Human Resources ManagerThe field of Industrial Relations has been, perhaps, taken to a whole new level when companies have a dedicated Human Resources Department. And, normally, the human resources department is headed by a Human Resources Manager (HR Manager).
Basically, a Human Resource Manager would be the overall responsible for staffing the office with the right and possibly the best people who would fit the job description of vacant positions in a company. Along with recruitment is devising of exams that would, more or less, tell the strengths and weaknesses of potential applicants. If they’re looking for accountants, perhaps they can include accounting terms or problems that would confirm that the applicants know their basics. However, the HR Department is not entirely devoted to giving exams to job applicants, they are also responsible for coming up with training activities that would aim to develop their employees on how to further their skills and eventually become better employees. Like, for example, bank tellers are not merely there in the frontline to say “Hi” and “Good morning” and then facilitate deposit and withdrawal transactions. To become better tellers, HR would recommend sending their tellers to seminars like counterfeit verification, power dressing, how to calm angry customers and anything that would come in handy in going about their jobs.
Normally, all employees’ performance gets evaluated. These evaluations are important because the Key Performance Indicators (KPI) where promotions or salary increases would depend will be determined as a result of these evaluations. Generally, all recommendations for personnel movement, like promotions and transfers would result from Human Resource Manager’s recommendation. These KPIs is one of the products of developments in the field of Industrial Relations. KPIs somehow remove discrimination especially when choosing someone for promotion. For example, the position of Sales Manager is up for grabs and the company decided to promote one from the ranks rather than hire from outside. Naturally, the HR Manager would be asked for a recommendation by the CEO or COO. Gone are the days when one gets to be promoted because their buddies with the HR Manager or because somebody is related to the big boss. In modern corporate setting, first consideration is always performance. So when the HR Manager review potential candidates, naturally, he would look at those people who had been consistently meeting sales quota, those bringing in the number of most new clients per month, doing sales calls most often and other things that would measure a performance applicable to the sales department. When all things got weighed in, the HR Manager then sends a recommendation to the Board of Directors of whoever approves that Mr. Jones is the right man because he’s a man who brings results and knows almost all the big accounts that were closed by him. When announcement day comes no one would be surprised because a man’s record would always speak for himself.
Among other things, HR Managers are responsible for the implementation of existing rules and policy and to carry out punishments for offending employees. However, perhaps, the hardest thing for HR Managers to do is giving out the pink slip. Normally, it is the HR Managers who personally talk to the people who are about to get axed.