Maintains the work structure by updating job requirements and job descriptions for all positions.
Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
Prepares employees for assignments by establishing and conducting orientation and training programs.
Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
Completes human resource operational requirements by scheduling and assigning employees; following up on work results.
Maintains human resource staff by recruiting, selecting, orienting, and training employees.
Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
Contributes to team effort by accomplishing related results as needed.
1. Compensation and Benefits: Being able to keep compensation and benefit packages attractive over time is essential to retaining top talent. Human resource managers need to be able to remain up to date on industry trends in order to adjust the benefits and compensation offerings in a way that supports the acquisition and retention of ideal employees.
2. Recruitment and Hiring: A complementary set of decision-making skills and strong interpersonal skills are necessary to be an effective hiring manager. Identifying the best talent takes time and requires an effective strategy. Once the talent is in the interview process, it is important for human resource leaders to be organized, able to communicate efficiently and represent the company effectively. The HR professional that a candidate first meets sets the tone for the entire interview process.
3. Performance/Employee Evaluation: Developing a successful and meaningful performance evaluation process takes time and innovation. Human resource managers who actively develop programs that engage the employee in an on-going professional development process help build a dynamic workforce. In order to frame performance evaluations positively, human resource managers need to develop versatile communication skills. It is important for the evaluation process to be productive, consistent across all levels and well documented in the hope of retaining the best talent for long-term organizational growth.
4. Training and Staff Development: In the role as a training and staff development leader, human resource managers have an opportunity to develop a wide range of important skills. Being an effective trainer is also part of the essential HR manager skill set that requires knowledge, versatility, and peer-engagement skills. From orchestrating the communication needed to identify areas of interest, to managing the details of establishing a training program, human resource managers support the growth of the organization with the training and staff development they offer. When considering employee retention, it is important that team members feel they are growing to meet new challenges. A meaningful training and staff development program can support those goals.
The Diverse Skill set of the Modern HR manager Today’s human resource managers must be well prepared to respond to rapidly changing workforce dynamics. With three generations in the modern workplace, top managers need to be equipped with sound knowledge as well as a wide repertoire of skills to address the four top competency areas in human resources environments across all industries. Building effective communication skills, organizing complex corporate policies, preparing employee programs, and demonstrating creative-problem solving and conflict resolution ability are among the top skills needed to be successful in a human resource management position.