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Human resources manager (HRM)
A human resources manager is liable for managing and overseeing the personnel department within a company, organization or agency. In which posting advertisements or approving advertisements for new employees, screening resumes and applications, setting interview appointments and being involved in the hiring process
In generally agencies the human resources manager is also key in providing employee supervision and evaluations, retraining employees, offering mediation services for struggling employees as well as firing employees that are not meeting standards.
The policies and practices concerned in carrying out the "people" or human resource aspects of a management position, counting recruiting, screening, training, rewarding, and appraising.
HR manager responsibility (Role)
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.
Conducting job analyses (determining the nature of each employee's job)
Planning labor needs and recruiting job candidates
Selecting job candidates
Orienting and training new employees (Mentors)
Managing wages and salaries (compensating employees)
Providing incentives and benefits
Communicating (interviewing, counseling, disciplining)
Training and developing managers
Building employee commitment
Personnel Mistakes of HRM
Human resources manager do silly mistake some time in organization and because of those mistake organization have to face so many problems, mistake like as following:
Hire the wrong person for the job
Experience high turnover
Have your people not doing their best
Waste time with useless interviews
Have your company in court because of discriminatory actions
Have your company cited by OSHA for unsafe practices
Have some employees think their salaries are unfair and inequitable relative to others in the organization
Allow a lack of training to undermine your department's effectiveness
Commit any unfair labor practices
Importance of HR manager
In times of revolutionize, managers the most helper and the greatest barrier for change teams, HR manager are the closest to the employees who must accept the new processes and behaviours associated with a project or plan. In many cases, the work of managers will also be impacted by a project. Success managers on-board and taking the lead in supporting employee change is vital.
If any business desires its people to make a lot of money for them, then it must set high principles and give employees something they can get excited about. These employees must be manage by someone who is responsible, cares about people as well as the business, and acts with honesty.
The HR Manager has to get successful results with the co-operation of all the employees working in the branch and by showing the authority of the concept of the team work, the achievement of the personnel branch should be calculated in terms of its contributions to the personnel programs.
The success of HR manager can be gauged by the fact how smooth they conduct the negotiations with workers union without the workers resorting to strikes and how fast the periodic agreement is signed with them.
Why it is an important role
The HR manager generally deals with targets, goals, project organization and deliverables. The focus is on results which can be measured. Human resources deals with people in which all their irregular emotions, personalities, levels of engagement and motivation, needs and mix of competencies and insecurities, it is far more vibrant a challenge to work with the swings and surprises of individual and team attitudes, psyches and moods than it is extreme to meet a revenue target or manufacturing time limit.
A brilliant HR manager always adept at understanding how to deal with individuals and teams, Good managers expand a deep clarity about what makes employees tick, how to motivate them, how to make possible groups when confidence is slumping and how to create a breakthrough when a team loses its originality to solve a problem. They become the "glue" that connects people, moderates the beat of teams and interprets the culture and reactions of employees about events and changes which occur day to day.
Good HR managers provide a precious role communicating both the needs of employees to managers and the goals, philosophy and practices of management to employees. Employees can count on an HR manager as the person to seek out when there is a personal matter, a worry or a possible violation of corporate ethics. Every employee should have one person to whom he or she can go in confidence to determine such things. The role requires the belief of employees, strong diplomacy skills to resolve issues and verified skills at mediation and trouble solving.
HR Managers can count on a gifted HR professional to provide as a business coach and counsellor. As a strategist and sounding board, a human resource person becomes a partner with a functional manager to progress the generally functioning of the team and the leadership skills of the managers.
The contributions of top shelf HR managers are wide ranging, they:
1) Supply to strategic planning for the company,
2) Source and extend the executive team and its leadership ability,
3) Measure the talent needs of the organization and recruit capable employees,
4) Build up ways to continuously train and improve overall competencies of employees to improve their abilities to serve the changing needs of their customers,
5) develop preservation strategies to retain people and maintain highly-engaged teams,
6) Plan compensation and long-term incentives to competitively reward contributing employees,
7) Develop finest ways to manage main changes to make sure employees support new processes and instructions the company elects to take, and
8) Continually looks for new ideas to keep a company exciting and to ensure employees are proud to show up and give it their all every day.
The talents necessary to be a good HR professional are not easily come by. It requires education and knowledge in psychology, communication, organization development, compensation, strategy, consulting, coaching, training, change management and often multi cultural skill. If a company is lucky to have a brilliant HR professional, hang on to him or her. What a hard lesson it is to determine the value of a human resource professional after it's gone.
Human resource management at Microsoft
Microsoft is one of the wealthiest and most successful companies in the world, is the fact that Microsoft is an employee driven organization. While other organizations base their achievement on superior manufacturing techniques, or superior technology, Microsoft's success is based on the success of their employees. Basically Microsoft values their employees and realizes the significance of their employees. This focus on employees may, in the future, enlarge to all organizations. Microsoft then, is worth studying as an example of best practice in human resource management.
Microsoft's HR Manager does employee management methods including how recruit and how retains their employees. By looking at how Microsoft operates, there is chance for other organizations to believe how they control their employees and to consider whether their staffs are also appreciated.
Recruitment and Selection In the Beginning Bill Gates is the driving force for Microsoft and from the beginning of the company he thought in recruiting enormously intelligent staff, favour intelligence over experience, "his preference for hiring extremely intelligent, not compulsory experienced, new college graduates dated from Microsoft's start-up days, when he and cofounder Paul Allen recruited the brightest people they knew from school
The recruitment strategies in the beginning included sourcing people from the best educational services such as Harvard, Yale, MIT, Carnegie-Melon and Stanford. Microsoft recruiters would visit these universities "in search of the most brilliant, driven students". Experience was not required and it was in fact, preferred that new employees had no experience.
Microsoft's HR Mangers attempted to cater to the needs of its employees from the beginning. Recognizing that the majority of employees were just out of college, the Microsoft company operated like a campus. The former director of human resources describes this saying, "how do you make young kids who had never been away from home - or only as far as college - comfortable? We wanted to keep the atmosphere at work one they were somewhat familiar with, and also make sure it gave them a sense of social belonging".
ANALYSIS OF HUMAN RESOURCE MANAGEMENT AT MICROSOFT
Recruitment and Selection It is reported that companies must be aware of where they are going in the future and how the current configuration of human resources relates to. Microsoft employs different recruitment practices than many organizations based on their need for the very best people. Microsoft actively recruits suitable employs and focus on the right type of person rather than the right type of skill level. In 'Human Resource Management: An Experiential Approach' human resources are described as an important source of competitive advantage. Microsoft use human resources for competitive advantage, basing their success on having the very best people in the industry and inspiring them to be the best. It is this that leads to Microsoft's unique recruitment practices. Based on the importance placed on having the best people in the industry, their aggressive 'head hunting' techniques are justified. McNamara says that "the key to supporting the motivation of your employee is understanding what motivates each of them." The important thing about Microsoft is that they employ people who specifically will be motivated by the environment they provide. They do not employ skilled people and expect them to be motivated, they employ intelligent and driven individuals and give them the environment and the opportunity to develop beyond their current level. The fit between employee and organization is important to motivation and this is what Microsoft ensures.
A recent study reported in the Journal of Applied Psychology reports that employees working on projects are more efficient when their goals relate to the overall team goals rather than individual goals (Kristof-Brown). Microsoft ensures that the goals of the organization are understood via its strong culture and by employees being clearly aware of what is required of them.
Motivation can be described as providing a work environment in which individual needs become satisfied through efforts that also serve organizational objectives (Schermerhorn 395). Microsoft achieves this by incorporating their goals into their human resource management programs. The people recruited and the systems within the organization all serve to motivate the type of people that Microsoft values.