role of hr managers
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ROLE OF HR MANAGER
PRESENTED BY: VAIBHAV SINGH & NITISH KAUSHIK
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WHO IS AN HR MANAGER
An HR manager is one who plans, organizesand directs human resource programs for thebusiness, provides highly responsibleadministrative staff assistance to the GeneralManager; and performs other related work asrequired.
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ROLE
What is a Role?
Position one occupies in a social system
Defined by functions performed
In response to expectations of others / self
Role Perception: How an employee thinks
he/she is supposed to act
Role Set: Entire configuration of surrounding
roles / relationships / effect
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Understanding workers
requirements & realities
The HR Managers need to have an understandingof the worker requirements & realities.
HR Managers should become mindful about theemployees context.
HR Managers need to have commitment towardsthe lifelong learning & continuous professional
development, commitment towards the ethicalstandards & Deliver effective people strategies
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Leadership & Team-building
skills
Managers need to be highly motivated
themselves, and proficient in motivating andcarrying their teams along with them.
In the process of goal setting and projectexecution, team commitment is a criticalrequirement
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Though there are various IT tools such as
Intranet, Learning Management System etc.,the efficacy of a manager lies in motivating thepeople to share their knowledge and expertisewith their peers.
HR Managers have to be adept not only in softskills but also in building and sustainingknowledge management systems in an
organization.
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ROLES OF HR MANAGERS
Administrator
(co-ordination & support services ) Evaluator
(organisational effectiveness)
Individual career development advisor(assess personal competencies)
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Instructor / Facilitator
(managing group processes)
Marketer
(programmes & services)
Material developer
(producing written or electronically mediatedinstructional materials)
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ROLES OF HR MANAGERS BASED ON
HENRY MINTZBERGS STUDY
Based on a study, Henry Mintzberg concludedthat managers performed 10 different roles.These ten roles can be grouped into:
1. Interpersonal Roles
2. Informational Roles
3. Decisional Roles
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Interpersonal Roles
Role Description Examples
Figurehead Symbolic head; required to
perform a number of routine
duties of a legal or socialnature
Ceremonies status
requests, solicitations
Leader Responsible for the motivation
and direction of subordinatesVirtually all managerial
activities involving
subordinates.Liaison Maintains a network of outside
contacts who provide favors
and information
Acknowledgment of mail
external board work
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Informational Roles
Role Description Examples
Monitor Receives wide variety ofinformation; serves as nerve
center of internal and external
information of the organization
Handing all mail and
contacts categorized as
concerned primarily with
receiving information
Disseminator Transmits information receivedfrom outsiders or other
subordinates to members of the
organization
Forwarding mail intoorganization for information
purposes; verbal contacts
involving information flow to
subordinates such as
review sessions
Spokesperson Transmits information tooutsiders on organizations
plans, policies, actions, and
results; serves as expert on
organizations industry
Board meeting; handling
contacts involving
transmission of information
to outsiders
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Decisional Roles
Role Description Examples
Entrepreneur Searches organization and itsenvironment for opportunities
and initiates projects to bring
about change
Strategy and review
sessions involving initiation
or design of improvement
projects
Disturbancehandler
Responsible for correctiveaction when organization faces
important, unexpected
disturbances
Strategy and reviewsessions involving
disturbances and crises
Resource
allocator
Making or approving significant
organizational decisions
Scheduling ; requests for
authorization; budgeting,the programming of
subordinates work
Negotiator Responsible for representingthe organization at major
negotiations
Contract negotiation
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SPECIFIC FEATURES OF INDIAN
LABOURSOCIAL COMPOSITION OFINDUSTRIAL LABOUR
Earlier, the labour force in factories, mines and plantations was generally
provided by the lower castes, depressed classes and the unfortunates in
societies .
The trend in the present scenario has changed. The workers nowadays even
come from higher communities and castes.Thus HR manager has to develope a greater sense of equality among workers
as there might be a possibilty of workers being conscious of the distinction
shown between the workers and the other staff.
HETEROGENEITY OF LABOUR CLASS
Industrial working class has people of different castes, communities, ethnic
groups, speaking different languages and coming from different regions.
The result is that Indian labour force is sharply divided between high class
and low class, skilled and unskilled . This artificial division of working class
has affected its collective bargaining capacity.
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UNDIFFERENTIATED CLASS CHARACTER
The industrial working class in India has yet remained
undifferentiated as a class because of the following reasons-The moderate degree of industrialisation
The persistence of traditional attachment to the village and
family
The low wages and its low composition in overall population of
the countryThus workers in India do not constitute a wage-earning class
corresponding to the factory workers of the western countries.
HIGH RATE OF ABSENTEEISM AND LABOUR TURNOVER
One of the most important characteristic of Indian worker is that
they are in the habit of abstaining from work, and have a greater
tendency to change their jobs in comparison to workers of other
countries.
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LABOUR/HR MANAGERS COMMITMENT
FOUR CATEGORIES OF WORKERS:-
The uncommitted workers
The partially committed or semi committed workers
The generally committed workers
The specifically committed workers
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HR MANAGERS COMMITMENT
The HR managers commitment focuses attention on the
extent to which an employee identifies with organizational
goals, value organizational membership and intends to work
hard, to attain overall organizational mission.
Commitment fundamentally differs from simple attachment or
membership in the sense that it involves an active relationship
between the manager and the employee such that the
employee is willing to go beyond the normal requiredcompliance behavior in order to contribute to the realization of
organizational goals.
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THANK YOU
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