HR managers are key figures in an organization. A lot rests on their shoulders since they hire, arrange for salaries, conduct evaluation and train employees among other things. Organizations are evolving and they have to keep with the recruitment practices and introduce compensation packages that will ensure employee retention.
So what are the roles that HR managers are responsible for? Let’s find out:
They are tasked with recruitment responsibilities. Recruitment is further classified into two distinct areas namely; attracting talent and hiring resources. Attracting talent means the HR department or manager will consult with the department head and find out if there is a vacancy or need for hiring.
Upon consultation and discussing, what kind of candidate is desired to be working under a said department, the manager will depute his team members to give an advertisement on social media or in the newspaper and start attracting talent of xyz profile (whatever the need may be).
Once the ad is published and the CVs of a pool of candidates have been gathered, the HR manager proceeds to finalize his decision shortlist or hire a deserving candidate. This includes screening his profile, conducting an interview, final interview, test (depending upon the role which is sought).
In the end, a candidate is finalized on a certain package and within confines of the company’s financial position so it does not adversely impact company.
Training employees is not limited to just new employees but also the old ones. It may be new governance policies may have been introduces and employees should be made aware of it so that they can act in accordance. Any violation may result in penalty from authorities, so training in this area might be useful.
Training has also to do with handling of certain software or application that is being run in organization or has been recently adopted in the organization such as SAP, employees would want an on-hands training of it. This is up to HR to arrange for their training in this regard so they can work with the new software.
Training can also be to reinforce existing policies that employees may have forgotten about or serious violations of the code of conduct are occurring. It is vital that certain codes are inculcated in employees so that organization can function in harmony.
Professional development is an extension of training but it has to do more with offering employees with a path for career progression. Laying out a clear path where employees know where they will be in 3 or 5 years down the road if they stick with their current employer. This motivates employees and subsequently they strive to get to the desired position or hit a certain benchmark.
It has also to do with succession planning. Who will replace if a senior position becomes vacant due to death or resignation of that person? If a succession plan is in place then the transition would be seamless and organization will continue to function as it would, on any normal day.
Sirena Atkinson is an expert academic writer and a career consultant as well. She has been connected Real Assignment Help, a UK based firm assist student in there assignment and thesis work. Other than work she likes to read books and novels in her free time.