REPORT ON HUMAN RESOURCE MANAGER JOB SPECIFITION

Submitted To: By:

Lect. Taruna Bhasin

Submitted
Group 2nd

What is a HUMAN RESOURCE Manager?

Human resources managers handle personnel decisions, including hiring, position assignment, training, benefits, 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 resourcescapital, building, equipmentare 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 make sure that appropriate matches are made between support staff and producers, between assistants and managers, and between coworkers to enhance productivity, support the companys 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 who is involved in hiring, resource allocation, compensation, benefits, and compliance with laws and regulations 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. Youre the last line of defense between your company and confusion, wrote one human resources manager at a small firm, and sometimes confusion wins. Strong interpersonal skills are crucial for managers at small firms. These managers spend much 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, human resources managers often 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 professionals job is handling the dirty work involved in the staffing of a company: dealing with understaffing, refereeing disputes between two mismatched personalities, firing employees, informing employees of small (or nonexistent) bonuses, maintaining an ethical culture, and reprimanding irresponsible employees.

Performing these tasks can be disheartening for human resources managers who are supposed to support and assist employees, and many human resources managers feel that employees dislike or fear them because of this role.

Paying Your Dues Academic requirements for a career in human resources vary, but most employers prefer that each candidate have a bachelors degree. Undergraduates should pursue a balanced curriculum that includes behavioral sciences, English, economics, general business, business and labor law, accounting, and statistics. Masters degrees in human resource management, industrial relations, organizational development, organizational behavior, and business administration are also considered worthwhile. Each company has its own internal protocols, and most new hires are trained in them when they begin. A human resources manager must have strong interpersonal skills, and many employers conduct multiple interviews that test a candidates ability to relate to a diverse group of people.

Associated Careers Many human resources professionals feel that they must focus too much on the financial aspects of their duties to allow them to provide the assistance they want to give. Individuals who leave the profession often go into career counseling, industrial psychology, guidance counseling, and labor relations. Individuals who prefer the financial side of being a human resources manager go into budgeting, inventory control, and quality control management.

Common work activities include:

Posting advertisements for new employees in newspapers, on the internet or in trade specific magazines. Contacting employment services or even executive recruiters for very specialized postings. Ensuring all record keeping with regards to workman's compensation, health and medical insurance, and other state and government regulations is completed as required. Overseeing the human resources department staff and handling all issues involving employee complaints or questions that cannot be answered by other staff. Managing office or agency health, safety and mental health and wellbeing issues. Working with employers and employees in training and in-service presentations as required. Hiring, supervising, training, monitoring and firing of staff.

JOB SPECIFICATION: This job specification for a human resources director provides an example of a job specification. This sample job specification for a human resources director describes the requirements for the appropriate person for your role. The job specification includes education, experience, characteristics, skills, knowledge, and an overview of the job requirements. Knowledge, Skills, and Abilities:
NOTE: Considerable knowledge is required at the 12 level, thorough knowledge is required at the 13-15 levels, and extensive knowledge is required at the 16 level. Knowledge of the principles and practices of public personnel administration, including such functions as classification, compensation, service ratings, placement and training, and employee relations. Knowledge of the principles and techniques of employee development and training. Knowledge of Michigan Civil Service Rules, regulations, procedures, and forms related to personnel transactions and the merit system. Knowledge of planning and evaluating training programs. Knowledge of employee practices and related laws, rules and standards, including equal employment opportunity policies and procedures, civil rights, and other related laws and practices. Knowledge of employee rights, benefits, and obligations. Knowledge of the types of training and instructional materials and their uses. Knowledge of the methods of conducting training sessions. Knowledge of grievance procedures and appeal procedures. Knowledge of the theories of learning and motivation.

Knowledge of labor relations, grievance and appeals procedures. Knowledge of the State Constitution, agency rules, and administrative practices relating to the merit system. Knowledge of state government organization and functions. Knowledge of the various occupations in state government. Knowledge of the functions of a public personnel agency. Knowledge of the techniques of interviewing. Knowledge of supervisory techniques. Knowledge of employee policies and procedures. Knowledge of equal employment opportunity practices. Ability to instruct, direct, and evaluate employees. Ability to supervise technical work involving reviews and evaluation, program development, and program planning and implementation. Ability to plan, develop, and conduct training sessions, workshops, conferences, seminars, and programs regarding staff development and training. Ability to analyze and appraise facts and precedents in making management decisions. Ability to prepare and/or select training materials. Ability to develop procedures and methods. Ability to interpret and apply laws, rules, and regulations. Ability to organize, evaluate, and present information effectively, both verbally and in writing. Ability to maintain favorable public relations.

Working Conditions
Some jobs require travel.

Some jobs are located in hospitals, juvenile detention centers, mental health facilities, or prison facilities. Some jobs function in adversarial situations.

Physical Requirements
None.

Education
Possession of a bachelors degree in any major.

Experience
Human Resources Manager 12 Three years of professional experience providing personnel management or human resources development services in classification, compensation, labor relations, staff development and training, or other areas of professional human resources management, including one year equivalent to a Personnel Management Analyst P11 or Human Resources Developer P11.

Human Resources Manager 13-15 Four years of professional experience providing personnel management or human resources development services in classification, compensation, labor relations, staff development and training, or other areas of professional human resources management, including two years equivalent to a Personnel Management Analyst P11 or Human Resources Developer P11, or one year equivalent to a Personnel Management Analyst 12 or Human Resources Developer 12.

Human Resources Manager 16 Seven years of professional experience providing personnel management or human resources development services in classification, compensation, labor relations, staff development and training, or other areas of professional human resources management, including three years equivalent to a 13-level business and administrative specialist or manager, two years equivalent to a 14-level business and administrative specialist or

manager, or one year equivalent to a 15-level business and administrative specialist or manager in the above work areas.