Human resource management Part 2
Roles and responsibilities
No two days are likely to be the same in Human Resources, as tasks are many and varied, and although staff are largely pro-active, they will often have to be reactive if problems occur. An HR manager will be expected to;-
- develop and implement policies on all HR related matters including pay and conditions, performance management, equal opportunities, disciplinary procedures and absence management
- Produce staff handbooks, contracts and any records required.
- work closely with all departments, ensuring line managers are aware of, and compliant with, policies and procedures such as such as health and safety
- Recruit staff, develop job descriptions and person specifications, write and publish job adverts, review applications, shortlist candidates, interview and select candidates, negotiate package, make offers, sign contracts.
- deliver inductions for new staff
- undertake regular staff performance and salary reviews
- advise on pay and remuneration packages, including promotion and benefits
- negotiate with staff and their representatives on pay and conditions
- Administer payroll and maintain employee records such as holiday taken or due.
- interpret and advise on employment law
- deal with grievances and manage disciplinary procedures
- develop HR strategies with senior executives, and line managers, which consider immediate, medium and long-term staff requirements
- analyse training needs, plan and deliver training
- promote equality and diversity of opportunity
There are many organisations offering Professional HR Qualifications and Accreditation, and some will be more widely recognised in certain regions than others. In order to illustrate the likely areas of study, we will look at CIPD, a professional body for HR and people development, with more than 135,000 members who operate internationally, with centres around the world including Europe, Asia and the Middle East.
We are not endorsing this company or commenting on their operation, merely using their programme to illustrate topics studied during HR qualification courses.
They offer awards, certificates and diplomas in foundation, intermediate and advanced levels and offer full time, part time and distance learning options.
Training topics they list include;-
- Leadership, Management and Business Skills
- Business Skills including conflict management skills, facilitation skills or financial expertise
- Behavioural Science – explore psychological techniques which can be applied to challenging work situations.
- Development Programmes for Managers
- Performance and Reward – develop tailored reward strategies and solutions to support organisational and business needs.
- Resourcing, Talent Planning and Recruitment
- Employee Engagement
- Organisation Development and Design
- Learning and Development
- Training Delivery
- Coaching and Mentoring
- Learning Technology
- Talent Management
- Employment Law and Employee Relations
- The Transfer of Undertakings (Protection of Employment) Regulations.
- Personal Effectiveness and Behavioural Skills – how people work, behave and interact, and how you can effectively communicate and negotiate to achieve positive outcomes.
Human resources is a necessary function in any business and can be a rewarding and challenging career at many levels.