of human resource management are grouped below into

three categories. The titles of the clusters are tentative, and are open
for comment.

PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM

Strategic perspective
Organisation design
Change management
Corporate Wellness management
PEOPLE ACQUISITION AND DEVELOPMENT
Staffing the organization
Training & development
Career Management
Performance Management
Industrial relations
ADMINISTRATION OF POLICIES , PROGRAMMES & PRACTICES
Compensation management
Information management
Administrative management
Financial management

ROLES
The roles listed above are now described in terms of broad functions, activities
and outcomes to illustrate more or less what the descriptions will look like once
the Standard Generating Groups begin to work with each role in detail.

PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM

STRATEGIC PERSPECTIVE
§ Develop Human Resource plans and strategies aligned to the organisation’s
strategic direction. and business strategy. Provide tools and tactics to enhance
execution of these strategies
§ Integrate HRM with current and pending legislation and socio-political changes.
§ Integrate Human Resource Management with general organisational
management.
§ Manage the interface between HRM processes and systems.
§ Formulate and communicate HRM policies.
§ Act as the conscience of employer with respect to people issues.
§ Scan the environment (both international and national) and identify emerging
trends that will affect the organisation and the management of people therein.
§ Assess the long-term impact of short-term decisions on people.
§ Manage people related issues accompanying mergers, alliances and
acquisitions.
§ Express (embody) the philosophy and values regarding people management in
the organisation.

ORGANISATIONAL DESIGN
§ Analyse work processes and recommend improvements where necessary.
§ Recommend options for organisational design & structure.

CHANGE MANAGEMENT
§ Advise management on implications of change for employees.
§ Co-ordinate & facilitate the change process.
§ Facilitate changed relationships.
§ Provide support structures for employees during change.
§ Deliberate and proactive management of the changing environment and its
implications for work and the organisation.

CORPORATE WELLNESS MANAGEMENT

§ Develop and communicate policies and procedures with regard to the
management of wellbeing
§ Manage occupational health and safety
§ Manage wellbeing (Employee Assistance programs & Health Promotion
programs)

PEOPLE ACQUISITION AND DEVELOPMENT

STAFFING THE ORGANISATION

As an example, each of the functions of this role is further unpacked in terms of
activities.
Human Resource Planning (linked to strategic perspective)
· Determine long-term human resource needs.
· Assess current resources.
· Identify areas of need.
Determining requirements of jobs
· Appoint a representative committee with the task of conducting the job
analysis. · Decide on the use of job analysis information.
· Decide on the sources of job analysis information.
· Decide on the method for job analysis.
· Review the information.
· Based on the outcomes of the job analysis, write job descriptions and job
specifications
Recruitment of staff for the organisation
· Develop & implement recruiting strategy bearing in mind relevant legislation.
· Decide whether recruitment will take place externally or internally.
· Select methods of the recruitment (for example job posting, personnel
agencies & advertising)
· Engage in recruitment.
Selection of human resources
· Develop and implement selection strategy in line with relevant legislation.
· Select appropriate tools for selection.
· Validate selection tools in line with legislation.
· Provide selection short list for line management to make a decision.
Placement of staff
· Place staff in ways that will have the potential to benefit both organisation and
employee
Induction and orientation
· Act as a facilitator for induction and orientation of new employees
Management of a-typical employment situations.
Management of termination
· Advise management regarding the strategic implications of terminating
employment relationships.
· Conduct exit interviews.
· Develop a plan to replace competence lost.
· Analysis of staff turnover and advise management on pending problems and
corrective action (where necessary).

TRAINING & DEVELOPMENT

§ Develop a training & development strategy according to the requirements of
legislation and with the improvement of productivity and delivery as outcome.
§ Conduct a training needs-assessment including the assessment of prior
learning and write training & development objectives based on the outcome
thereof.
§ Conduct training & development.
§ Evaluate training & development with regard to the return on investment.
§ Promote training & development in the organisation.

CAREER MANAGEMENT
§ Design and implement a career management program aimed at integrating
individual aspirations and organisational needs & realities.
§ Manage career-related issues in the organisation for example women,
affirmative action and management of diversity with attention to legislation in
this regard.
§ Manage career-related issues surrounding organisational restructuring,
downsizing & outplacement including provision of support.

PERFORMANCE MANAGEMENT
§ Design and implement a performance management system linked to relevant
HRM systems and aimed at contributing directly to the business strategy.
§ Assess performance.
§ Use outcome of performance assessment as the basis for decision-making in
areas mentioned in point 1.
§ Management of individual as well as collective labour (organisational)
performance.

INDUSTRIAL RELATIONS
§ Develop and communicate industrial relations policies and procedures in line
with legislation.
§ Involvement in grievance and disciplinary hearings
§ Lead negotiations (where necessary).
§ Implement termination procedures
§ Assessment and management of organisational climate and employee relations
§ Liaison with trade unions
§ Implementation of outcomes of collective bargaining and negotiation

ADMINISTRATION OF POLICIES , PROGRAMMES & PRACTICES

COMPENSATION MANAGEMENT
§ Develop compensation strategies and policies in line with legislation and the
organisation’s business strategy.
§ Attach meaningful monetary values to posts in the organisation ensuring that
the organisation’s compensation is in line with market forces (this may be by
means of traditional job evaluation or other methods such as skill or competency
based pay).
§ Develop appropriate compensation systems for the organisation.
 § Manage overall labour costs.

INFORMATION MANAGEMENT
§ Provide current information regarding employees to be used in the decision-
making process and measurement of HRM’s contribution to the organisation.
§ Advise management regarding trends emerging from the data.
§ Conduct HRM research with the aim of solving problems in the organisation.

ADMINISTRATIVE MANAGEMENT
§ Provide integrated HRM administration that is speedy & cost effective to
receiver & administrator.
§ Integrated employee data management

FINANCIAL MANAGEMENT
§ Manage the budget for HRM functions (Training and development, IR
compensation, Employment Equity).
§ Negotiate maximal funds for HR.
§ Add value to the organisation by demonstrating a sound understanding of the
complexity of business.
§ Measure the financial impact of human resource systems.
Ed Llarena, Jr.
Subject - Re: Core roles in Human Resource Management

 Hi!

I look at the HR Management job in terms of eleven (11) critical functional

areas that an HR professional and practitioner has to attend to... to be
effective. These areas are:

1. Manpower Planning
2. Recruitment
3. Compensation & Salary Administration
4. Benefits Development & Administration
5. Training & Career Development
6. Labor Relations & Disicipline Management
7. Personnel Movement
8. Performance Management
9. HRIS
10. Payroll & Timekeeping
11. Organization Development

To be effective, an HR practitioner should have a well rounded grasp of each

of these areas. The problem is that many of us have only very limited
exposure on these different functional areas as we move on the organizational
ladder.

One effective way of being able to have a complete grasp of all these
functional areas within a short period is to have an HR Policy Manual by your
side.

My company has developed an HR Policy Manual containing all these areas. It

 is a handy tool for the HR professional and manager. It is copyrighted and we
are sellingRecruiting
 Hiring
 Training
 Organization Development
 Communication
 Performance Management
 Coaching
 Policy Recommendation
 Salary and Benefits
 Team Building
 Employee Relations
 Leadership

it.

Role of Human Resource Managers

This article was created by a professional writer and edited by experienced copy editors,
both qualified members of the Demand Media Studios community. All articles go through an
editorial process that includes subject matter guidelines, plagiarism review, fact-checking,
and other steps in effort to provide reliable information.

By an eHow Contributor

updated: April 20, 2010

HR managers are vital to the successful operation of a

business.

The human resource (HR) manager position is vital to the successful operation of a business.
These managers perform such tasks as hiring, training, and maintaining a healthy workplace
environment.

1. Hiring
 o An HR manager's objective is to maintain adequate staffing levels for a business
and to fill each position with the applicant who is most qualified to perform the job
successfully. To do this, an HR manager may post job openings, test applicants, conduct
or schedule interviews, and attend recruiting events.

Orientation/Training
o Orientation entails introducing a new hire to the company and its goals, history,
policies, workers, culture, and any other information essential to function within the
company. According to the Bureau of Labor Statistics, training may entail classroom
instruction, electronic learning, videos and other tools.

Interactions
o HR managers take employee complaints, mediate conflicts, promote
communication, and in some cases, assist in negotiating union contracts.

Employee Benefits
o HR managers are also charged with providing information about employee
benefits, such as 401(k)s, health insurance, life insurance, vacation time, transit
subsidies, and stock plans.

Performance Reviews/Discipline
o In many companies, HR managers conduct or facilitate performance reviews,
which is a discussion with an employee about how "she or he is doing relative to the
standards and expectations laid out in the job description," according to the Bureau of
Labor Statistics. This also includes providing any follow-up training or goals. If needed,
HR managers perform or assist with the discipline or firing of employees for not following
company policy. They also conduct exit interviews.

Allocating Resources/Layoffs
o HR managers may help with layoff decisions and allocating remaining resources
after layoffs. They may be responsible for informing employees of the layoffs and
providing them with severance information.

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Read more: Role of Human Resource Managers |
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Products/Services Frozen Buffalo Meat
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Annual Sales
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Range(USD)
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Legal Sshil Manickam - Manager
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the