Human Resource
Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work
in the organization. HRM can also be performed by line managers.
HRM is the organizational
function that deals with issues related to people such as compensation, hiring,
performance management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training.
HRM is also a strategic
and comprehensive approach to managing people and the workplace culture and
environment. Effective HRM enables employees to contribute effectively and
productively to the overall company direction and the accomplishment of the
organization's goals and objectives.
HRM is moving away
from traditional personnel, administration, and transactional roles, which are
increasingly outsourced. HRM is now expected to add value to the strategic
utilization of employees and that employee programs impact the business in
measurable ways. The new role of HRM involves strategic direction and HRM
metrics and measurements to demonstrate value.
A Human Resources
generalist, manager, or director plays a wide variety of roles in
organizations. Depending on the size of the organization, these HR jobs may
h******e overlapping responsibilities. In larger organizations, the HR generalist,
manager, and director h******e clearly defined, separated roles in HR management.
These roles bring progressively more authority and responsibility in the hands
of the manager, then the director, and ultimately, the Vice President who may
lead several departments including administration.
HR directors, and
occasionally HR managers, may head up several different departments that are
each led by functional or specialized HR staff such as the training manager,
the compensation manager, or the recruiting manager.
Human Resources
staff members are advocates for both the company and the people who work in the
company. Consequently, a good HR professional performs a constant balancing act
to meet both needs successfully.
The Changing Human
Resources Role
The role of the HR
professional is changing to fit the needs of today's modern, fast changing
organizations. In the past, because the original HR personnel functions were
often provided by accounting, the HR role was focused on administrative tasks
such as paying employees, administering benefits, and keeping track of sick and
personal days off.
But, a more
comprehensive approach to the management of people in the organization was
needed. Programs and processes that systematically hired employees, retained
employees, and dealt with all aspects of talent management evolved in the best
organizations. Then, the role evolved again. Still responsible for the
administrative tasks and the programs and processes related to people, the best
HR professionals are now leading the charge.
They are
developing systems and processes within the organization that address the
strategic needs of the business. So, what was once the task of hiring employees
is now the process of team-based hiring of the best possible talented employees
who are recruited via methods that range from employee referrals to social
media sourcing. These employees are also congruent with the company's culture.
This is quite a different journey, one that continues to evolve.
New HR Role
The role of the HR
manager must parallel the needs of this developing, changing organization.
Successful organizations are becoming more adaptable, resilient, quick to
change direction, and customer-centered. They recognize that organizations will
vie for talent in coming years. This recognition brings about the need for
employee oriented workplaces and programs that meet the needs of employees for
meaningful work, growth, challenge, communication, and effective leadership.
Within this
environment, the HR professional, who is respected by line managers and
consequently, whose talents are utilized by managers, is responsible for new
roles. In Human Resource Champions, D******e Ulrich, one of the more popular
speakers and writers in the HR field , and a professor at the University of
Michigan, recommends three additional roles for the HR manager.
a strategic
partner,
an employee
sponsor or advocate and
a change mentor.
At the same time,
especially the HR Generalist, still has responsibility for the day-to-day
employee problems and complaints, employee benefits administration, often
payroll, and employee ******work, especially in the absence of an HR Assistant.
Responsibilities
of the HR Professional
Depending on the
size of the organization, the HR manager has responsibility for all of the
functions that deal with the needs and activities of the organization's people
including these areas of responsibility.
Recruiting
Hiring
Training
Organization
Development
Communication
Performance
Management
Coaching
Policy
Recommendation
Salary and
Benefits
Team Building
Employee Relations
Leadership
When you ask the
question, what does the HR manager, generalist or director do, as you can see,
the answer is a lot. The role bears responsibility for all of the processes and
systems related to people in an organization. The role must support the work of
managers who supervise and lead the work of these people. The HR professionals
must develop the skills of their managers and their organization to do these
activities well. The job of the HR professional is a constant challenge as HR
staff balance many roles and activities in support of their organizations.
Want even more
detailed information about the job descriptions and responsibilities of HR
professionals? Take a look at these job descriptions.
Sample Human
Resources Assistant Job Description
The Human
Resources assistant assists with the administration of the day-to-day
operations of the human resources functions and duties. The HR assistant
carries out responsibilities in some or all of the following functional areas:
departmental development, HRIS, employee relations, training and development,
benefits, compensation, organization development, executive administration, and
employment.
The HR assistant
has partial responsibility for these areas:
recruiting and
staffing logistics;
performance
management and improvement tracking systems;
employee
orientation, development, and training logistics and recordkeeping;
assisting with
employee relations;
company-wide
committee facilitation and participation;
company employee
communication;
compensation and
benefits administration and recordkeeping;
employee safety,
welfare, wellness, and health reporting; and
employee services;
maintaining
employee files and the HR filing system;
assisting with the
day-to-day efficient operation of the HR office.
The Human
Resources assistant contributes to the accomplishment of Human Resources
practices and objectives that will provide an employee-oriented, high
performance culture that emphasizes empowerment, quality, productivity and
standards, goal attainment, and the recruitment and ongoing development of a
superior workforce.
The Human
Resources assistant helps with the implementation of services, policies, and
programs through HR staff; reports to the HR director, and assists company
managers with HR issues.
Primary
Objectives:
Safety of the
workforce.
Development of a
superior workforce.
Development of the
Human Resources department.
Development of an
employee-oriented company culture that emphasizes quality, continuous
improvement, and high performance.
Personal ongoing
development.
Development of the
Human Resources Department
Administers
programs, procedures, and guidelines to help align the workforce with the
strategic goals of the company.
Participates in
developing department goals, objectives, and systems.
Assists with the
tracking of departmental and company measurements that support the accomplishment
of the company�s strategic goals.
Prepares and
maintains reports that are necessary to carry out the functions of the Human
Resources department. Prepares periodic reports for management, as necessary or
requested.
Participates in
administrative staff meetings and attends other meetings and seminars as
necessary and to represent the department.
Human Resources
Information Systems (HRIS)
Maintains the HRIS
database and generates scheduled or requested reports to assist management.
Updates employee
phone directory and company organization chart. Maintains a database of
employee contact information.
Periodically
audits the database to ensure accuracy.
Assists in the
development and updating of the Human Resources section of the Web site.
Keeps employee
records up-to-date by processing employee status changes in a timely manner.
Maintains
personnel files in compliance with applicable legal requirements.
Benefits
Administration
Conducts benefit
orientations and other benefit training, as needed.
Processes
enrollments, changes, and terminations of participants in all benefit plans and
programs.
Reconciles monthly
billing statements against payroll deductions.
Assists employees
with any benefit claim issues or concerns.
Administers the
day-to-day transactions of the 401(k) plan and processes employee loans and
applications.
Training and
Development
Schedules
participants into training sessions.
Tracks
participants and training records.
Enters training
records into database and maintains it.
Tracks the implementation
of the employee performance development plans (PDPs).
Tracks the
accomplishment of PDP goals.
Employment
Advertises
employee job openings first, internally, and then, externally, in keeping with
company recruitment policies. Manages the logistics of the recruiting process.
Writes news******
classified ads and posts ads on the Internet in places appropriate to the open
position including job boards, college career services offices, professional
associations, and on the company's Web site.
Sorts and reviews
resumes as they arrive on a daily basis. Manages the flow of ****** applications
and manages the recruiting email box. Provides a first review of resumes.
Maintains a filing system that retains qualified applications for one year.
Schedules interviews
for the hiring manager and Human Resources. Schedules additional interviews as
needed.
Mails out the
candidate offer letter packet as requested and tracks return.
Makes sure that
the work space, computer and other equipment, mailbox, and appropriate installed
software are ready for the new employee's start day.
Conducts
new-employee orientation.
Prepares ******work
required for new hires and establishes personnel file.
Assists the plant
and front office with temporary staffing needs by contacting and working with
the Temporary Staffing Agency.
Conducts temporary
employee orientation, creates time badges, and tracks current temporary
employees' attendance.
Faxes time sheets
to Temporary Staffing Agency weekly for payroll processing.
Employee Relations
Assists in the
development and implementation of an employee handbook and new personnel
policies and procedures.
Files all
compliance reports with the state and federal government including EEO-1
report.
Assists with the
implementation and tracking of company safety and health programs.
Compensation
Is trained in and
regularly practices backing up accounting and payroll.
Participates in at
least one salary survey per year.
Organization
Development
Participates on
various committees to provide HR support and to monitor activities and
completion of goals.
Executive
Administration
Sorts mail and
faxes; distributes to employee mailboxes.
Assists with Board
of Directors meetings: creates board packets, meets and greets arriving board
members, orders lunches, makes reservations.
Consolidates and
emails out weekly management reports to managers.
Coordinates
executive tr******el plans and other arrangements as needed.
Orders flowers and
cards for employees for events such as illness, death in family, birth,
graduation, and so on.
Obtains VISAs and
passports for employees needing to tr******el abroad.
Additional
Assumes other
duties as assigned by the HR Director or the CEO.
-----------------------------------------------------------
-
he Human Resources
Manager guides and manages the overall provision of Human Resources services,
policies, and programs for a company within a small to mid-sized company, or a
portion of the Human Resources function within a large company. The major areas
the Human Resources manager manages can include:
recruiting and
staffing;
organizational
departmental planning;
performance
management and improvement systems;
organization
development;
employment and
compliance to regulatory concerns regarding employees;
employee
onboarding, development, needs assessment, and training;
policy development
and documentation;
employee
relations;
company-wide
committee facilitation;
company employee
and community communication;
compensation and
benefits administration;
employee safety,
welfare, wellness and health;
charitable giving;
and
employee services
and counseling.
The Human
Resources manager originates and leads Human Resources practices and objectives
that will provide an employee-oriented; high performance culture that
emphasizes empowerment, quality, productivity, and standards; goal attainment,
and the recruitment and ongoing development of a superior workforce. The Human
Resources manager is responsible for the development of processes and metrics
that support the achievement of the organization's business goals.
The Human
Resources manager coordinates the implementation of people-related services,
policies, and programs through Human Resources staff; reports to the CEO; and
assists and advises company managers about Human Resources issues.
Primary Objectives
of the Human Resources Manager:
Health and safety
of the workforce.
Development of a
superior workforce.
Development of the
Human Resources department.
Development of an
employee-oriented company culture that emphasizes quality, continuous improvement,
key employee retention and development, and high performance.
Personal ongoing
development.
-----------------------------------------------------------
Human Resources
Manager Job Description Components
Position
Description and Primary Requirements. (You are here.)
Essential
Functions: Department Development, HRIS, Training and Development, Employment,
Employee Relations
More Essential
Functions: Compensation, Benefits, Law, Organization Development
Required
Experience, Education, Skills and Working Conditions Described
Depending upon the
organization, the Human Resources manager may or may not h******e responsibility
for community relations, philanthropic giving, company community sports team
and event sponsorships, space planning, benefits review, and administration.
Depending upon the needs of the organization, such responsibilities may be
carried out by the finance department, facilities department, marketing and
public relations, and / or administration.
No matter which
department bears the leadership responsibility for the function, the Human
Resources manager is closely involved in decisions, implementation, and review.
Thus,
responsibilities of the Human Resources manager may include the following.
Development of the
Human Resources Department
Oversees the
implementation of Human Resources programs through Human Resources staff.
Identifies opportunities for improvement and resolves problems.
Oversees and
manages the work of reporting Human Resources staff. Encourages the ongoing development
of the Human Resources staff.
Develops and
monitors an annual budget that includes Human Resources services, employee
recognition, sports teams and community events support, company philanthropic
giving, and benefits administration.
Selects and supervises
Human Resources consultants, attorneys, and training specialists, and
coordinates company use of insurance brokers, insurance carriers, pension
administrators, and other outside sources.
Conducts a
continuing study of all Human Resources policies, programs, and practices to
keep management informed of new developments.
Leads the
development of department goals, objectives, and systems. Provides leadership
for Human Resources strategic planning.
Establishes HR
departmental measurements that support the accomplishment of the company's
strategic goals.
Manages the
preparation and maintenance of such reports as are necessary to carry out the
functions of the department. Prepares periodic reports for management, as
necessary or requested, to track strategic goal accomplishment.
Develops and
administers programs, procedures, and guidelines to help align the workforce
with the strategic goals of the company.
Participates in
executive, management, and company staff meetings and attends other meetings
and seminars.
With the CEO, CFO,
and community relations group, plans the company's philanthropic and charitable
giving.
Human Resources
Information Systems (HRIS)
Manages the
development and maintenance of the Human Resources sections of both the company
website, particularly recruiting, culture, and company information; and the
employee Intranet, wikis, newsletters, and so forth.
Utilizes the HRIS
system to eliminate administrative tasks, empower employees, and meet the other
needs of the organization.
Training and
Development
Coordinates all
Human Resources training programs, and assigns the authority / responsibility
of Human Resources and managers within those programs. Provides necessary
education and materials to managers and employees including workshops, manuals,
employee handbooks, and standardized reports.
Leads the
implementation of the performance management system that includes performance
development plans (PDPs) and employee development programs.
Establishes an
in-house employee training system that addresses company training needs
including training needs assessment, new employee onboarding or orientation,
management development, production cross-training, the measurement of training
impact, and training transfer.
Assists managers
with the selection and contracting of external training programs and
consultants.
Assists with the
development of and monitors the spending of the corporate training budget.
Maintains employee training records.
Employment
Establishes and
leads the standard recruiting and hiring practices and procedures necessary to
recruit and hire a superior workforce.
Interviews
management and executive position candidates; serves as part of the interview
team for position finalists.
Chairs any
employee selection committees or meetings.
Employee Relations
Formulates and
recommends Human Resources policies and objectives for the company on any topic
associated with employee relations and employee rights.
Partners with
management to communicate Human Resources policies, procedures, programs and
laws.
Determines and
recommends employee relations practices necessary to establish a positive
employer-employee relationship and promote a high level of employee morale and
motivation. Conducts periodic surveys to measure employee satisfaction and
employee engagement.
Coaches and trains
managers in their communication, feedback, recognition, and interaction
responsibilities with the employees who report to them.
Conducts
investigations when employee complaints or concerns are brought forth.
Monitors and
advises managers and supervisors in the progressive discipline system of the
company. Monitors the implementation of a performance improvement process with
non-performing employees.
Reviews, guides,
and approves management recommendations for employment terminations.
Leads the
implementation of company safety and health programs. Monitors the tracking of
OSHA-required data.
Reviews employee
appeals through the company complaint procedure.
Human Resources
Manager Job Description Components
Position
Description and Primary Requirements
Essential
Functions: Department Development, HRIS, Training and Development, Employment,
Employee Relations (You are here.)
More Essential
Functions: Compensation, Benefits, Law, Organization Development
Required
Experience, Education, Skills and Working Conditions Described
Compensation
Establishes the
company wage and salary structure, pay policies, and oversees the variable pay
systems within the company including bonuses and raises.
Leads competitive
market research to establish pay practices and pay bands that help to recruit
and retain superior staff.
Monitors all pay
practices and systems for effectiveness and cost containment.
Leads
participation in at least one salary survey per year. Monitors best practices
in compensation and benefits through research and up-to-date information on
******ailable products.
Benefits
With the
assistance of the CFO, obtains cost effective, employee serving benefits;
monitors national benefits environment for options and cost s******ings.
Leads the
development of benefit orientations and other benefits training for employees
and their families.
Recommends changes
in benefits offered, especially new benefits aimed at employee satisfaction and
retention.
Law
Leads company
compliance with all existing governmental and labor legal and government
reporting requirements including any related to the Equal Employment
Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and
Medical Le******e Act (FMLA), Employee Retirement Income Security Act (ERISA), the
Department of Labor, worker compensation, the Occupational Safety and Health
Administration (OSHA), and so forth. Maintains minimal company exposure to
lawsuits.
Directs the
preparation of information requested or required for compliance with laws.
Approves all information submitted. Serves as the primary contact with the
company employment law attorney and outside government agencies.
Protects the
interests of employees and the company in accordance with company Human
Resources policies and governmental laws and regulations. Minimizes risk.
Organization
Development
Designs, directs,
and manages a company-wide process of organization development that addresses
issues such as succession planning, superior workforce development, key
employee retention, organization design, and change management.
Manages employee
communication and feedback through such ******enues as company meetings, suggestion
programs, employee satisfaction surveys, newsletters, employee focus groups,
one-on-one meetings, and Intranet use.
Manages a process
of organizational planning that evaluates company structure, job design, and
personnel forecasting throughout the company. Evaluates plans and changes to
plans. Makes recommendations to executive management.
Identifies and
monitors the organization's culture so that it supports the attainment of the
company's goals and promotes employee satisfaction.
Participates in a
process of organization development that plans, communicates, and integrates
the results of strategic planning throughout the organization.
Manages the
company-wide committees including the wellness, training, environmental health
and safety, activity, and culture and communications committees.
Keeps the CEO and
the executive team informed of significant problems that jeopardize the
achievement of company goals, and those that are not being addressed adequately
at the line management level.
The Human
Resources manager assumes other responsibilities as assigned by the CEO.
This job
description has been designed to indicate the general nature and level of work
performed by jobholders within this role of Human Resources manager. It is not
designed to contain or to be interpreted as a comprehensive inventory of all
duties, responsibilities and qualifications required of employees assigned to
the job.
Human Resources
Manager Job Description Components
Position
Description and Primary Requirements
Essential
Functions: Department Development, HRIS, Training and Development, Employment,
Employee Relations
More Essential
Functions: Compensation, Benefits, Law, Organization Development (You are
here.)
Required
Experience, Education, Skills and Working Conditions Described
To perform the
Human Resources manager job successfully, an employee must perform each
essential responsibility satisfactorily. These requirements are representative,
but not all-inclusive, of the knowledge, skills, and abilities required to lead
in the role of the company Human Resources manager. Reasonable accommodations
may be made to enable individuals with disabilities to perform these essential
functions.
Human Resources
Manager Job Requirements
Knowledge and
experience in employment law, compensation, organizational planning,
recruitment, organization development, employee relations, safety, employee
engagement, and employee development.
Better than
******erage written and spoken communication skills.
Outstanding
interpersonal relationship building and employee coaching skills.
Demonstrated
ability to lead and develop HR department staff members.
Demonstrated
ability to serve as a knowledgeable resource to the executive management team
that provides overall company leadership and direction.
Excellent computer
skills in a Microsoft Windows environment. Must include knowledge of Excel and
skills in Human Resources Information Systems (HRIS).
General knowledge
of various employment laws and practices and experience working with a
corporate employment law attorney.
Experience in the
administration of benefits and compensation programs and other Human Resources
recognition and engagement programs and processes.
Evidence of the
ability to practice and coach organization managers in the practice of a high
level of confidentiality.
Excellent
organizational management skills.
Education and
Experience Required for Human Resources Manager Job
Minimum of a
Bachelor's degree or equivalent in Human Resources, Business, or Organization
Development.
A minimum of seven
years of progressive leadership experience in Human Resources positions.
Specialized
training in employment law, compensation, organizational planning, organization
development, employee relations, safety, training, and and preventive labor
relations, preferred.
Active affiliation
with appropriate Human Resources networks and organizations and ongoing
community involvement, preferred.
Possess ongoing
affiliations with leaders in successful companies and organizations that
practice effective Human Resources Management.
Physical Demands
of Human Resources Manager Job
These physical
demands are representative of the physical requirements necessary for an
employee to successfully perform the essential functions of the Human Resources
manager's job. Reasonable accommodation can be made to enable people with
disabilities to perform the described essential functions of the Human
Resources manager's job.
While performing
the responsibilities of the Human Resources manager's job, the employee is
required to talk and hear. The employee is often required to sit and use his or
her hands and fingers, to handle or feel. The employee is occasionally required
to stand, walk, reach with arms and hands, climb or balance, and to stoop,
kneel, crouch or crawl. Vision abilities required by this job include close vision.
Work Environment
for the Human Resource Manager
While performing
the responsibilities of the Human Resources manager's job, these work
environment characteristics are representative of the environment the Human
Resources manager will encounter. Reasonable accommodations may be made to
enable people with disabilities to perform the essential functions of the Human
Resources manager's job.
While performing
the duties of this job, the employee is occasionally exposed to moving
mechanical parts and vehicles. The noise level in the work environment is
usually quiet to moderate.
Conclusion
This job
description is intended to convey information essential to understanding the
scope of the Human Resources manager's position and it is not intended to be an
exhaustive list of experience, skills, efforts, duties, responsibilities or
working conditions associated with the position.
Human Resources
Manager Job Description Components
Position
Description and Primary Requirements
Essential
Functions: Department Development, HRIS, Training and Development, Employment,
Employee Relations
More Essential
Functions: Compensation, Benefits, Law, Organization Development
Required
Experience, Education, Skills and Working Conditions Described
1楼 zqf2zyj
看不懂
evitaaa
@zqf2zyj:加油学习,对去应聘外企的HR有用处