Job Description For Human Resource Manager At BHP Billiton

Work Goals

The job role of a human resource manager is to oversee the policies, procedures and the compliance related to the management of employee welfare. The role is to ensure that all the human resource activities implemented within the firm are in compliance with the legal framework. The minimum qualifications required for a HRM manager is a bachelor’s degree in human resources; past work experiences may be preferable.

In order to develop my skills as a HRM manager i need to focus upon the development of specific work goals. The work goals may be related to my personal and professional development. Some of them have been listed below as:

• Excellent communication skills which will help me in conveying the needful information to the employees of the organization in a friendly and appreciable manner. I need to communicate across different channels including digital media
• I will need to develop excellent judgment skills for ensuring that the right people are placed in the right positions
• I need to develop my sense of ethics for ensuring that rules and regulations are followed effectively  as well as  the employees are treated fairly
• I will need to develop strong negotiation skills for engaging in an effective communication with the members of the organization where mutual benefits are provided to both the staff and the management.
• Multitasking abilities are also important which needs to be developed by an HR professional where I have to handle a number of tasks at the same time from scheduling appointments to making recruitments to settlement of the payment  issues of the employees and their families.

Timeline for development of work skills/goals

Activities	1-3 months Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper	4-6 months	7-9 months	10-12 months
Communication and negotiation	√	√
Recruitment strategies	√	√
Training and development of staff		√	√
Using judgement for settlement of disputes			√	√

Gantt chart

(Source: Author)

The personal work goals for the role of HRM can be represented with the help of a SMART objective

Factors	Attributes
Specific	·         Development  excellent communication and negotiation skills ·         Enhance recruitment  skills through conducting extensive research  through job portals  and employee databases
Measurable	·         Measurement of the  performance improvement of the employees  through conducting regular  assessment tests
Achievable	·         Reduction in the annual employee turnover rate through implementation of  strong ethics and negotiation skills for  trouble shooting the problems faced by the employees
Realistic	·         Increase in the recruitment statistics of the company through adoption of widespread media and promotional challenges
Time -bound	·         Development of a strong workforce for the company within the next 6 months by  increasing  the rate of recruitment versus turnover

Table 1: SMART Goals for job role

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The HRM manager can use a number of technical resources and tools for planning their work process. Some of these are Manager self service tools, vendor management systems, applications tracking system, e-recruitment software, payroll and compensation management software, succession planning software. The organizations nowadays are replacing the multiple number of systems through Systems, Applications and Program, i.e. SAP (DuFour & DuFour, 2013).

The most commonly used are the E-recruitment software, succession planning software and payroll management software. The recruitments software is used for screening out the candidates with desirable profile for a job opening. The Succession planning software is one of the most important software used by a HRM used for planning the consecutive course of work throughout the day (Evetts, 2014). The Payroll software can be used for preparing the salary slips of the employees.

The workplace stress can have severe influence upon the productivity of the organization as a whole. The impacts of workplace stress and the mannerisms to deal with them have been discussed in detail

Stress factors	Impact	Strategies
Overburden of work	Long working hours  with less intermittent breaks often affect the health of the employees	Increasing the break timings along with incorporation of small fun activities can motivate the employees
Less satisfactory pay	The less pay provided to the overworked employees often results in employees leaving the organization (Buller & McEvoy, 2016)	The employees need to be encouraged through performance bonus and incentives
Lack of vacation	Constant work with no breaks often results in making the employees depressed and tired	As an HRM manager I can suggest the implementation of paid holidays once in a year to uplift the spirit of the employees
Lack of motivation	All work and no praise can make the workforce tired and disinterested	Therefore, as an HRM I can motivate the employees through occasional praises and appreciation
Organizational disputes	Conflict within the team members or disagreement with the decisions of the management can often  result in employees leaving the organization (Powell, Dawson, Topakas, Durose & Fewtrell, 2014)	I need to  implement wiser decision making and judgment skills fort the settlement of disputes within the organization and could be done with the help of effective employee monitoring

Table 2: impact of workplace stress and strategies for coping up with them

(Source: Author)

The succession planning is an effective tool which i can use as an HRM to ensure swift flow of the organizational work process. The succession planning tool can be used to plan the work process of the entire week. Some of the activities undertaken by me throughout the week are scheduling of internal meetings between the heads of the work groups, headhunting and calling interviewees, induction of the new joiners, training and orientation of the new joiners, monitoring of the everyday particulars of the employees, management of legal matters of the company, etc. The work shift is from 9 to 5 with an interval of 30 minutes for relaxation. 

Day	Activities
Day 1	Planning of the work process for the entire week  through  the  implementation of succession planning software
Day 2	Headhunting  and calling candidates for interviews through e-recruitments
Day 3	Provide training to the new joiners with the help of
Day 4	Induction of new joiners along with preparation of vendor lists for the company through HRIS systems
Day 5	Scheduling and conducting internal meetings through succession planning
Day 6	Reporting to the higher authorities regarding  employee performance through HRIS portals
Additional hours spent on rest day for completion of work left	4 hours spent on  additional headhunting and settlements of employee dues along with making up the list for beneficiaries. This time may be lost in settlement of urgent works provided by the higher authorities

Table 3: HRM activities through a week

(Source: Author)

Additionally, organising fun activities along with weekly counselling sessions could play an instrumental role in settlement of the employee distress provide them with additional motivation (Khera & Malik, 2014).

	Required activity	Objective of development activity	Aligned professional development	Status
·         Job relevance ·         Service plans and frameworks	·         Development of active communication and negotiation skills. ·         The HRM  is responsible for recruitment and management of the grievances faced by the employees through  effective communication strategies ·         Establishment of strategic communication through active processing of the components of the message  to be delivered into tangible components for easy interpretation and decryption by the decoder	the development o  the communication skills  will help me  to  negotiate effectively with the workforce and the stakeholders of the organization to create a workflow balance	It will help me  in developing skills for  troubleshooting and problem solving through dialect	In process
Strengths	Some of my past work experiences can help me in inculcating the communication skills better.  The exposure to diverse problem situations has helped me develop better analytical skills. This will help me in studying the body language of the candidates during the interview sessions and provide them with effective feedback
Weaknesses	Within an organization multilingual culture exists where I may be subjected to communicating and dealing with huge number of candidates coming from different geographical and cultural barriers. Therefore,  I will need to emphasise upon the development of sound knowledge of the basics of communication skills  where I will need to emphasize more upon body languages and friendly gestures for understanding the messages delivered by  my colleagues and other I encounter  in the process of work.

Table 4: PDP

The inculcation of strategic communication goals would help in dividing the organizational processes into important and less important categories based upon priority basis.  Through effective dialect much of the effective time wasted in the settlement of the organizational disputes could be settled (Schutte, Barkhuizen & van der Sluis, 2016). The strategic communication processes helps in settlement of the organizational issues through concise dialect with the stakeholders.

References

BHP Billiton | A leading global resources company. (2017). BHP. Retrieved 10 December 2017, from https://www.bhp.com/

DuFour, R., & DuFour, R. (2013). Learning by doing: A handbook for professional learning communities at work TM. London: Solution Tree Press, pp.26-45.

Evetts, J. (2014). The concept of professionalism: Professional work, professional practice and learning. In International handbook of research in professional and practice-based learning (pp. 29-56). Springer Netherlands.

Gerken, M., Beausaert, S., & Segers, M. (2016). Working on professional development of faculty staff in higher education: investigating the relationship between social informal learning activities and employability. Human Resource Development International, 19(2), 135-151.

Khera, S. N., & Malik, S. (2014). Life Priorities and Work Preferences of Generation Y: An Exploratory Analysis in Indian Context. Jindal Journal of Business Research, 3(1-2), 63-76.

Mabey, C., & Zhao, S. (2017). Managing five paradoxes of knowledge exchange in networked organizations: new priorities for HRM?. Human Resource Management Journal, 27(1), 39-57.

Powell, M., Dawson, J., Topakas, A., Durose, J., & Fewtrell, C. (2014). Summary of systematic literature review of high-performance work systems, pp.105-225.

Schutte, N., Barkhuizen, N., & van der Sluis, L. (2016). The development of a human resource management (HRM) professional competence model: A pilot study. Journal of Psychology in Africa, 26(3), 230-236.