The conventional HR manager
was in a role of attracting labor force, recruiting them and providing training
and development accordingly, compensate them and retaining them and as rounding
up factor conducting the exit interviews. But in a globalized world classic HR
practices are not compatible with the emerging trends. Nowadays, HR
practitioners have to be more of a strategic partnering role along with change
agent skills.
Every HR manager should
through with the knowledge of the business that they are in along with the
skills and experience for developing strategies and be expertise in
re-designing or re-structuring social-technical system and organizational
layers. Understanding the corporate objective and the proper managerial
decisions will lead to reaping successful achievements. Leading transformations
and quick adaption to merges and or acquisitions and managing them from scratch
is challenging.
In a world of work-life
balance is vital for attracting potential workforce assurance of flexible work
arrangements is a must. Today, under the shadow of globalization multicultural
workforce is common. Proper management of a diverse workforce ignoring
geographical boundaries ensure social freedom and employee empowerment for the
betterment.
People are the only
sustainable resource where acquiring the best employees, aligning them to
organizational best practices is somewhat challenging. Sensitive to detail, the responsiveness on time for needs and preferences whereas coaching and
mentoring employees at the right time will be the latest role for a healthy
employer and employee relationships. Today it’s a challenge to maintain such
versatile mutual understanding where it is visible situations of declining
loyalty between organization and employees. Managing the pressure is vital for
harmonious relationships with open, accurate and effective communication.
Innovative skills and
critical thinking on external factors such as technological, political, social
and economical factors will be a pro-active approach for future changes. Value-added working systems and processes will enhance the quality of work as well as
the quality of employees. Accountability, flexibility, smart, knowledge and a skilled manager will lead the competition while ensuring the intellectual
capital of the organization. Deliverables are better than doables. Acting as an
entrepreneur and leading the subordinates is a tricky fact with the continues
pressure while ensuring the personal and professional growth.
Increased and continues
commitment for a smart goal is more worth. Specific, measurable, achievable,
realistic and timely goals will lead to succession. So, implementing such short-term
goals aligning with the master goal is a strategic decision.
The success of a business
lies in the hands of competent employees and satisfied customers. Successful
managers know how to manage relationships to build lasting employee
satisfaction. Therefore, it is essential to concentrate on both sides as a
great HR manager to pinnacle in the industry.
Apart from that HR
manager should have management skills while being a good listener, good observer
and a strong negotiator. Leadership & commitment towards relationship development
should have good interpersonal skills. Innovative thinking is paramount in the
role of HR manager. Flexible and a reliable manager with the ability to accept
mistakes and allowing subordinates to correct him/her is vital. Unbiased with the power
of command and strong social attributes can be a role model for the peers. Eager
to learn new things and desire to expand knowledge will lead to personal growth.
References
Ghodke N, Roles & Responsibilities of HR Managers
in Growing Organizations, HR Policies & Best Practices, SumHR, (23 October
2018) Available from: https://www.sumhr.com/hr-manager-role/
Mayhew R, Primary Responsibilities of Human Resource
Manager, Small Business, Human Resources, Human Resources Plan, (05 February
2019) Available from: https://smallbusiness.chron.com/primary-responsibilities-human-resource-manager-10957.html
The Role of HR Manager, Creative HRM, Slideshare, (5
August 2012) Available from: https://www.slideshare.net/CreativeHRM/role-of-hr-manager
Managing people is very vital and most important factor in today's business environment. Peoples are treated as the mos valuable resource of an organization and therefor HRM practices become a major importance. HR managers role in an organization is spread in very wide scope and he has to work with every and each department for overcome their human resources issues. Today business environment, The HR managers have participate strategic level decisions for managing people. Its include labor law compliance, recruiting, staff training and development, payroll, record keeping and employee relations.
ReplyDeleteIn my opinion attracting talented individuals is the most difficult and vital thing for a HR manager. In your point of view what are the other vital factors HR managers should focus on?
ReplyDeleteA human resource manager has two basic functions:
ReplyDeleteoverseeing department functions and managing employees.
That's why human resources managers must be well-versed in each of the human resources disciplines – compensation and benefits, training and development, employee relations, and recruitment and selection.☺
Hr professional should maintain a close relationship with the employees. But I think in srilankan culture most of the organizations still stick only to that traditional Hr practice.
ReplyDeleteWhile the HR department has traditionally been focused on ensuring compliance with employment law and maintaining employee levels, in recent years we have seen a shift in the role to become more strategic and more involved in business operations
ReplyDeleteConventional HR manager's role is to hire and recruit the best person for the job. but in today's context, it is different. HR manager is there to manage Human Resources to get maximum out of people for the organization. It goes beyond the basic HR functions
ReplyDelete