...Become a Human Resource Manager Outline Thesis: This report will offer insights into the challenging field of a Human Resource Manager. I. Introduction A. Definition B. Background C. Statistics of Job Openings D. Thesis and Purpose E. Source and Scope of Research II. Career Analysis A. Nature of the Work 1. Occupational Specialists 2. Duties and Responsibilities 3. Working Conditions a. Hours b. Environment B. Employment Requirements 1. Education a. Bachelor’s degree b. Master’s degree c. Professional certifications 2. Personal Skills a. People skills b. Organizational skills c. Communication skills C. Employment Outlook a. National b. Colorado D. Salary and Benefits 1. Salary a. National b. Colorado 2. Benefits a. Health b. Paid Leaves/Vacations c. Stock options E. Advantages and Challenges III. Conclusion A. Summary of Findings B. Interpretation of Findings C. Recommendations So You Want to be a Human Resource Manager INTRODUCTION With the extremely high competition in the business world, corporations are looking to recruit the best and the brightest in employees. To keep these employees happy and to reduce huge turnovers, companies have relied on human resource managers to make an environment in which these valued employees can be productive and profitable. Human resource managers make sure that upper management, lower management...
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...Human Resources Job Summary: As Human Resources (HR) Director you must have a clear understanding of your organization’s business objectives and be able to devise and implement policies which will select, develop and retain the right staff needed to meet these objectives. Duties and Responsibilities: The exact nature of the work activities will vary according to the organisation, but they are likely to include: • working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; • promoting equality and diversity as part of the culture of the organisation; • liaising with a wide range of organizations involved in areas such as race relations, disability, gender, age, religion and health and safety; • recruiting staff: this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates; • developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management; • advising on pay and other remuneration issues, including promotion and benefits; • undertaking regular salary reviews; • negotiating with staff and their representatives on issues relating to pay and conditions; • administering payroll and maintaining records relating to staff; • interpreting and advising on employment legislation; • listening to grievances and implementing...
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...Human Resources Job Summary: As Human Resources (HR) Director you must have a clear understanding of your organization’s business objectives and be able to devise and implement policies which will select, develop and retain the right staff needed to meet these objectives. Duties and Responsibilities: The exact nature of the work activities will vary according to the organisation, but they are likely to include: • working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; • promoting equality and diversity as part of the culture of the organisation; • liaising with a wide range of organizations involved in areas such as race relations, disability, gender, age, religion and health and safety; • recruiting staff: this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates; • developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management; • advising on pay and other remuneration issues, including promotion and benefits; • undertaking regular salary reviews; • negotiating with staff and their representatives on issues relating to pay and conditions; • administering payroll and maintaining records relating to staff; • interpreting and advising on employment legislation; • listening to grievances...
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...TP024344 Module Name: People Management Module Code: BM014-3--PM Lecturer Name: Halmin Bin Yusoff Intake Number: UC1F1101BM Submission Date: 26th September 2011 TABLE OF CONTENTS 1. Introduction........................................................................pg 3 2. Differences between human resource department and personnel department.........................................................................pg 4 3. Benefits of human resource management..........................pg 5-6 4. Conclusion..........................................................................pg 7 5. References...........................................................................pg 8 HUMAN RESOURCE MANAGEMENT INTRODUCTION By definition, human resource management can be defined as the process to which the management manages the employees in a company or in an organisation in a thorough and a very structured manner. Personnel management can be explained as the process of planning, compensating, organizing, maintaining and integration of the employees in an organisation or in a company mainly for the purpose of contributing to the individual and organizational goals. In many cases, personnel management is said to be almost the same as the human resource management, it is explained further that the personnel management is like the old or the early version of the human resource management. For some reasons many...
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...a problem. It will also show what content should be in a job description for the human resource assistant to prevent future problems. The absence of accurate job information created a problem because there was no written job description. In this case the job description was oral and had nothing to do with the tasks that were to be performed. Virginia was not hired to be receptionist, but was put into the role of relief receptionist. This in turn led to her having to cover whole days when the receptionist was ill. She felt the low-level tasks she was asked to perform did not compare with their degree of knowledge such as her college degree or management concepts. Virginia felt that her job was not significant and she did not feel this job was meaningful. This resulted in lack of motivation and dissatisfaction on Virginia's part. In order to prevent problems, the job description for Human Resource assistance needed to contain the following information. HR job descriptions vary by location, size, and structure of the organization. In large organizations, in large cities, HR assistance might have specific duties, but in smaller organizations they could have a number of administrative tasks. Recruitment of candidates and training of new recruiting candidates to the expectation of the organization are the duties of the HR assistant. The HR assistant has many duties within...
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...Context: Task Description Management is one of the most important parts of a company. This is because it involves a number of the many different roles performed by managers in the management role. In general, the main roles of management are planning, organizing, motivating, and controlling process of an organization. This means that management is a continuous process which is done all throughout the whole production process. This paper focuses on the manager’s job, which in this case is an assistant human resource manager’s job which I held in a previous company I worked in. Description of the Actual Job There a number of requirements for one to be a human resource manager or even an assistant. One of these is the managerial educational background. For many organizations, a human resource manager should have a degree in human resource management while for some require a lower academic qualification. Apart from the educational requirements, a human resource manager should have excellent communication skills (Randhawa, 2007). Managers usually deal with a number of duties and thus good interpersonal skills are important. Ability to make sound decisions is also another very important requirement. Another formal requirement of a human resource manager is the experience (Pravin, 2010). Experience is very important and differs from one company to the other. In the company I worked in as an assistant human resource manager, the main requirement of a human resource manager was five to...
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...either embrace or reject, and (3) the morality of the processes of social ethical choice and action that leaders and followers engage in and collectively pursue. Research suggests that successful ethics management depends less on formal ethics programs and more on employees' fairness perceptions, ethical leadership at all levels, and the alignment of multiple formal and informal cultural systems to support ethical conduct. To the extent that Human Resource systems invoke fairness evaluations, Human Resource managers design leadership training, and Human Resource systems help to create and maintain organizational culture, Human Resource professionals must play a key role in ethics management. Research has found that employees' perceptions of fairness are equally or more important than other factors in terms of their influence on ethics-related outcomes. Fair treatment is so important because employees who perceive unfair treatment will rebalance the scales of justice by harming the organization. Employees who perceive fair treatment, on the other hand, will reciprocate by going above and beyond the call of duty to help management (by reporting ethical problems, for example). To ensure that employees feel they are treated fairly, it is important to design Human Resource systems and interventions with perceived fairness as a key goal, with an emphasis on procedural (fair decision making procedures) and interactional (fair interpersonal treatment) fairness. Employees' perceptions...
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...“A job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled. Job descriptionsserve as a standard or a benchmark for many HR matters such as compensation, performance evaluations, training needs assessments, and promotions.”(Youssef 2009) It includes the skills or knowledge needed to perform a particular job. It may also include the person to whom the position reports. For the human resource manager position in organizations, there are different duties, skills and (related to school and learning) qualifications which the person holding that office should possess. This paper is going to discuss the major duties and skills of the human resource manager position in the organization (Buhler, 2010). There are many tasks, duties, and responsibilities that are required of a human resource manager. The office is responsible for guiding and managing the provisions of the human resources policies and services in the organization. The office is given the job of recruiting and staffing new employees. It is upon the office to come up with structures aimed at enabling them to recruit qualified staff. After the recruitment process, the office further goes on to set apart and distribute duties to the new staff. The other job spent time with/related to this position is employee development and training. It is the duty of this office to ensure that the employees' skills are developed. This is mainly did (something)/reached...
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...Gomez I believe that line managers and human resource management in a business is and should always be linked to the proper functioning of the company. In the process of recruitment and hiring of staff is the human resources department who performs the work of finding the right applicants, developing the job profile and establishes who are best suited for the post. but that is where line managers should be involved, because although the human resources department manages the staff, are the line managers who know their team, know their daily activity, their specific goals as a unit and knows that's what you need to have that person to come to hold that office. line managers may not be the most qualified in the selection of personnel such as the human resources department but they know the field they play every day, and I think they should like human resources, interview the person applicant for the post, and decide whether or not to be hired depending on whether the team needs it or not. But there is another problem with this issue, line managers are not willing to engage in human resources activities, not having the necessary time for these tasks and responsibilities of personnel, or may lack the skills and competencies to apply the techniques of human resources. While some managers are very excited about the acceptance of responsibility for human resources, human resources department is usually more willing to delegate Human Resources tasks to line managers than they are willing...
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...Human Resources Management Roles Rebecca Persinger HCS/341 September 12, 2011 Colin Smith Human Resources Management Roles Human resources departments (HR Departments) are important and vital assets in a health care organization because HR Departments understand what health care is from a payers, physicians, consumers, regulators, and employees perspective. HR Departments provide strategic planning and functional support to an organization. HR Departments need to work with individuals in the organization to ensure the organization is successful and make sure every employee understands his or her duties (Gomez-Mejia, L., Balkin, D., and Cardy, R., 2010). The most important functional role for an HR Department is to create job descriptions and make sure the most qualified, skilled, accomplished, and viable candidates are born to the company for important positions that will maintain an individual’s optimal health within the health care organization. The HR Department will work closely with those candidates and train him or her on the duties he or she will carry out. When the individual begins his or her first day of work, the HR Department will evaluate him or her over a given amount of time to ensure the employee is fulfilling his or her duties for the organization during numerous times throughout the first year of employment (Kirby & Hannah, 2006). Another functional role of the HR Department is establishing performance standards to define the level of work...
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...status, human resources at KPI consists of independent commissioners, employees were civil servants and non-civil servants. Human resources were civil servants as many as 36 people. Employees with civil servant status are employees seconded from various ministries / agencies to work in the KPI. They come from the Ministry of Communications and Information Agency which is the parent of the KPI. They work in various units in the Secretariat KPIs, such as the Planning and Legal, Licensing Administration, Communication Section, and General Section. The rest as much as 64 non-civil servant status, including officials, amounting to 9 commissioners, assistant/experts and some executives. The commissioners recruited through the political process by Commission I the House of Representatives periodically 3 years and administratively appointed by the President. As for the executives is a non-civil servants are recruited directly by the KPI to assist or perform the duties of KPI. For example in IT, monitoring, and other technical tasks. Comparison of HR were civil servants and non-civil servants, can be seen in the following figure. Figure 2 Comparison of civil servants and non-civil servants Source: General Bureau KPI 2011 C. POTENTIAL AND PROBLEMS From the above description of the scope of duties, responsibilities and authority and also the condition of human resources, then there are a few notes into the potential and also problems for KPI management organization...
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...The Role of Human Resource Management in Risk Management Bernard L. Erven Department of Agricultural, Environmental and Development Economics Ohio State University Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business. Human resources include more than regular full-time employees. They include: all management and labor personnel, family and non family members, full-time and part-time people, and seasonal and year around employees. Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible. Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural...
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...organization. Job analysis is a process of job data collection through one or multiple methods. One method is continuous observation which is done over a given period of time. A trained analyst observes a worker and records what the worker is doing, how they do it and how long it takes. There is also work sampling which is a form of observation. This constitutes of observing randomly over a short period of time. Work sampling is appropriate for more routine and repetitive jobs like an assembly line. Keeping an employee diary is another form of observation. This is when a worker observes their own performance by logging their job duties, how frequent they are performed and how long each duty takes. This method yields a lot of useful information but employees don’t normally like it because they feel it takes time away from their actual job duties. For jobs that are more difficult to define there is the interview method. Interviews can be done individually or in a group usually using a standardized interview form to record the information gathered. Interview methods can be somewhat time consuming but if combined with other job analysis methods, can yield valuable job knowledge. For an inexpensive method of job analysis, questionnaires can be used. Questionnaires allow you to collect information on several jobs in a very short amount of time. When you use the questionnaire method for job analysis you are going based on the assumption that every employee has the same perception...
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...Human Resource Management’s Role in the Health Care Industry HCS/341 Human Resources in Health Care January 9, 2012 Diane Rodriguez Human Resource Management’s Role in the Health Care Industry Human Resource Management helps healthcare organizations maintain a great relationship between the employees and their organization. Human Resource department of an organization has multiple responsibilities and its primary purpose is to improve the productive contribution of people within an organization, whether it is personal or public health relations (Gómez-Mejía, Balkin, & Cardy, 2010).There are many challenges that health care organizations face when dealing with human resource management and their functioning roles. Human resource is responsible for employee selection, development, evaluation, compensation and employee relations. Effectiveness Human Resource Management plays a vital role in the effectiveness and success of health care organizations. Effective management of human resource departments in health care organizations is important and so are the roles and functions. Recruiting clinical and non clinical staff, providing opportunities for professional development, the upkeep of staff morale and being able to deliver quality health care services to patients are roles that human resource departments look forward to. Selecting and training According to RNDegress.net, “Human Resource Management functions include hiring, employee orientation, counseling,...
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...Analysis Ricardo Fernandes Albertus Magnus BE 323M Solutions Architect Job Analysis For a company the size of Verizon, one of the largest network companies in the world, the responsibilities of the human resources department are extensive and ever changing. In order to meet shifting business needs, new business segments, divisions and jobs are under constant review. One of the main tools in determining varying tasks that make up a job and the skills, knowledge, abilities and responsibilities for one to be successful at performing said job is to conduct a job analysis. In the case of Verizon, human resources used the job analysis tools to create a new business segment necessary to drive business growth in the area of wireless data products and services. By conducting a job analysis, the human resources team was able to create job descriptions, and job specifications for the varying positions that make up the data sales teams that exist throughout the country today. In order to understand and appreciate the process used by Human Resources it makes sense to conduct a job analysis, review varying methods that can be used in conducting a job analysis and capture a summary of the results; which will eventually be used in carrying out a variety of human resource undertakings. In general, a job analysis helps identify the basic functions and responsibilities of a particular job within an organization. It uncovers the knowledge, skill, and ability required to successfully...
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