Roles and Duties of the Human Resources Manager

I. Roles of the HR Manager

1. Information Disseminator The HR Manager is charged with the important role of informing the entire organization with official communication such as:
Human resource policies Collective bargaining agreements Schedule of benefits Personnel promotions Holiday announcements Job vacancies Staff movements Employee events, etc.

I. Roles of the HR Manager

2. Spokesperson The HR Manager is the official spokesperson of the company.
It is important that all information relayed to stakeholders are factual and coming from legitimate sources.

He is also a chief advocate of the mission, vision and values espoused by the company.

I. Roles of the HR Manager

3. Role Model Leadership by example is a key principle advocated by every responsible HR manager. As much as possible:
He does not give employees of the company a negative impression of his character, values and work ethic. He always puts his best foot forward. His moral ascendancy over others is shown by his speech, grooming, decisions, and etiquette. He knows that whatever employees see and observe in him will be followed, imitated and even magnified.

I. Roles of the HR Manager

4. Problem Solver Some would call him a disturbance handler, troubleshooter, or conflict manager. The HR managers analytical mind is exercised regularly whenever problems arise like immediate
Shortage of manpower Disease outbreak among employees Rising cost of labor Conflict of training schedules Computer virus attack on HR files Delay in payroll processing Brewing confusion over the corporate culture of the company

He is highly creative in his solutions to problems and clear in his answers to questions of employees.

I. Roles of the HR Manager

5. Decision-Maker The HR manager needs to be equipped with a stable mind and a good heart to be able to carry out very important decisions like
Hiring competent employees Acting on a committee decision to penalize an employee for violation of the code of conduct Retiring some computers in the office due to obsolescence His decisions are sound and fair and would promote a better work environment

I. Roles of the HR Manager

6. Disciplinarian A key ingredient to order and productivity is discipline among all employees. Chief disciplinarian in the company by ensuring that the employees handbook which contains the code of conduct of every employee is followed to the letter.

I. Roles of the HR Manager

7. Negotiator Adept at analyzing issues, their root causes as well as implications. Ensures that the company and the employees welfare are assured. Exude calm but firm disposition. 8. Motivator Instill the optimism and drive among all employees.
Words of encouragement Exciting projects Fair policies Gentle demeanor

I. Roles of the HR Manager

9. Change Agent Seeks opportunities out of problems. Transforms negative behavior to a positive one. Contributes to the growth and development of the organization. Both results-oriented and process-oriented 10. Mediator Can control situations or interpersonal conflicts in order for it not to escalate to massive proportions. Mediating is a skill that requires patience, compassion, tact and persuasion.

I. Roles of the HR Manager

11. Strategic Planner Develops HR plans and provides relevant inputs to the business plan for the year and for the medium term of 5 years. He is in charge of the most challenging to manage, yet most valuable resource of the organization people. 12. Resource Allocator To ensure that every business unit has the right volume of manpower needed for operations and other functions.

I. Roles of the HR Manager

13. Career Counselor Very knowledgeable in career pathing and career guidance Coaching or mentoring managers and employees to clearly see their future in the company or elsewhere. 14. Business Advisor Regarded as partners in the enterprise, their advice is valued and esteemed by top management.

II. Duties of an HR Manager

Conducting job analysis 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

III. The Ideal HR Manager

Cognitive
Knowledge Labor Law Management Business Psychology Information Technology Skills Negotiation Idea Generation Presentation Written Communication Quality Integrity Values Diligence

Affective
Knowledge Peace Education Human Rights Personality Skills Counseling Networking Public Relations Values Teamwork Compensation Tolerance

Interpersonal

Flexibility Courtesy
Social Responsibility

III. The Ideal HR Manager

Behavioral
Knowledge Transformational Leadership Training Skills Values Discipline

Business Etiquette Ethics and Values

Controlling Stress Management

People Mobilization Crisis Management

Efficiency Productivity
Consistency Creativity Frugality Composure Proactivity

IV. Challenges to the HR Manager

Environmental Challenges
Internet revolution Workforce diversity Globalization New labor laws Evolving work and family roles Labor shortage Changing demographics Workforce mobility Economic indicators Terrorism and security issues Government regulation

IV. Challenges to the HR Manager

Organizational Challenges Competition and competitive position Decentralization Downsizing Growing baby boomer employees Organizational restructuring Self-managed work teams Changing organizational culture Technological changes Communication barriers Labor outsourcing Change versus continuity Labor unrest Corporate fraud Organizational politics Integrity and management of records Mergers and acquisitions

IV. Challenges to the HR Manager

Individual Challenges
Matching people and companies Ethics and social responsibility Productivity Brain drain Job security Sustainability of employment Employee empowerment Stress management Expatriate employees Work-life balance

Group 1:
Faith Gee Anne F. Galas Aryanna Bianca Lagtapon Rizzi Anne Quinto Karlyn Sindo Cyrene de los Santos Redianne Ayson COHM3B