Discuss about the Purpose Of Human Resource Manager.
The Human Resources manager will have to guide and manage the provisions that are present in the HR services, programs and policies of the company. The main areas that the HR needs to focus one are as follows:
The Human Resources manager has various purposes within the organization. They are responsible for the safety, welfare and better health of the employees so that they can work in an effective manner. The Hr manager needs to take up counseling sessions with the employees so that the employees can provide better feedbacks to the organization, which can be forwarded to the upper management by the HR. The person is also responsible to make the employees achieve its specific targets so that the employees can get better recognition within the organization (Holmes & Stubbe, 2015).
The HR manager is responsible for developing better relationship with the external community of the organization by making the company sponsor certain events so that people can become familiar with the organization. Within the organization, the manager needs to be responsible in carrying out the duty towards the finance departments, marketing and public relation department along with the facilities department so that the available resources of the organization can be utilized in a better manner (Aswathappa, 2013).
The outcomes that can be achieved by the HR manager is that it helps the company in achieving the goals and objectives of each department by providing them with better planning strategies. The manager also supervises the consultants and the attorneys that are appointed by the company so that the organization can function in a better way. The manager is also responsible for developing the employees by providing them with better training so that the employees can be aligned towards the goals and objectives of the company (Marchington et al., 2016).
The Key Performance Indicators of the HR manager are as follows:
The HR manager needs to have the following competencies:
The Human Resources Manager has to ensure the safety of the work place within which the employees are working. The manager is responsible for removing the unnecessary risks that the employees may face within the organization. The development of the work place has to be done in a safe manner so that the employees do not suffer any injuries or fatalities during the course of the job (Reiche, Mendenhall & Stahl, 2016). The insurance and the compensation of the workers needs to be planned in a strategical manner so that the company does not suffer any losses in covering the insurances of the employees. The Human Resources manager needs to ensure that the employees are provided with better facilities of training so that it can help in reducing the accidents that the employees may have within the organization, which helps in the creation of safer environment to work (Demerouti, Bakker & Leiter, 2014).
The compensation and the benefit that helps in determining the reputation and image of the business of the company are planned by the HR manager. The decisions that are taken by the manager are based on the benefits that can be provided to the employees along with a better scale of pay, which will help the employees in enjoying maximum satisfaction for the work. The evaluation of the job, conditions of the labor market and the shortage in the workforce needs to be planned in a meticulous manner by the HR manager so that the company can maximize its profits. Additionally, the strategies that are designed by the manager help them in considering the choices of the employers so that the employees can be hired according to the goals and objectives set by the stakeholders of the company (Bamberger, Biron & Mesholaum, 2014).
The manager also plays a strategic role regarding the factor of training and development of the employees so that the employees can be prepared to meet the future expectations of the organization. The succession planning along with the policies of promotion and the evaluation of the performance of the employees has to be determined by the resource manager. The training that is provided to the employees helps to motivate them so that it will help the organization in retaining the employees so that the level of productivity can be increased of the employees (Pearlson, Saunders & Galletta, 2016).
The recruitment of the employees along with the selection of the employees helps the company in strengthening the bond with the employees. The human resources manager has the role of combining the elements that will help in strengthening the relation with the employees. The recruitment and the selection process of the employees have to done in an appropriate manner so that the right employees can be chosen for the jobs. The recognition of the programs that will help in the promotion of the employees along with the recruitment of the employees are the functional areas that needs to be managed by the manager of human resources (Jackson, Schuler & Jiang, 2014).
The human resource manager is also responsible for developing the relationship between the employees so that it can help in managing the functions of the employees in all the departments that are present within the organization. The relation with the employees can be increased by the organization by providing them better rate of salaries along with the other benefits such as incentives and bonuses. This will help the company in achieving the targets by the employees so that the organization can achieve its level of production on a monthly basis. By providing the employees with a better rate of salary, the company will ensure that they are satisfied with the job, which will result in better productivity. The role of the resources manager will be to determine the issues that are present in the work place so that it can be solved in an effective manner (Purce, 2014).
The HR manager needs to provide a better job description so that it can help them in having a better process of recruitment and selection within the organization. The manager needs to ensure that the employees submit the correct documents so that it can be evaluated in a better manner, which in turn will help in recruiting the individuals. The process of selection of the new candidates will be based on various rounds of interviews so that the candidate can be analyzed with their respective skills. This will help the company in appointing the right candidate the right kind of task within the company. The interview process will be conducted on the basis of the skills et that the employees have so that it can help the company in extracting the maximum level of productivity from the employees so that it can be profitable in the market. The HR manager needs to provide better training to the employees so that it can help in developing the set of skills of the employees in a better way.
The Part A portion of the report consists of the description of the job that is appropriate for the position of the Human Resources Manager. The responsibilities and the Key Performance Indicators of the HR manager will help the manager in working in an effective manner within the hotel organization so that the talent of the employees can be assessed and evaluated in a better manner.
Part B consists of the organizational chart that the HR needs to have in the hotel organization. The General Manager will look after the overall welfare activities of the company and the HR manager will be responsible for supervising the finance and the sales department so that the company can function in an efficient manner. Apart from these departments, the HR manager will be responsible for managing the activities of the other departments as well so that the issues that may arise with the employees in the organization can be solved effectively.
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.
Demerouti, E., Bakker, A. B., & Leiter, M. (2014). Burnout and job performance: The moderating role of selection, optimization, and compensation strategies. Journal of occupational health psychology, 19(1), 96.
Holmes, J., & Stubbe, M. (2015). Power and politeness in the workplace: A sociolinguistic analysis of talk at work. Routledge.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1-56.
Maier, C., Laumer, S., Eckhardt, A., & Weitzel, T. (2013). Analyzing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention. The Journal of Strategic Information Systems, 22(3), 193-207.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Pearlson, K. E., Saunders, C. S., & Galletta, D. F. (2016). Managing and Using Information Systems, Binder Ready Version: A Strategic Approach. John Wiley & Sons.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B. S., Mendenhall, M. E., & Stahl, G. K. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis.
Sanghi, S. (2016). The handbook of competency mapping: understanding, designing and implementing competency models in organizations. SAGE Publications India.
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