Job Description Of HR Manager Commerce Essay

Job rendering Of HR Manager Commerce EssaySee if this helpselse allow me knowThe Human imagings Manager will be highly regarded with an excellent track record in his/her current environment. The successful posteriordidate must be a strong, decisive, results oriented leader who grass fetch and manage traffichips across the company and with a wide variety of partners based on trust, teamwork and knowledge. The following inside information specific responsibilities for this critical roleServe as a key member advising contrast leading team responsible for HR processes for Associates.Function in an active and influential business advisory role with executives in order to safari business resultsLeverage broader HR team choices to drive vary in leadership organisational reading, compensation and staffing.Specific areas of focus over the next 12 24 months include developing and holding staffing and learning strategies, developing retention strategies, leadership and organiza tional development, talent planning, diversity, compensation care and delivery, functioning management, workforce planning,, increasing associate satisfaction and engagement, build-out campus recruiting program.Some travel will be mandatory.QualificationsMinimum of 6 years gracious elections experiencePreferable to be possessed of experience in two or more of the following areas kind resources management, organizational development/change management, process improvement (Six Sigma preferred), compensation, staffing.Excellence in a client management model mobilizing the best people and integ judge the calamuss and processes necessitate to meet the necessarily of the businessBusiness driven with strong financial acumen.Strategic planning, complex problem settlement and general management expertise.Outstanding converse and presentation skills.High take aim of interpersonal skills and integrity solid team player.Ability to influence senior management, establish and entertai n col rideative partnerships and provide thought leadership.Ability to architect and drive changeAbility to lead in a global, matrixed environmentKey Responsibilities of Manager HR Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, matter, grievance, counselling, overcompensate and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues) Establish and maintain appropriate systems for measuring necessary aspects of HR development Monitor, measure and report on HR issues, opportunities and development plans and achievement in spite of appearance agreed formats and timescales Manage and develop direct reporting staff. Manage and control departmental expenditure within agreed budgets. Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements. Maintain awareness and knowledge of up-to-the-minute HR development theory and methods and provide suitable exemplifyation to directors, managers and staff within the organisation. Contribute to the paygrade and development of HR strategy and performance in co-operation with the executive team. Ensure activities meet with and integrate with organisational requirement for quality management, health and safety, legal requirement, environmental policies and general calling of care. Audit and authenticate all documents cerebrate to legal, salary statements and distribution, policies etc. Develop and Maintain healthy relation with Govt. and Non Govt. Organistions for better and fast functioning of organisation. Plan for employees performance appraisal develop tools for appraisal, rent out evaluation and development. Plan and direct for Training of employee including senior managers, main tain contact with outside resources for training.How to Develop a Job DescriptionThe process of developing a transaction description helps you articulate the or so important outcomes you need from an employee performing a particular trading. A traffic description is overly a communication tool that tells coworkers where their conjecture leaves off and the job of another starts. A well-written job description tells an employee where their job fits within the overall department and the overall company.Job Descriptions Why efficient Job Descriptions Make Good Business SenseEffectively developed, job descriptions are communication tools that are significant in your organizations success. Poorly written job descriptions, on the other hand, add to workplace confusion and hurt communication. Heres why effective job descriptions are so important.Job SpecificationA job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to perf orming a particular job. The job specification is developed from the job abstract. Ideally, also developed from a expatiate job description, the job specification describes the person you want to hire for a particular job. Learn more about the job specification.Job Specification examine Human Resources DirectorThis sample job specification for a sympathetic resources director provides an example of a job specification. See a sample job specification for a human resources director that describes education, experience, characteristics, skills, knowledge, and an overview of the job requirements.Job Specification Sample Marketing ManagerThis sample job specification for a market manager provides an example of a job specification. See this sample job specification for a marketing manager.Job AnalysisA job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis.Job DescriptionJob descriptions are written statements that describe the duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and the reporting traffichip of a particular job.Bio-Tech Job DescriptionsThese general, not detailed, job descriptions describe the jobs available in the emerging field of bio-technology.Sponsored LinksJob Tasks for Human Resources ManagerAdminister compensation, benefits and performance management systems, and safety and recreation programs.Identify staff vacancies and recruit, interview and select applicants. portion out human resources, ensuring appropriate matches between personnel.Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.Perform difficult staffing duties, inc luding dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. canvas and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.Plan and conduct cutting employee penchant to foster positive attitude toward organizational objectives.Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.Analyze training needs to design employee development, language training and health and safety programs.Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organizations personnel policies and practices.Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.Conduct exit interviews to identify reasons for employee termination.Investigate and report on industrial accidents for insurance carriers. correspond organization at personnel-related hearings and investigations.Negotiate bargaining agreements and help interpret labor contracts.Prepare personnel forecast to project employment needs.Prepare and follow budgets for personnel operations.Develop, administer and evaluate applicant tests.Oversee the evaluation, classification and rating of occupations and job positions.Study legislation, arbitration decisions, and collective bargaining contracts to assess industry tre nds.Develop and/or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.Provide terminated employees with outplacement or relocation assistance.Contract with vendors to provide employee services, such as food service, transportation, or relocation service.Human Resource Manager Job DescriptionEmployees are the most important asset of any organization. The future of the flying depends on the performance of its employees. The role of a human resource manager is pivotal in managing the needs of the employees. Read on to know more about human resource managers job description, human resource managers duties and the requirements of a human resource manager.Human resource management refers to the coherent and strategic approach to understand the needs of the people working in a firm. Undoubtedly, the growth of a firm is totally based on the individual and the collective efforts of its workers.Human resource managementevolved as a serious discipline in the business world when it was understood that employees are not mere business units, like machines and automobiles. Instead, they are a valuable human manpower and have personal, emotional and financial needs. Human beings are not uni-dimensional entities. Hence, human resource management was develoved to cultivate a positive work culture in the organization, activate employees, streamline the recruitment process and provide employee training. The dynamics of business have become more and more challenging in todays global economy. Employee retention is a crucial factor where the need of a human resource manager is vital. Also, the function of a human resource manager is to work in tandem with all the departments of a firm in order to monitor and decipher the needs of the employees. The human resource management department acts as a bridgework between the CEO or the Managing Director of the company and the various branches like executive, administrative,proje ct managementteams and operations management.Human Resource Manager Job DescriptionThe job of a human resource manager presents challenges to tactically handle the human resource tools and help the firm attract talented people for the required job(s). Following are the major duties and functions of a human resource manager.Resource Hunting and RecruitmentThe entire process ofrecruitmentis monitored by the human resource manager. The human resource managers duties consist of job posting, hiring, conducting recruitment exams (if any) and interviewing. Other functions of a human resource manager are to maintain excellent professional relations with the educational institutions and recruitment agencies.Coaching the EmployeesTraining the employees is another important duty of a human resource manager. Why is training so essential? Well, all organization has its specificorganizational cultureand it is expected that the employees follow it. Induction and orientation lectures are the initi al periods of training, wherein the employees get to know the work culture of the company. scooter sessions, as we normally call them in the management terminology, help the employees feel comfortable and show active participation in training programs. Effective communication is a tool that the human resource manager can use to connect the workers and gel them as a team. The human resource manager can play a pivotal role in adopting thesix sigmatraining programs. The principles ofchange managementcan be adequately applied to help the firm reap rich benefits.Motivation and Performance AppraisalMotivation is a key to trigger the performance of an employee. An average employee may turn into an outstanding means on being motivated. A human resource manager conducts sessions and lectures that keep the employees aware about the growing competition in the market and the need to ever upgrade the skills of the employees. Also, the performance of employees is constantly monitored over a mon thly or yearly basis and rewards, gifts and prices are distributed for exceptional performances. The human resource manager also hold backs after theperformance appraisalof the employees.Salary and Payroll NegotiationsThough salary related issues are a responsibility of the accounts department of the firm, still, in the initial stages of recruitment, the human resource manager handles the salary issues of an employee. Since a human resource manager handles the recruitment process he/she is more aware about the ability, experience and skills of the employee, therefore, he/she can take better decisions about the salary of the worker. Generally, the HR department works in collaboration with the accounts department in salary related issues.Employee rejoicing and Feedback are the employees satisfied with the facilities of the firm? Are any issues that are causing an unrest among the employees? There may be differences in the ideas/opinions of the various employees. The principles ofcon flict resolutioncan be used to resolve differences among the employees. Mostly, human resource managers accept the feedback of the employees and this leads to an efficient management of the workers.Educational Requirements For a Human Resource ManagerAre you aspiring for a career in human resource management? Well, this challenging field has a lot to offer you. Once you get in, new avenues open at every step. Generally, a graduate level degree in labor laws, social sciences, human resources and industrial laws is considered for entry level jobs in human resource management. Many firms look out for a fair amount of work experience before hiring HR managers. So, if you have a get the hang degree or an MBA in human resource management, then its better to spend 3-6 years taking a professional experience and then look for higher entry jobs. Even courses related to humanities, like public administration, psychology, sociology, political science, economics, and statistics are considered b y many firms. With experience in this field one can climb the ladder of success gradually and soar great heights.Personality Traits of a Human Resource ManagerThe various personality traits needed to be an excellent human resource manager are as follows. subtle communication skills andleadership qualitiesStrong presentation abilitiesMust be a yeasty thinker and excellent team playerMust be a good initiator and possess goodnegotiation skills.Analyzing the job description of human resource manager must have given you an insight into the challenges and creativity of the different elements involved in human resource management. So, if you are planning a career in human resource management, make a note of the above points and then go for itByKundan PandeyHuman Resources Administrator Manager use of goods and services The superjacent will be responsible for providing an effective andefficient human resource generalist function that is aligned withdepartmental and company strategic goal s. The incumbent will beexpected to successfully implement HR strategy and deliver customerservice within the organization. The responsibilities will include interalia strategic partnership and organisation design, recruitment andselection, employment equity, salary and benefits management,employee relations, talent retention, performance management, changemanagement, diversity management, skills development, policies andprocedures, HR reporting, BBBEE, HR projects and managing staff.Key ResponsibilityAreasRecruitment and survival of the fittestAttract, retain and motivate staff. Manage the recruitment process andensure candidates fit the role and company culture. Advertisevacancies, assess practises, interview applicants. Coordinate andmanage the orientation of new employees, process probationaryreviews, employee evaluations and terminations. Analyse the skills andqualities required for each particular job and develop job descriptions.Skills DevelopmentIdentify training /skills / competency needs within the organisation. Coordinatecareer development, succession planning and talentmanagement needs in partnership with line management. Submit theskills development plan within the prescribed timeframe. Identify skillsshortages and where there is need to improve and inform management.Employment EquitySubmit the Employment Equity Plans within specified timeframes to theLabour Department. name and give input into development ofemployment equity plans. Identify employment Equity quotarequirements and suggest on status of compliance to targets.Employee RelationsConsult and advise management and staff on Labour relations issues.Ensure awareness on LRA, Basic conditions of Employment Act and allother labour legislation. Represent the company on CCMA Level(conciliation arbitration).BBBEEImplement and monitor compliance to company BEE strategy.Assume responsibility for the Companys social responsibility projectsand manage the Social committee.HR reporting and govern ingManage company payroll administration. Compile monthlymanagement reports all on all key output areas of the position. Performrelated duties as assigned by the Head of FinancePerformance ManagementManage the company performance management process (KPO).Custodian of effective performance management practices. Implementperformance management / talent management initiatives. Ensure thatperformance management is standardized. Ensure that all employeesare informed of and trained in the application of the performancemanagement model and system. Monitoring, evaluating and reportingresults.Change ManagementLead programmes that are aimed at improving employee morale.Identify and analyse current organisational effectiveness. Initiate andimplement organisational surveys.Policies and ProceduresDevelop, update and implement all HR policies and procedures.Budget Cost ManagementDrive HR related cost savings and manage HR budgets as set byexecutive managementCoreCompetenciesGood planning, organi sational, analytical and decision-making skills.Confidentiality, tact and discretion when dealing with people. Ability totrain. Use Initiative. Professional approach. Excellent AdministrationSkillsGeneralCompetenciesExcellent oral and written communication skills. People centric.Flexibility.Experience andEducationDegree/or Diploma in Human Resources Management and/orequivalent. Approximately 5 years experience as an HR generalist andminimum 3 years in an HR management role.PersonalCharacteristicsExcellent organisational skills. Attention to detail. Self driven. Goodcommunicator. Good interpersonal skills. Positive outlook on life.Assertive nature. Logical thinker. High levels of initiative. Customerservice orientated. Work independently, with a high degree ofresponsibility. Work well under pressure and to deadlines.SpecialRequirementsRegular and on time attendance. From time to time you will be requiredto work outside of normal working hours.Note To perform this job successfully, th e individual must be able to performeach essential duty satisfactorily. The requirements listed above arerepresentative of the knowledge skill and or ability required and are notintended to be an exhaustive list of all duties and responsibilitiesassociated with this job. You will be required to perform all reasonableduties assigned to you or related or incidental to the proper completionof your job tasks. During a colleagues leave of absence from thecompany or during month end or peak business periods, you may berequired to perform other job tasks upon reasonable request from yourline manager. Relocation costs (if applicable) will be for own account