ROLE OF PERSONNEL MANAGER1. Administrative Roles

Policy maker - develop personnel policies

Administrative expert - record keeping, databases, processing benefits/claims, leave, medical facilities.

Advisor - to line managers , grievance redressal, conflict resolution, selection & training

Housekeeper - recruiting, testing, ref check, employee surveys, salary & wage admin

Counselor - on various personal and professional problems

Welfare officer - provides & maintains canteens, hospitals, clubs, libraries, transportation, coop societies.

Legal consultant - settling disputes, handling disciplinary cases, collective bargaining.

2. Operational Roles

Recruiter

Trainer, developer, motivator

Coordinator

mediator

3. Strategic Roles

Change Agent - translate vision statements into meaningful format.

Strategic partner - training centre, design centre..

QUALITIES & QUALIFICATIONS OF A PERSONNEL MANAGER

a. Personnel Attributes: Initiative, resourcefulness, perception, maturity, analytical ability, unbiased, thorough with labour laws, understanding of human behaviour, Patience, Understanding, empathy, Perseverance

b. Skills: educational skills, discriminating skills, executing skills, leadership skills,

c. Experience & training, Professional Attitudes - knowledge of various disciplines.

Functions

Prof.Sujeesha Rao

Functions of HRM include:• Facilitating the retention of skilled and competent employees• Building the competencies by facilitating continuous learning and development• Developing practices that foster team work and flexibility• Making the employees feel that they are valued and rewarded for their contribution• Developing management practices that endanger high commitment• Facilitating management of work force diversity and availability of equal opportunities to all.

Functions of HR

Prof.Sujeesha Rao

MANAGERIAL FUNCTIONS

Planning

Organising

Directing

Controlling

OPERATIVE FUNCTIONS

Staffing Development

Compensation Motivation

Maintenance Integration

Emerging Issues

Operative functions of HR

Prof.Sujeesha Rao

STAFFING Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility

DEVELOPMENTCompetency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback

COMPENSATION & MOTIVATION

Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits

Functions of HRM

Managerial functions• Planning • Organizing• Directing • Controlling

Operative functions• Employment• Human resources

development • Compensation • Human relations • Industrial relations • Emerging issues in

HRM

Managerial Functions

• Planning – This function deals with determination of the future course of action to achieve. Planning of personnel today prevents crisis tomorrow .

• Organizing –This function is concerned with proper grouping and assigning of personnel activities and delegation of authority.

• Directing –This function involves supervising and guiding the personnel

• Controlling – this function is concerned with measuring employee’s performance & correcting deviations

1

Human Resource

Management

Development

Com

pens

ation

an

d Be

nefit

s

Staffing

Employee and Labor

Relations

Maintenance

Operative Functions

1. Staffing or Procurement

• Job Analysis • Human resource planning• Recruitment • Selection• Placement• Induction & Orientation • Internal Mobility

2. Development

• Training • Executive Development • Career planning and Development • Human Resource Development

3. Compensation

• Job evaluation• Work scheduling• Performance appraisal• Compensation administration (Wage & salary

administration)• Incentives & Benefits• Bonus

4.Maintenance

• Employee Health and Safety

• Employee Welfare

• Social security

5.Employee and Labor relations

• Grievance redressal• Discipline• Collective bargaining • Employee participation &

Empowerment • Trade unions • Industrial Relations

6. Emerging Issues

• HR Audit • HR Accounting• HRIS • Stress and Counseling• QWL• Human Resource Research• IHRM

Role of HR manager

• Administrative roles

• Operational roles

• Strategic roles

Administrative roles

• Policy maker – formation of policies governing talent acquisition, retention, wage and salary administration, welfare activities, working conditions etc

• Administrative expert – information processing and record keeping.

• Advisor- advising ,suggesting, and helping the line managers in discharging the responsibilities .

• House keeper – manages the show by recruiting , pre-employment testing , reference checking ,time keeping etc..

• Counselor – problems related to professional and personal life will be addressed

• Welfare officer-provides and maintains hospitals , canteens, crèches , educational institutes, clubs, libraries etc…

• Legal consultant- plays a role of grievance handling, settling of disputes, disciplinary cases , collective bargaining etc..

Operational roles

• Recruiter – Talent acquisition • Trainer – Helps in enhancing knowledge

and skills .• Coordinator – linking pin between various

departments of an organization.• Conflict handler

Strategic roles

• Change agent – HR manager helps to replace 1. Resistance with resolve 2. Planning with results 3. Fear of change with excitement

• Strategic partner – Strategy formulation and strategy implementation .

Qualities And Qualification of HR Manager

Qualities1. Personal attributes – initiative, maturity in

judgment, analytical ability ,intellectual integrity, knowledge of labour laws , understanding of human behaviour and human needs .

• Intelligence – skills to communicate , articulate, moderate , command over language , tact in dealing with people etc..

• Education skills • Discriminating skills • Executing skills

2. Experience and training

3. Professional attitudes – HR manager must be able to combine social justice with a warm personal interest in people which must be secured by commonsense, compassion and integrity.

Qualifications

• Degree from recognized university .• PG Degree / Diploma in HRM ,HRD , Labour

welfare, psychology, IR• MBA with specialization in HR • Knowledge of Local language• HR mastery – knowledge and understanding

of areas such as staffing, development, appraisal, rewards, team building, communication etc…

Operative functions of HR (contd.)

Prof.Sujeesha Rao

MAINTENANCE Health, Safety, Welfare, Social security

INTEGRATIONEmployment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining

EMERGING ISSUES

HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity