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ROLES AND DUTIES

OF AN HR MANAGER

ROLES OF AN HR
MANAGER

PEOPLE OFTEN SAY THAT


MOTIVATION DOESNT LAST. WELL,
NEITHER DOES BATHING THATS
WHY WE RECOMMEND IT DAILY.
ZIG ZIGLAR

INFORMATIO
N
DISSEMINATO
R

Inform entire organization with official


communication
Human resource policies such as
collective
bargaining
agreements,
schedule
of
benefits,
personnel
promotion, among others.

SPOKESPERS
ON

Weakens the impact of grapevine as a


communication mode and source
Chief advocate of the mission, vision,
and values espoused by the company

ROLE MODEL

Do not give employees of the company


a negative impression of his value,
character and work ethic
Know that whatever employees see and
observe will be followed, imitated and
magnified

NEGOTIAT
OR

Negotiation skills exude calm but fair


disposition
Tactful in getting his message across
the table
OBJECTIVE- sign a deal that is
equitable for everyone

MOTIVATO
R

Instill optimism and drive among all


employees
Motivates
through
words
of
encouragement, exciting projects, fair
policies and gentle demeanor

CHANGE
AGENT

Seeks opportunities out of problems


Transform negative behavior to
positive one
Results-oriented and process oriented

MEDIATOR

Control interpersonal conflicts before


it escalate to massive proportions

STRATEGI
C
PLANNER

Develop HR plans and provides


relevant inputs to the business plan
for the year and for the medium term
of 5 years
In charge of the most challenging to
manage, yet most valuable resource
of the organization

RESOURC
E
ALLOCATO
R

Ensure that every business unit has


the right volume of manpower needed
for operations and other functions

CAREER
COUNSEL
OR

Knowledgeable in career pathing


and career guidance
Coach or mentor managers and
employees for them to clearly
see their future in the company

BUSINESS
ADVISOR

Advice is valued and sought by


top management
Usually
sought
during
an
expansion,
diversification,
contraction,
specialization,
reorganization,
merging,
rebranding or liquidation of the
company

DUTIES OF AN HR
MANAGER

BASIC DUTIES OF HR
MANAGERS:

Conducting job analyses


Planning labor needs
Recruiting and selecting employees
Orienting and training new employees
Managing the payroll
Providing incentives and benefits
Appraising employee performance regularly

Communicating information to various levels in


the organization
Training and developing managers
Providing equal opportunities to everyone
Ensuring safety and security of employees
Building employee commitment
Handling grievance and labor relations
Developing a succession plan for the
organization

THE IDEAL HR MANAGER

There is NO PERFECT HR MANAGER

essentially has Knowledge, Skills, and Values that are within the
Cognitive, Affective and Behavioral domains

COGNITIVE DOMAIN
Knowledge
Labor Law
Management
Business
Psychology
Information
Technology

Skills

Negotiation
Idea Generation
Presentation
Written
Communication

Values
Diligence
Quality
Integrity

AFFECTIVE DOMAIN
Knowledge
Peace
Education
Human Rights
Personality
Development

Skills

Counseling
Networking
Public Relations
Interpersonal

Values

Teamwork
Compensation
Tolerance
Flexibility
Courtesy
Social
Responsibility

BEHAVIORAL DOMAIN
Knowledge
Transformationa
l Leadership
Business
Etiquette
Ethics and
Values

Skills
Training
Controlling
Stress
Management
People
Mobilization
Crisis
Management

Values

Discipline
Efficiency
Productivity
Consistency
Creativity
Frugality
Composure
Proactivity

CHALLENGES OF THE
HR MANAGER

CHALLENGES TO THE HR
MANAGER
Environmental Challenges
External to the organization
Impact performance but beyond managements control
Constant monitoring (threats and opportunities)

Environmental
Challenges
1. Internet Revolution
2. Terrorism and security
issues
3. Globalization and
workforce diversity
4. New labor laws
5. Evolving work and
family roles

6. Labor shortage
7. Changing demographics
8. Workforce mobility
9. Economic indicators
10. Government regulation

A. Organizational Challenges
Internal to the firm
An effective manager must: Recognize and deal with
issues in order for the company to save: TIME, MONEY
and EFFORT

Self-managed
work teams

Labor
Unrest

Downsizing
Mergers
and
acquisitions

Competition
and
competitive
position

Changing OC

Decentralizati
on
Technological
changes

Growing baby
boomer
employees
Communication
Barriers
Change vs
continuity
Integrity and
management of
records

Organizational
Restructuring
Corporate Fraud
Organizational
Politics

B. Individual Challenges
specific to individual employees
Career vs personal life
Individual Challenges
1. Matching people and
companies
2. Brain drain
3. Expatriate
employees
4. Employee
empowerment

5. Stress
management
6. Ethics and social
responsibility
7. Productivity
8. Job security
9. Sustainability

THANK YOU!

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