Who Is HR (Human Resources) Manager?

Who Is HR (Human Resources) Manager?

Work with personnel and reasonable accumulation of valuable human resources are important for any company irrespective of the size and activity area. The selection of personnel and appropriate work with them is the task of HR specialists. What kind of position is it and how necessary are such employees for business?

Who is an HR manager?

An HR manager is a person that specializes in the selection of qualified staff and subsequent work with them. All responsibilities of the HR manager relate to personnel and its management.

Basic requirements to the employee to handle recruitment issues:

  • higher education;

  • knowledge of basic psychology;

  • communication skills and the ability to come to agreements;

  • understanding of peculiarities of labor legislation;

  • ability to solve conflict situations.

Depending on the specifics, companies set additional requirements. For example, HR specialists may be required to have experience in competency assessment and the ability to manage competency matrix. Besides, the company’s specifics, labor turnover, and readiness to work with recruiting funnel during the global increase in the number of employees play a great role.

What are the responsibilities of an HR manager?

responsibilities of an HR manager

Human resources specialist handles not only recruiting. After the successful selection of applicants for the required positions, the HR manager continues working with them: to assess productivity, detect problems in the team, offer efficient solutions.

The keynote responsibilities of HR manager include:

  • search for applicants;

  • running job interviews;

  • hiring worthy candidates;

  • performance evaluation;

  • staff retention;

  • polling;

  • implementation of team development plans;

  • organization of teambuilding events (corporate parties, dinner time games).

The extent of responsibility and authority of HR specialists may range, as the duties of the Head of the HR department differ from the work requirements to an ordinary HR manager.

Personality traits of an HR manager

Personality traits of an HR manager

A good human resources specialist primarily has to be communicative and know the basics of psychology. The work of an HR manager involves constant communication with people, running interviews and surveys, solution of conflicts and disputable cases. A person that does not like to socialize will quickly burn out at such a job position and become ineffective.

Representatives of the profession have to maintain the presentable appearance, speak correctly and clearly. Besides, a good HR manager will find useful the ability to listen to the other person and to draw conclusions quickly based on small details. Efficient staff management requires the harmonious development of several qualities such as competence, social skills, and emotional intelligence.

A good HR manager improves in the profession, goes to career development courses and seminars, as well as tries to keep updated about the last trends in staff management. For example, workplace wellness programs – an HR trend actively used by western companies lately. You can learn more about this trend at w2 conference Moscow, which will take place on March 19.

Role of HR manager in business development

Role of HR manager in business development

Personnel policy and the level of specialists working at the enterprise are important in any field. The peculiarity of human resource is that a lot of time is needed to accumulate it, as qualified personnel is difficult to find and retain, and training of new specialists requires investments and long-term expectation of results.

Inappropriate procedures of personnel management can lead to the loss of valuable employees, as well as unsatisfactory results of newbie training. The selection of personnel itself can also become an uneasy task and should be carried out by professionals for the highest efficiency.

HR managers can solve such complicated issues as:

  • search for unique candidates that match strict requirements and specifics of the company;

  • development of personnel matrix for every position – taking into account all peculiarities of work;

  • building a positive image for the company in the labor market, which is very important to attract professionals to the team;

  • creation of the required flow during the massive hiring of new employees and staff increase.

An experienced HR manager is responsible for making all personnel management processes take place seamlessly. The welfare of employees, their self-realization at workplace influences performance, as well as labor turnover rate. Loss of valuable specialists costs time and money, leading to downtimes with project deadlines, loss of important customers. The second important task after recruitment is employee retention and boosting their productivity.

Employee retention

Employee retention

To work on employee retention successfully, the HR field offers many tried and tested practices. As HR management is more developed in the western labor market, the majority of tools used in Russia are borrowed.

In our environment, these practices can be adapted and slightly changed, but basic principles of approaches are the same. It is important to use employee retention tools systematically. It is possible to detect and solve problems with personnel only thanks to regular data analysis, for which HR specialists have a number of functional tools.

  • Written and verbal polls, conducted in work time and at the time of termination.

  • Analysis of managerial competencies of the top management, heads of different departments that have an impact on the welfare of ordinary employees.

  • Responsiveness to employee requests for improvement of labor conditions, outfitting, changes in schedule.

  • Assessment of company attractiveness in the labor market compared to competitors.

Seeing the clear picture of developments, the HR department can form a precise action plan intended to increase productivity, employee trust, and retain valuable specialists for the longest time possible. Depending on the situation, there are different ways to do that.

  1. Ensuring comfortable labor conditions, taking care of employee wellbeing, providing an insurance package and recreation conditions. This provision is basic for a healthy atmosphere at work.

  2. Work on the advancement of managerial competencies among directors and heads of departments, as these qualities directly influence the productivity of employees.

  3. Building corporate culture, friendly and ecological atmosphere at work, which improves the company’s reputation in the labor market.

To conclude

An HR manager is an important link responsible for understanding between management and personnel, as well as the whole personnel policy of the enterprise. Representatives of this profession act as not only recruiters but also experienced specialists that ensure the welfare of employees.

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