Key responsibilities of a HR manager
1. Staffing
Staffing involves the entire hiring process from posting a job to negotiating a salary
package. Within the staffing function, there are four main steps:
1. Development of a staffing plan
2. Development of policies to encourage multiculturalism at work
3. Recruitment. This involves finding people to fill the open positions
4. Selection
2. Development of workplace policies.
In the development of policies, HRM, management, and executives are involved in the
process. For example, the HRM professional will likely recognize the need for a policy or a
change of policy, seek opinions on the policy, write the policy, and then communicate that
policy to employees. Some examples of workplace policies might include the following:
- Discipline process policy
- Vacation time policy
- Dress code
- Ethics policy
- Internet usage policy
3. Compensation and Benefits administration
HRM professionals need to determine that compensation is fair, meets industry standards,
and is high enough to entice people to work for the organization. Compensation includes
anything the employee receives for his or her work. Examples of employee compensation
include the following:
- Health benefits
- Pay
- Pension plans
- Stock purchase plans
- Annual Leave allowance
- Sick leave
- Bonuses
- Tuition reimbursement
4. Employee retention and motivation
HRM professionals are involved in the retention and motivation of employees, and thus,
must understand the drivers of voluntary employee turnover. Although, compensation is a
major factor in employee retention, 90% of employees leave a company for the following
reasons:
- The job they are performing
- Challenges with their manager
- Poor fit with organizational culture
- Poor workplace environment
5. Training and development
1. Staffing
Staffing involves the entire hiring process from posting a job to negotiating a salary
package. Within the staffing function, there are four main steps:
1. Development of a staffing plan
2. Development of policies to encourage multiculturalism at work
3. Recruitment. This involves finding people to fill the open positions
4. Selection
2. Development of workplace policies.
In the development of policies, HRM, management, and executives are involved in the
process. For example, the HRM professional will likely recognize the need for a policy or a
change of policy, seek opinions on the policy, write the policy, and then communicate that
policy to employees. Some examples of workplace policies might include the following:
- Discipline process policy
- Vacation time policy
- Dress code
- Ethics policy
- Internet usage policy
3. Compensation and Benefits administration
HRM professionals need to determine that compensation is fair, meets industry standards,
and is high enough to entice people to work for the organization. Compensation includes
anything the employee receives for his or her work. Examples of employee compensation
include the following:
- Health benefits
- Pay
- Pension plans
- Stock purchase plans
- Annual Leave allowance
- Sick leave
- Bonuses
- Tuition reimbursement
4. Employee retention and motivation
HRM professionals are involved in the retention and motivation of employees, and thus,
must understand the drivers of voluntary employee turnover. Although, compensation is a
major factor in employee retention, 90% of employees leave a company for the following
reasons:
- The job they are performing
- Challenges with their manager
- Poor fit with organizational culture
- Poor workplace environment
5. Training and development
