HR professionals are an integral part of every organization. Human resource manager has two primary functions: supervising of department functions and managing employees. They are also involved with recruitment, training, career development, compensation and benefits, employee relations, industrial relations, employment law, compliance, disciplinary and grievance issues, redundancies etc.
Organization - HR management requires an orderly approach. Organized files, strong time management skills, and personal efficiency are key to HR effectiveness.
Multitasking - On a typical HR day, an HR professional will deal with an employee’s personal issue one minute, an intermittent leave question the next, and a recruiting strategy for a hard-to-fill job the minute after.
Negotiation - Along with grey comes the need to negotiate—there are often two or more opposing views, and the successful HR pro can find an acceptable middle ground.
Communication - HR professionals have to communicate up to management, over to managers, out to potential employees, and down to all levels of current employees. And they have to do it in writing, while speaking to large and small groups and, increasingly, through social media.
Conflict Management and Problem Solving - Everyone doesn’t always get along with everyone else. High productivity demands that people work together at least civilly. HR has to find ways to allow that to happen. And that’s to say nothing of the myriad other problems that hit HR’s in-box—you can’t be effective without problem-solving ability.
Developing HR planning strategies with line managers by considering immediate and long-term staff requirements
Maintains the work structure by updating job requirements and job descriptions for all positions
Shortlisting applicants for interview using a variety of selection techniques including psychometric testing Interviewing shortlisted candidates
Listening to grievances and implementing disciplinary procedures
Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records
Analysing training needs in conjunction with line managers; planning and delivering training, including staff inductions
Contributes to team effort by accomplishing related results as needed
Human resources managers usually need a bachelor’s degree. There are bachelor’s degree programs in human resources. Alternatively, candidates may complete a bachelor’s degree in another field, such as finance, business management, education, or information technology. Courses in subjects such as conflict management or industrial psychology may be helpful.
Some higher-level jobs require a master’s degree in human resources, labor relations, or business administration (MBA).