Responsibilities in Human Resource Management

Responsibilities in Human Resource Management

A. Human Resource Manager 

HR officer or Manager is responsible for human resource management in the organization.

The HR Director is a top-level manager responsible for the administration of all HR activities and policies. The director oversees compensation, benefits, staffing, affirmative action, employee relations, health and safety, and training & development functions. They also supervise professional HR staff.⁵

 

Primary Responsibilities of the Human Resource Manager:

1.      To develop a thorough knowledge of corporate culture, plans and policies.

2.      To act as an internal change agent and consultant.

3.      To initiate change and act as an expert and facilitator.

4.      To actively involve himself in company’s strategy formulation.

5.      To keep communication lines open between the HRD function and individuals and groups both within and outside the organisation.

6.      To identify and evolve HRD strategies in consonance with overall business strategy.

7.      To facilitate the development of various organisational teams and their working relationship with other teams and individuals.

8.      To try and relate people and work so that the organisation objectives are achieved effectively and efficiently.

9.      To diagnose problems and to determine appropriate solution particularly in the human resources areas.

10.  To provide co-ordination and support services for the delivery of HRD programmes and services.

11.  To evaluate the impact of an HRD intervention or to conduct research so as to identify, develop or test how HRD in general has improved individual or organisational performance.

B. Supporting staff

B.1 Strategic level-

Chief Human Resource Officer (CHRO) could be a corporate level officer, chargeable for formulating and executing human resource strategy in match with overall organization's plan and strategic direction of the organization, particularly within the areas of succession planning, talent management change management, executive compensation, organisational performance. He supervises industrial relations policies, practices and operations of an organization. CHRO may also involve in selection of board members of an organisation.

 

B.2 Supervision level-

Human Resource Director belongs to top-level management, chargeable for the administration of all Human Resource activities and policies. The director supervises employees' compensation, benefits, staffing, social action, employee relations, health & safety, and training & development functions. They also oversee below mentioned professional human resources staff.

 

B.3 Execution level-

Recruiter (Hiring manager) - who is chargeable for filling vacancies by finding right candidates and eventually placing them in the job. The most effective recruiters can woo even the foremost passive candidates, but should have the info needed to influence their organization’s hiring strategy. They’re part artists and part scientists.

Trainer - who is to blame for imparting required skills, for performing job and updating new skills and knowledge for perfection.

 

Safety Officer - who sees and ensures the security of employees at workplace. The very fact that’s 1 in 4 workplace injuries are caused by overexertion. In line with [section 40B] of The Factories Act 1948, there must be Safety officer for thousand employees in an organisation wherein manufacturing does. The elemental duty of safety officer is to instruct workers about safety measures and precautions at workplace.

Welfare officer - who sees welfare of employees. In line with [section 49] of The Factories Act 1948, Welfare officer must be appointed for each 500 employees within the organisation. They sometimes cater to the task of solving day-to-day experiences of the economic workers. But this method isn’t so effective because of the twin responsibilities on the welfare officers were basically appointed to cater to welfare measures and their applications in the industry.

Conciliation Officer - who is charged with the duty of mediating in and promoting the settlement of industrial disputes. Generally small and medium-sized organisations don’t appoint consideration officers, they refer settlement issues to separate conciliation officer appointed by the govt and also the industrial disputes act 1947.

Payroll Officer - who monitors salaries, statutory payments & deductions as taxes and other incentives.

 

Counsellor - who acts as friend for workers so on resolve any dispute and issues between employees. He also acts personal friend in giving suggestions for private issues which could hamper the efficacy at work place.

Medical Officer - who is qualified doctor answerable for care, health care and certification of fitness of employees for working or granting leaves.

Insurance Officer - who see the staff medical policy for securing from diseases and private accident policy for securing employees just in case of accidents so as avoid burden and risk on company.

Human Resource Generalist is answerable for all human resource activities for a company. He or She provides advice, assistance and follow-up on organizational policies, procedures, and documentation. Coordinate the resolutions of specific policy-related and procedural problems and inquiries.

Human Resource Analyst may be a challenging job generally appointed by huge organisations where magnitude of Human Resource issues are high. He’s the one who identifies burning issues and its causes with the assistance of accessible data and knowledge and if it unavailable, he’s answerable for exploration and collection of knowledge and knowledge may well be with the support of Human Resource Information Systems so on analyze and draw a transparent picture of current scenario and help executives to tackle them. Human Resource analyst should have through knowledge of Human Resource metrics for creating accurate analysis. But it’s indisputable fact that very least percentage of Human Resource managers have the abilities to gather necessary data, analyze it, and present insights during a meaningful and influential thanks to executives.

Human Resource analyst should be able visualize and predict the amount of impact of the burning issues on the organisation and find ways to tackle them and make planning for avoiding such issues in future. The core issues which are dealt by Human Resource analysts are about employee turnover rate and their retention, evaluation of employees, deciding salaries and benefits, designing and improving employee training programmes and measuring work burden on employees by using. Below diagram represents HR issues which might be dealt and tackled by Human Resource analyst so on avoid impact on the business and overall performance of the organization.

Human Resource Auditor does a total Human Resources Check up and confirmation of worker records and documents, consistence of Human Resource methodology and strategies with business laws, representative handbook, direction, preparing of representatives, execution the executives, worker remuneration and finance and worker end systems. The core value of Human Resource Audits in 80% associations is to analyze the association's consistence with built up guidelines or potentially organization approaches.

The essential goal of Human Resource review is to obliterate administration danger of repudiation with the laws, obligation introduction, recognizing and rectifying hazard holes, suit evasion, cost shirking and upgrade of human asset best practices.

 

Frequency of Human Resource audits by companies - could be Annually, Quarterly, Trimester and Semester.