Scribd
Upload
680 views8 pages

Role of HR Manager

The document outlines the key roles of an HR manager which include administrative, operational, and strategic roles. Administrative roles involve policymaking, record keeping, advising managers, and ensuring legal compliance. Operational roles include recruiting, training employees, and resolving conflicts. Strategic roles position the HR manager as a change agent and strategic partner who helps the organization adapt, innovate, and build a competent workforce aligned with business goals.

Uploaded by

Rajesh Bastia
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
680 views8 pages

Role of HR Manager

The document outlines the key roles of an HR manager which include administrative, operational, and strategic roles. Administrative roles involve policymaking, record keeping, advising managers, and ensuring legal compliance. Operational roles include recruiting, training employees, and resolving conflicts. Strategic roles position the HR manager as a change agent and strategic partner who helps the organization adapt, innovate, and build a competent workforce aligned with business goals.

Uploaded by

Rajesh Bastia
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 8

Role of HR Manager

• Administrative Roles
• Operational Roles
• Strategic Roles
Administrative Roles
• The administrative roles of human resource management include
policy formulation and implementation, housekeeping, records
maintenance, welfare administration, legal compliance etc.
i. Policy maker: The human resource manger helps management in
the formation of policies governing talent acquisition and
retention, wage and salary administration, welfare activities,
personnel records, working conditions etc.
ii. Administrative expert: The administrative role of an HR manager
is heavily oriented to processing and record keeping. Maintaining
employee files, and HR related databases, processing employee
benefit claims, answering queries regarding leave, transport and
medical facilities, submitting required reports to regulatory
agencies are examples of the administrative nature of HR
management.
iii. Advisor: The personnel manager performs his functions by
advising, suggesting, counselling and helping the line managers in
discharging their responsibilities relating to grievance redressal,
conflict resolution, employee selection and training.
iv. Housekeeper: The administrative roles of a personnel manager in
managing the show include recruiting, pre-employment testing,
reference checking, employee surveys, time keeping, wage and
salary administration, benefits and pension administration,
wellness programmes, maintenance of records etc.
v. Counsellor: The personnel manager discusses various problems of
the employees relating to work, career, their supervisors,
colleagues, health, family, financial, social, etc. and advises them
on minimising and overcoming problems, if any.
vi. Welfare officer: As a Welfare officer he provides and
maintains (on behalf of the company) canteens, hospitals,
creches, educational institutes, clubs, libraries, conveyance
facilities, co-operative credit societies and consumer stores.
vii. Legal consultant: Personnel manager plays a role of
grievance handling, settling of disputes, handling
disciplinary cases, doing collective bargaining, enabling the
process of joint consultation, interpretation and
implementation of various labour laws, contacting lawyers
regarding court cases, filing suits in labour courts, industrial
tribunals, civil courts and the like.
Operational Roles
• These roles are tactical in nature and include recruiting,
training and developing employees; coordinating HR
activities with the actions of managers and supervisors
throughout the organisation and resolving differences
between employees.
• i. Recruiter: HR managers have to use their experience to
good effect while laying down lucrative career paths to new
recruits without, increasing the financial burden to the
company.
• ii. Trainer developer, motivator: HR managers have to find
skill deficiencies from time to time, offer meaningful
training opportunities, and bring out the latent potential of
people through intrinsic and extrinsic rewards which are
valued by employees.
iii. Coordinator/linking pin: The HR manager is often deputed
to act as a linking pin between various divisions/departments
of an organisation.
iv. Mediator: The personnel manager acts as a mediator in case
of friction between two employees, groups of employees,
superiors and subordinates and employees and management
with the sole objective of maintaining industrial harmony.
v. Employee champion: HR professionals have had to move
closer to the hearts of employees in their own self interest. To
deliver results they are now seriously preoccupied with:
Placing people on the right job; Charting a suitable career
path for each employee; Rewarding creditable performance.
•  
Strategic Roles
i. Change agent: Strategic HR as it is popularly called now
aims at building the organisation’s capacity to embrace and
capitalise on change. It makes sure that change initiatives
that are focused on creating high-performing teams,
reducing cycle time for innovation, or implementing new
technology are defined, developed and delivered in a timely
manner.
ii. Strategic partner: HR’s role is not just to adapt its activities
to the firm’s business strategy, nor certainly to carry out
fire-fighting operations like compensating employees.
Instead, it must deliver strategic services cost effectively by
building a competent, consumer-oriented work force.

You might also like