Description of Position, Special Skills, and Degrees
A Human Resources Manager (HRM) is a professional responsible for overseeing and managing the administrative functions related to a company’s most valuable asset: its employees. Their primary role is to ensure the effective functioning of the organization by handling recruitment, employee relations, training and development, and implementing and maintaining company policies and benefits (Heneman et al., 2019). They act as a bridge between employees and management, working to create a positive work environment and foster employee satisfaction (Heneman et al., 2019).
To facilitate their duties, an HRM would have to understand the principles of personnel recruitment, management, and administration, as well as the legal system, and facilitate training. Special skills would include high levels of oral and written comprehension, expression, and deductive reasoning. Some of the training required to perform at an adequate level includes having a bachelor’s degree (Human Resource Managers, 2024). Advanced positions require up to a Master’s degree.
Tasks and Technology Skills
Some of the tasks associated with HRM include the following (Human Resource Managers, 2024):
- Serve as a means of interaction between employees and managers. The HRM is the person employees should address their work-related concerns to.
- Provide insights on organizational policy, and engage in altering the system. When directors, managers, and other decision-makers require HR expertise, the HRM should be able to provide it in a reasonable and timely manner.
- Manage understaffing, hiring, and firing employees, and enforce discipline. In situations where there are not enough people to fill vacancies, the HRM’s duty is to find ways to staff them and allocate available resources until replacements are found. In the event of infractions, they are also called upon to impose punishments, including even firing employees.
- Manage internal hearings and investigations. An HRM may act as an internal judge within a company in cases of interpersonal conflict.
The demands for technological skills are not as steep, but still require preparation and training. To perform HRM duties, one must be familiar with accounting, human resources, and presentation software. Enterprise resource planning software knowledge is also needed, but its realization differs from one company to another (Human Resource Managers, 2024). Depending on the work environment, additional technical skills may become necessary, and will need to be learned on the job.
Work Activities
Some of the work activities an HRM may have to engage in include communicating with different stakeholders on matters important to the company, whether in person or at a distance, maintaining interpersonal working relationships, and resolving workplace conflicts through negotiation (Human Resource Managers, 2024). Additional activities may include staffing company units, making personnel decisions, and resolving business-related issues daily. These duties are consistent with the HRM job framework, setting, and expectations.
Description of Work and Measuring Performance
Some measurable indicators of performance relative to the work description include employee satisfaction, retention rates, and filling vacancies. These displays align with what the company expects from an HRM, including helping manage and grow its human resources, reducing hiring costs, and ensuring a smooth working environment (Human Resource Managers, 2024). These capabilities are expected of job applicants at all levels, from entry to advanced. Thus, an HRM is an integral part of any company they work in and provides a level of expertise and functionality that no other specialist can offer.
References
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2019). Staffing organizations (9th ed.). McGraw-Hill.
Human resource managers. (2024).