Human resources managers handle personnel decisions, including hiring, position assignment, and compensation. Their decisions are subject to some oversight, but company executives recognize their experience and skill in assessing personnel and rely heavily on their recommendations. Although physical resources-capital, building, equipment-are important, most companies realize that the quality and quantity of their output is directly related to the quality and commitment of their personnel. Human resources professionals allocate this scarce resource, making sure that appropriate matches are made between support staff and producers, between assistants and managers, and between coworkers to enhance productivity, support the company’s business strategy and long-term goals, and provide a satisfying work experience for employees. A human resources professional in a smaller firm is a jack-of-all-trades, involved in hiring, resource allocation, compensation, benefits, compliance with laws affecting employees and the workplace, and safety and health issues. This multiplicity of tasks requires individuals with strong organizational skills who can quickly shift from project to project and topic to topic without becoming overwhelmed. “You’re the last line of defense between your company and confusion,” wrote one human resources manager at a small firm, “and sometimes confusion wins.” Good interpersonal skills are crucial for managers at small firms. These managers spend about 40 percent of their day handling questions, attending budgeting and strategic planning meetings, and interviewing prospective employees. The rest of the time they take care of paperwork and talk on the telephone with service providers (insurance, health care, bank officers, etc.). At larger firms, HR managers specialize in one area, such as compensation, hiring, or resources allocation. Compensation analysts work with department managers to determine pay scales and bonus structures. Hiring specialists (also known as recruiters) place ads in appropriate publications, review resumes, and interview candidates for employment. Allocation managers match assistants, support staff, and other employees with departments that have specific needs. Sensitivity to both personality issues and corporate efficiency are a plus for allocation managers. The most difficult feature of the human resources professional’s job is handling the dirty work involved in the staffing of a company: Dealing with understaffing, refereeing disputes between mismatched personalities, firing employees, informing employees of small (or nonexistent) bonuses, and reprimanding irresponsible employees. Performing these tasks can be disheartening for HR managers, who are supposed to support and assist employees, and many HR managers feel that employees dislike or fear them because of this role. “What do you do when your job is to keep in touch with the company’s needs but no one wants to meet with you?” wrote one HR professional. At its best, this job is about gauging and filling the labor needs of a company, helping to attract and retain the most qualified employees, and fulfilling employee needs-financial, benefits-related, and psychological.
Human resources managers plan, organize, direct, control and evaluate the operations of human resources and personnel departments, and develop and implement policies, programs and procedures regarding human resource planning, recruitment, collective bargaining, training and development, occupation classification and pay and benefit administration. They represent management and participate actively on various joint committees to maintain ongoing relations between management and employees. Human resources managers are employed throughout the private and public sectors.
Example Titles
administrator, human resources manager, employer-employee relations manager, employment equity - human resources manager, human resources manager, industrial relations manager, occupational health and safety manager, pay and benefits manager, personnel manager, personnel services manager, personnel training and development manager, recruiting manager, staff relations
Main duties
Human resources managers perform some or all of the following duties:
Plan, organize, direct, control and evaluate the operations of human resources or personnel departments
- 1.Plan human resource requirements in conjunction with other departmental managers
2.Co-ordinate internal and external training and recruitment activities
3.Develop and implement labour relations policies and procedures and negotiate collective agreements
4.Administer employee development, language training and health and safety programs
5.Advise and assist other departmental managers on interpretation and administration of personnel policies and programs
6.Oversee the classification and rating of occupations
7.Organize and conduct employee information meetings on employment policy, benefits and compensation and participate actively on various joint committees
8.Direct the organization's quality management program
9.Ensure compliance with legislation such as the Pay Equity Act.
10.Employment requirements
Specialists in Human Resources
Specialists in human resources develop, implement and evaluate human resources and labour relations policies, programs and procedures and advise managers and employers on personnel matters. Specialists in human resources are employed throughout the private and public sectors, or they may be self-employed.
Example Titles
business agent, labour organization, classification officer, classification specialist, compensation research analyst conciliator, consultant, human resources, employee relations officer, employment equity officer, human resources research officer, job analyst, labour relations officer, mediator, union representative, wage analyst
Main duties
Specialists in human resources perform some or all of the following duties:
- 1.Plan, develop, implement and evaluate personnel and labour relations strategies including policies, programs and procedures to address an organisation's human resource requirements
2.Advice mangers and employees on the interpretation of personnel policies, compensation and benefit programs and collective agreements
3.Negotiate collective agreements on behalf of employers or workers, mediate labour disputes and grievances and provide advice on employee and labour relations
4.Research and prepare occupational classifications, job descriptions, salary scales and competency appraisal measures and systems
5.Plan and administer staffing, total compensation, training and career development, employee assistance, employment equity and affirmative actions programs
6.Manage programs and maintain human resources information and related records systems
7.Hire and oversee training of staff
8.Co-ordinate employee performance and appraisal programs
9.Research employee benefit and health and safety practices and recommend changes or modifications to existing policies.
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Tan